{"source":"Talent Intelligence Tracker - asktherecruiter.com","license":"CC BY 4.0. 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September, with John Ternus replacing Tim Cook as CEO.","company":"Apple","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://www.aol.com/articles/3-things-investors-expect-tim-163500000.html","source_name":"AOL.com","published_date":"2026-07-27","captured_at":"2026-07-27 18:58:21"},{"signal_id":"e9a07fe70f7a1842cc3144de13b2efb3","headline":"Cracker Barrel names new CEO amid leadership transition 1 year after logo controversy","summary":"Cracker Barrel has announced the appointment of a new CEO as part of its leadership transition.","talent_readthrough":"Cracker Barrel appoints a new CEO, signaling a 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opens a new office in DuBois, Pennsylvania, indicating potential hiring in the area.","company":"JHA Companies","pillar":"company_development","signal_direction":"hiring","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"PA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://www.thecourierexpress.com/tri_county_sunday/growing-with-purpose-jha-companies-opens-new-office-at-dubois-airport/article_a4e4e65e-5c11-44b5-b975-d2cff6b9793b.html","source_name":"The Courier Express","published_date":"2026-07-25","captured_at":"2026-07-27 22:21:03"},{"signal_id":"1fb1a26a7650cd90cff0332a39bc62a3","headline":"Flourish Health Raises $26M Series A to Scale High-Acuity Youth Psychiatric Care","summary":"Flourish Health has raised $26 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(BBBY, BBBY-WT) 8-K filing (Item 5.02): officer or director change","summary":"Bed Bath & Beyond, Inc. appointed Marcus Lemonis as Chief Executive Officer, effective January 1, 2026, while he continues his roles as Executive Chairman of the Board and the company’s principal executive officer.","talent_readthrough":"Marcus Lemonis becomes CEO of Bed Bath & Beyond in Utah, adding to his existing executive roles.","company":"Bed Bath & Beyond, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130713/000114036126000262/ef20062330_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:48:57"},{"signal_id":"51d591a46298546e09ef2ecbc08b8973","headline":"AllianceBernstein L.P. 8-K filing (Item 5.02): officer or director change","summary":"AllianceBernstein L.P. announced the appointment of Onur Erzan as President, with immediate effect, succeeding Seth Bernstein.","talent_readthrough":"Onur Erzan steps into the role of President at AllianceBernstein in Nashville, marking a leadership transition.","company":"AllianceBernstein L.P.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109448/000110944826000004/ab-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:49:04"},{"signal_id":"62faf77c591a67a7f455f525e375f1e8","headline":"TETRA TECH INC 8-K filing (Item 5.02): officer or director change","summary":"Tetra Tech, Inc. announced that Roger R. 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immediately.","talent_readthrough":"Onur Erzan becomes President at AllianceBernstein, a leadership change in the financial services sector.","company":"AllianceBernstein Holding L.P.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/825313/000082531326000006/ab-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:49:25"},{"signal_id":"9236fe1dbeb59086686ad9bc2f81655c","headline":"SharkNinja, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jason Wortendyke was appointed to the Board 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in Seattle, adding executive leadership with international finance and M&A experience.","company":"SPECTRAL CAPITAL CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":"Seattle","region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1131903/000109690626000007/fccn-20260102_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:49:52"},{"signal_id":"c2270e88148708b84a04e035493e2ac7","headline":"NRG ENERGY, INC. 8-K filing (Item 5.02): officer or director change","summary":"NRG Energy, Inc. appointed Robert Gaudette as President effective immediately and as Chief Executive Officer effective April 30, 2026, and he will be named as a director nominee seeking election at the Annual Meeting.","talent_readthrough":"NRG Energy appoints Robert Gaudette as President and CEO, effective April 30, 2026, in Houston. The announcement does not disclose changes to other roles.","company":"NRG Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013871/000110465926001602/tm261967d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:50:03"},{"signal_id":"351adbbc7f8ae6234e9cbdb54f8846f3","headline":"Leonardo DRS, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Leonardo DRS, Inc. announced the appointment of Sally A. Wallace as Executive Vice President, Chief Operating Officer, effective January 1, 2026, replacing John Baylouny who was promoted to President and Chief Executive Officer.","talent_readthrough":"Sally A. Wallace steps into the COO role at Leonardo DRS in Arlington, succeeding John Baylouny who becomes CEO.","company":"Leonardo DRS, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1833756/000183375626000002/drs-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:50:11"},{"signal_id":"c2db9837a11abdaa3d3e57195b4f7a98","headline":"Direct Digital Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Direct Digital Holdings, Inc. approved an amendment to increase the number of authorized shares of Class A Common Stock issuable under its 2022 Omnibus Incentive Plan by 9,000,000 shares.","talent_readthrough":"Direct Digital Holdings adjusts its equity compensation plan in Houston, affecting potential future stock grants to employees.","company":"Direct Digital Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1880613/000188061326000003/drct-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:50:20"},{"signal_id":"0d5dddd43f8506aad249b369e6b7ada1","headline":"CREATIVE REALITIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Creative Realities, Inc. reported a change in its board of directors following the appointment of Michael Bosco and Thomas Ellis, as designated by the Lead Investor, North Run Strategic Opportunities Fund I, LP.","talent_readthrough":"Creative Realities appoints two new directors in Louisville, a leadership change with no stated impact on hiring or roles.","company":"Creative Realities, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356093/000143774926000084/crex20260102_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:50:31"},{"signal_id":"e74b3e6a982e6a0fdbdc542250d91d8f","headline":"Innovative Food Holdings Inc 8-K filing (Item 5.02): officer or director change","summary":"Innovative Food Holdings, Inc. appointed Argie Liarakos as the Executive Vice President of Commercial Operations and Execution, effective on or about January 6, 2025.","talent_readthrough":"Argie Liarakos joins Innovative Food Holdings as Executive Vice President of Commercial Operations and Execution in Broadview, Illinois.","company":"Innovative Food Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/312257/000118518526000059/ivfh8k010726.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:50:40"},{"signal_id":"b45b8ada459ca6f2f3ef62193cecf9c3","headline":"Toll Brothers, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Toll Brothers, Inc. appointed Karl K. Mistry as Chief Executive Officer effective March 30, 2026, with Douglas C. Yearley, Jr. remaining as Executive Chair of the Board.","talent_readthrough":"Toll Brothers promotes an executive to CEO in Fort Washington, with no immediate change to headcount.","company":"Toll Brothers, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/794170/000079417026000006/tol-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:50:49"},{"signal_id":"aa51d6dd341b943549f6b48a81234925","headline":"Morningstar, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Morningstar, Inc. appointed Anne Bramman to its Board of Directors, increasing the board size from ten to eleven members, effective January 2, 2026.","talent_readthrough":"Morningstar adds a new director to its board in Chicago, with no immediate change to executive roles.","company":"Morningstar, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1289419/000128941926000005/morn-20260102.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:50:59"},{"signal_id":"72ca81552fd17d763268814162938f87","headline":"FUELCELL ENERGY INC  (FCEL, FCELB) 8-K filing (Item 5.02): officer or director change","summary":"FuelCell Energy, Inc. has ended its employment relationship with Joshua Dolger, its Executive Vice President, General Counsel and Corporate Secretary, without cause, effective as of January 6, 2026.","talent_readthrough":"FuelCell Energy's general counsel departs in Danbury; the separation agreement terms are pending.","company":"FuelCell Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/886128/000110465926001597/tm261999d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:51:09"},{"signal_id":"c1b835f829d15da9c2ba94d0af653e8c","headline":"Cross Country Healthcare, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cross Country Healthcare, Inc. announced the appointment of Kevin C. Clark as President and Chief Executive Officer, with details of his compensation arrangements provided in a subsequent filing.","talent_readthrough":"Kevin C. Clark joins Cross Country Healthcare as President and CEO in Boca Raton, with compensation terms now disclosed.","company":"Cross Country Healthcare, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141103/000162828026000149/ccrn-20251215.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:51:17"},{"signal_id":"1d8c487d1b90607927c12d28f5391fd2","headline":"Helio Corp /FL/ 8-K filing (Item 5.02): officer or director change","summary":"Helio Corporation appointed Edward Cabrera as Chief Executive Officer and issued shares to him and the Manager of Investor Relations as part of their compensation.","talent_readthrough":"Helio Corporation in Berkeley has a new CEO, Edward Cabrera, with equity issued as part of his compensation package.","company":"Helio Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1953988/000121390026000862/ea0271711-8k_helio.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:51:25"},{"signal_id":"6786202c385cb1f2cc3e2e8f006a84c6","headline":"McGraw Hill, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Simon Allen announced his retirement as President and CEO of McGraw Hill, Inc., with Philip Moyer appointed to succeed him, effective February 9, 2026.","talent_readthrough":"McGraw Hill's CEO succession in Columbus affects executive leadership; no hiring or displacement is disclosed.","company":"McGraw Hill, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1951070/000119312526003463/d65701d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:51:33"},{"signal_id":"5a013664d435160d2e31c5c91dfa2f65","headline":"FRACTYL HEALTH, INC. 8-K filing (Item 5.02): officer or director change","summary":"Fractyl Health, Inc. appointed Lara Smith Weber as Chief Financial Officer, effective January 12, 2026, replacing Lisa Davidson who resigned effective December 31, 2025.","talent_readthrough":"Fractyl Health in Burlington appoints a new CFO in a planned succession, with no stated impact on other roles.","company":"Fractyl Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1572616/000119312526003452/guts-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:51:41"},{"signal_id":"1951b6e831619f1f5a20072ae4a871ec","headline":"PSQ Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PSQ Holdings, Inc. announced leadership transitions of the board of directors and executive roles.","talent_readthrough":"PSQ Holdings has announced changes in its board and executive leadership in West Palm Beach.","company":"PSQ Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1847064/000110465926001573/tm262332d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:51:49"},{"signal_id":"8b17144b097faef3b2982c137f986516","headline":"BTCS Inc. 8-K filing (Item 5.02): officer or director change","summary":"BTCS Inc. reported a change in its officers or directors as per the 8-K filing with the SEC, detailing actions approved by the Board on January 1, 2026.","talent_readthrough":"BTCS Inc. has made changes in its executive leadership in Wayne, PA. The announcement does not specify the impact on hiring or other roles.","company":"BTCS Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1436229/000149315226000391/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:52:07"},{"signal_id":"43c492e12a0c2b92a9ca619e079fc24b","headline":"Riot Platforms, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Riot Platforms, Inc. announced a planned CFO transition with Colin Yee stepping down and Jason Chung taking over as CFO on March 1, 2026.","talent_readthrough":"Riot Platforms' CFO transition in Castle Rock affects executive roles; the outgoing CFO moves to a senior advisor position.","company":"Riot Platforms, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1167419/000110465926000248/riot-20251231x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:52:27"},{"signal_id":"b7ea57e106da1a320b64682156a0e1cb","headline":"Cidara Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cidara Therapeutics, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Cidara Therapeutics in San Diego has a change in executive leadership. The filing does not disclose further details on the impact to the organization.","company":"Cidara Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1610618/000119312526005517/d57313d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:52:37"},{"signal_id":"9297dab9a63cbf672671ec28ea94137d","headline":"Customers Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Customers Bancorp, Inc. appointed Mr. Sam Sidhu, the company's Chief Executive Officer, to serve as a director of the company, effective as of January 1, 2026.","talent_readthrough":"Sam Sidhu joins the board of Customers Bancorp in West Reading, adding to his role as CEO.","company":"Customers Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000005/cubi-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:52:55"},{"signal_id":"1757c28269775554ac04c5617bab341a","headline":"Interactive Strength, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Interactive Strength Inc. reported a change in officer or director as per their 8-K filing with the SEC.","talent_readthrough":"Interactive Strength Inc. has announced a change in its executive leadership in Austin, Texas.","company":"Interactive Strength Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1785056/000119312526006397/trnr-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:53:02"},{"signal_id":"de2f85f0b08df27c67750a47c6aa90e4","headline":"WINDTREE THERAPEUTICS INC /DE/  (WINT, WINTW) 8-K filing (Item 5.02): officer or director change","summary":"Eric L. Curtis resigned as President and Chief Operating Officer of Windtree Therapeutics, Inc., effective immediately.","talent_readthrough":"Windtree Therapeutics' President and COO has resigned in Warrington, Pennsylvania; watch for executive succession plans.","company":"Windtree Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946486/000143774926000805/wint20260106_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:53:10"},{"signal_id":"af1c11922e75f93a6c292247fd002049","headline":"Sow Good Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sow Good Inc. reported a leadership change in its 8-K filing, alongside a $6.0 million private placement intended to fund ongoing operations and satisfy outstanding obligations.","talent_readthrough":"Sow Good Inc. has announced a leadership change in Irving, TX. The filing does not disclose specific hiring plans.","company":"Sow Good Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":"$6.0 million","funding_amount_usd":6000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1490161/000119312526001510/sowg-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:53:21"},{"signal_id":"09006055c8cf5ea229ed210669b1feab","headline":"United Parks & Resorts Inc. 8-K filing (Item 5.02): officer or director change","summary":"Byron Surrett transitioned from the role of Chief Park Operations Officer – Non-Florida Parks to another role at United Parks & Resorts Inc. as of January 1, 2026.","talent_readthrough":"Byron Surrett moves to a new role at United Parks & Resorts in Orlando, leaving the Chief Park Operations Officer position for non-Florida parks.","company":"United Parks & Resorts Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1564902/000119312526004574/prks-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:53:30"},{"signal_id":"2c672acef50c3c8813709f4663d8970b","headline":"VALVOLINE INC 8-K filing (Item 5.02): officer or director change","summary":"Mary E. Meixelsperger, Senior Vice President of Valvoline Inc., retired from the company effective December 29, 2025.","talent_readthrough":"Valvoline's Senior Vice President retires; executive leadership changes in Lexington.","company":"Valvoline Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674910/000167491026000002/vvv-20251229.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:53:45"},{"signal_id":"b10181a8b8bfcd5691c872ebd04cacb9","headline":"BCB BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Raymond J. Vanaria announced his retirement from the Board of Directors of BCB Bancorp, Inc., effective December 31, 2025.","talent_readthrough":"BCB Bancorp's board sees a planned departure in Bayonne; candidates for executive roles should note the change.","company":"BCB Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1228454/000119312526006261/d59053d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:53:56"},{"signal_id":"85dd64252bbe93bc313bd84112166240","headline":"Federal Home Loan Bank of San Francisco 8-K filing (Item 5.02): officer or director change","summary":"Silvio Tavares resigned from the Federal Home Loan Bank of San Francisco’s Board of Directors, effective December 31, 2025.","talent_readthrough":"Silvio Tavares leaves the board of the Federal Home Loan Bank of San Francisco in a planned succession.","company":"Federal Home Loan Bank of San Francisco","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1316944/000131694426000002/fhlbsf-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:54:08"},{"signal_id":"0a562b71a5a3548bf0fff61dc0173aa5","headline":"BONK, INC. 8-K filing (Item 5.02): officer or director change","summary":"Jordan Schur resigned as the President of Bonk, Inc. effective December 29, 2025, with no disagreement cited.","talent_readthrough":"Bonk's president resigns in Scottsdale; the filing does not indicate a replacement or broader leadership changes.","company":"BONK, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1760903/000149315226000339/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:54:17"},{"signal_id":"4d6b5e0fd627bd5f22ff24d49557eb8a","headline":"Zeo ScientifiX, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Zeo ScientifiX, Inc. appointed Ian T. Bothwell as the full-time Chief Executive Officer, while he continues to serve as Chief Financial Officer.","talent_readthrough":"Ian T. Bothwell assumes the CEO role at Zeo ScientifiX in Davie, Florida, while retaining his CFO position.","company":"Zeo ScientifiX, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1557376/000182912626000029/zeoscientifix_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:54:29"},{"signal_id":"8db0886ce656d431b79d50e3ca2eec6a","headline":"Starwood Real Estate Income Trust, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Andres Panza resigned as Head of Asset & Portfolio Management and director of Starwood Real Estate Income Trust, Inc., effective December 31, 2025.","talent_readthrough":"Andres Panza leaves his executive role at Starwood Real Estate Income Trust in Miami Beach. The filing does not name a successor.","company":"Starwood Real Estate Income Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1711929/000119312526005534/ck0001711929-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:54:39"},{"signal_id":"c8d6d1a0b3c3cbeeaa3cc4f5f9d38b4b","headline":"Ceribell, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lucian Iancovici resigned from the Board of Directors of CeriBell, Inc. and his positions as Chair of the Nominating and Corporate Governance Committee and as a member of the Compensation Committee, effective December 31, 2025.","talent_readthrough":"Lucian Iancovici steps down from executive roles at CeriBell in Sunnyvale; the company names no successor.","company":"CeriBell, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1861107/000119312526000994/cbll-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:54:47"},{"signal_id":"d4daaeb88ae33a1cfd0a36e0b24589a7","headline":"Tenaya Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"David Goeddel submitted his resignation from the board of directors of Tenaya Therapeutics, Inc. and as a member of all committees of the Board, effective January 26, 2026.","talent_readthrough":"A board member retires at Tenaya Therapeutics in South San Francisco; the filing does not indicate a replacement.","company":"Tenaya Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1858848/000119312526001065/tnya-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:54:57"},{"signal_id":"e8c354be9a03451523679c1a07e1217c","headline":"Bioxytran, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mike Sheikh was terminated as an Officer of Bioxytran, Inc. effective December 29, 2025, and is contesting the reason for his dismissal.","talent_readthrough":"Mike Sheikh's departure from Bioxytran in Needham creates an executive vacancy; the company has not disclosed plans for his replacement.","company":"Bioxytran, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1445815/000149315226000418/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:55:09"},{"signal_id":"fb47dce94b2951af9249d0bcd6f4b7d4","headline":"Indaptus Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Newman, Mark Gilbert, and Anthony Maddaluna resigned from the Board of Directors of Indaptus Therapeutics, Inc., effective upon the approval of David Lazar’s nominees at the Company’s next stockholders’ meeting.","talent_readthrough":"Three board members at Indaptus Therapeutics in New York step down in a planned succession, with no stated impact on operations or hiring.","company":"Indaptus Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857044/000149315226000106/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:55:19"},{"signal_id":"f8e13f83fdfe556ec1c6c1273f2ae846","headline":"Cardiff Lexington Corp 8-K filing (Item 5.02): officer or director change","summary":"Daniel Thompson resigned from the Board of Directors of Cardiff Lexington Corporation, including from his position as Chairman of the Board, with no disagreement cited. Alex Cunningham, the Company’s Chief Executive Officer, was appointed as the new Chairman of the Board.","talent_readthrough":"Cardiff Lexington Corporation's Chairman of the Board resigned, with the CEO taking over the role in Las Vegas.","company":"Cardiff Lexington Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811222/000168316826000083/cardiff_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:55:35"},{"signal_id":"8d0d4c3e3fe75f1d055fee0dfaf24ec0","headline":"KB HOME 8-K filing (Item 5.02): officer or director change","summary":"Director James C. Weaver informed KB Home of his decision not to seek re-election at KB Home’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"KB Home's director James C. Weaver will not seek re-election at the 2026 Annual Meeting of Stockholders.","company":"KB Home","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/795266/000079526626000009/kbh-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:55:49"},{"signal_id":"14b4eb9c544f41217ce3058c5c2b599d","headline":"Teledyne Technologies Inc 8-K filing (Item 5.02): officer or director change","summary":"Denise R. Singleton informed the Board of Directors of Teledyne Technologies Incorporated of her decision to retire from being a director effective January 1, 2026 due to potential meeting conflicts.","talent_readthrough":"Denise R. Singleton retires from Teledyne's board, reducing Class 1 directors from four to three.","company":"Teledyne Technologies Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1094285/000109428526000004/tdy-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:56:04"},{"signal_id":"fa98cca06ca73e712e4a2995d543e99b","headline":"Matrix Service Co 8-K filing (Item 5.02): officer or director change","summary":"Douglas J. Montalbano resigns as President of Matrix North American Construction, Inc., a subsidiary of Matrix Service Company, effective January 16, 2026, with no dispute or disagreement cited.","talent_readthrough":"Matrix Service Company's subsidiary sees a leadership change in Tulsa, with the president role to be filled on an interim basis by a current officer.","company":"Matrix Service Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OK","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/866273/000086627326000006/mtrx-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:56:13"},{"signal_id":"1857861b911e2afa90d9e78c1f161261","headline":"Kinsale Capital Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kinsale Capital Group, Inc. approved a grant of restricted stock awards to Brian D. Haney, President and Chief Operating Officer, under the Kinsale Capital Group, Inc. 2025 Omnibus Incentive Plan.","talent_readthrough":"Kinsale Capital Group's President and COO receives a restricted stock award vesting in one year, signaling a compensation shift for the executive in Richmond.","company":"Kinsale Capital Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669162/000166916226000002/knsl-20260101.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:56:30"},{"signal_id":"ee1c2624a32c417d77120115c9df5468","headline":"L3HARRIS TECHNOLOGIES, INC. /DE/ 8-K filing (Item 5.02): officer or director change","summary":"L3Harris Technologies announced Edward Zoiss as Vice President, Engineering & Innovation, following his departure as President of the Space & Airborne Systems segment.","talent_readthrough":"L3Harris Technologies appoints a new Vice President of Engineering & Innovation in Melbourne, signaling a leadership transition in its aerospace and defense operations.","company":"L3Harris Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Melbourne","region":"Oceania","country":"AU","hq_city":"Melbourne","hq_country":"AU","state":null,"functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/202058/000020205826000002/hrs-20260102.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:56:38"},{"signal_id":"1ea2f08df9d58aaef6b2d64715a02afb","headline":"HEARTLAND EXPRESS INC 8-K filing (Item 5.02): officer or director change","summary":"Joshua Helmich has been appointed as the Chief Administrative Officer of Heartland Express, Inc., effective January 1, 2026, and will continue to serve as the Company’s Secretary.","talent_readthrough":"Heartland Express appoints Joshua Helmich as Chief Administrative Officer in North Liberty, continuing as Secretary.","company":"Heartland Express, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799233/000079923326000002/htld-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:56:54"},{"signal_id":"d1ce69952e6de334ed831d6dd28642ef","headline":"Officer or director change at Adial Pharmaceuticals, Inc.","summary":"James W. Newman, Jr. resigned from his position as a member of the Board of Directors of Adial Pharmaceuticals, Inc., effective immediately, with no disclosed disagreements with the company.","talent_readthrough":"A board member resigns at Adial Pharmaceuticals in Virginia, signaling a leadership change in pharma and biotech with no immediate impact on hiring.","company":"Adial Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1513525/000121390026001790/ea027192401-8k_adialpharma.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:57:08"},{"signal_id":"a6f30ccae5d018d42aac7a4354eee262","headline":"ALTA EQUIPMENT GROUP INC. announces leadership change for Material Handling segment","summary":"ALTA EQUIPMENT GROUP INC. reported that Craig Brubaker will no longer serve as an executive officer but will take on the role of Chief Operating Officer for the Material Handling segment, effective immediately.","talent_readthrough":"A leadership change at ALTA EQUIPMENT GROUP affects the Material Handling segment's executive team in Livonia.","company":"ALTA EQUIPMENT GROUP INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759824/000119312526006446/altg-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 06:57:15"},{"signal_id":"d5f808adacbff3880d63142fb2595bcd","headline":"Table Trac Inc 8-K filing (Item 5.02): officer or director change","summary":"Effective January 1, 2026, Randy Gilbert was appointed as the Chief Executive Officer of Table Trac, Inc., while continuing to serve as Chief Financial Officer. Chad Hoehne will transition out of his role as CEO and continue as President and Chief Technology Officer.","talent_readthrough":"Table Trac's executive team sees a leadership change with Randy Gilbert taking on the CEO role alongside his CFO duties, and Chad Hoehne moving to President and CTO.","company":"Table Trac, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090396/000143774926000465/tbltrc20260106_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:58:05"},{"signal_id":"754d16c10e7a5a67dd1087973a528c88","headline":"MOTORCAR PARTS OF AMERICA INC 8-K filing (Item 5.02): officer or director change","summary":"Patricia W. Warfield resigned her position as a member of the Board of Directors and the Human Resources and Compensation Committee of Motorcar Parts of America, Inc. due to personal/professional commitment reasons.","talent_readthrough":"A board member at Motorcar Parts of America in Torrance has resigned; the departure does not signal operational disagreements.","company":"Motorcar Parts of America, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/918251/000114036126000345/ef20062344_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:58:14"},{"signal_id":"aabbdc32fc528f07867eec5087aac34b","headline":"Kyndryl Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Maryjo Charbonnier, Chief Human Resources Officer of Kyndryl Holdings, Inc., has notified the company of her intent to retire, effective March 31, 2026, and will serve as an Executive Advisor until August 31, 2026.","talent_readthrough":"Kyndryl's HR leadership in New York transitions as the CHRO retires; the role will be vacant from April 2026.","company":"Kyndryl Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["hr_people"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867072/000110465926001053/tm261944d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:58:23"},{"signal_id":"dbf3c080a5f44e3636056a50e24fb32a","headline":"Genasys Inc. 8-K filing (Item 5.02): officer or director change","summary":"Genasys Inc. promoted Ms. Cassandra Hernandez-Monteon to Chief Financial Officer, Treasurer, and Secretary, increased her base salary to $275,000, approved a bonus plan for fiscal year 2026, and granted her 70,000 restricted stock units.","talent_readthrough":"Genasys Inc. promotes Cassandra Hernandez-Monteon to CFO in San Diego, with a salary increase and a new bonus plan.","company":"Genasys Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/924383/000119312526000921/gnss-20251224.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:58:36"},{"signal_id":"52917763af0fe5f79ada855e3cf3e2e3","headline":"BELDEN INC. 8-K filing (Item 5.02): officer or director change","summary":"Belden Inc. named Brad Dineley as its Executive Vice President – Chief Digital and Operations Officer, reporting to the Company’s Chief Executive Officer.","talent_readthrough":"Belden Inc. appoints a new Executive Vice President – Chief Digital and Operations Officer in St. Louis, signaling a leadership change with no immediate impact on headcount.","company":"Belden Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913142/000091314226000003/bdc-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:58:44"},{"signal_id":"1a23d7b38a905f20af5efd85cd58ca00","headline":"Martina McIsaac Elected to the Board","summary":"Martina McIsaac was appointed as President and CEO of MSC Industrial Direct Co., Inc., effective January 1, 2026, and was elected to the Board of Directors, increasing the Board size from nine to ten members.","talent_readthrough":"Martina McIsaac joins MSC Industrial Direct Co., Inc. as President and CEO and a board member, marking a leadership change in the manufacturing sector.","company":"MSC Industrial Direct Co., Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1003078/000100307826000006/msm-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 06:58:58"},{"signal_id":"adc8a1a7fd50c0633a05b90dd6556db3","headline":"Neuronetics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Neuronetics, Inc. announced cash awards and restricted stock unit incentive compensation awards for Steven E. Pfanstiel and W. Andrew Macan, totaling $240,000 and $231,750 respectively, along with 170,212 and 164,361 RSUs.","talent_readthrough":"Neuronetics' CFO and General Counsel receive cash awards and RSUs in Malvern, signaling a compensation shift for executive roles.","company":"Neuronetics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1227636/000119312526004728/d939792d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 06:59:12"},{"signal_id":"d83be3c88f48191846e56bd1eb302709","headline":"ALTABA INC. 8-K filing (Item 5.02): officer or director change","summary":"Catherine J. Friedman and Richard L. Kauffman notified the board of directors of Altaba Inc. of their intent to resign as directors, effective January 1, 2026, due to the Fund’s ongoing dissolution and wind-up of the Fund’s affairs.","talent_readthrough":"Two executives resign from Altaba in Texas as part of the company's dissolution process.","company":"Altaba Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1011006/000119312526000908/d31962d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:59:21"},{"signal_id":"81c54c8c67ad0342102314d6bd649544","headline":"HERITAGE COMMERCE CORP 8-K filing (Item 5.02): officer or director change","summary":"Heritage Commerce Corp announced the retirement of Director Jason DiNapoli, effective December 31, 2025, with no disagreement cited.","talent_readthrough":"Heritage Commerce Corp sees a neutral change in leadership with the retirement of an executive director in San Jose.","company":"Heritage Commerce Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053352/000110465926000215/tm2534506d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:59:29"},{"signal_id":"1f39fbff3759e443663c853ab8c89a70","headline":"Apimeds Pharmaceuticals US, Inc. 8-K filing (Item 5.02): officer or director change","summary":"On December 30, 2025, Erik Emerson was removed from the board of directors of Apimeds Pharmaceuticals US, Inc. by a majority vote of the stockholders.","talent_readthrough":"Erik Emerson departs the board of Apimeds Pharmaceuticals in Matawan, New Jersey. The company's leadership structure adjusts with this change.","company":"Apimeds Pharmaceuticals US, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1894525/000121390026000464/ea0271636-8k_apimeds.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 06:59:51"},{"signal_id":"3d459f68c473bdebe64329c4c854b7dd","headline":"Resignation of Jeffrey Lee as Executive Vice President and Chief Financial Officer of the Company","summary":"Jeffrey Lee has resigned from his position as Executive Vice President and Chief Financial Officer of Cornerstone Building Brands, Inc. to accept another professional opportunity, with his resignation effective February 6, 2026.","talent_readthrough":"Cornerstone Building Brands seeks a new CFO in Cary after Jeffrey Lee's resignation.","company":"Cornerstone Building Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"The company will appoint a new Chief Financial Officer.","check_after_date":"2026-02-06","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883902/000110465926000235/tm2534594d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:00:01"},{"signal_id":"d83e76a3c6f8dc58b74c1baefefc3e32","headline":"Cactus Acquisition Corp. 1 Ltd 8-K filing: officer or director change","summary":"Rainer Michael, an independent director of Cactus Acquisition Corp. 1 Limited, notified the company of his departure on December 28, 2025.","talent_readthrough":"An independent director departs Cactus Acquisition Corp. 1 Limited in New Jersey; watch for board updates.","company":"Cactus Acquisition Corp. 1 Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1865861/000149315226000441/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:00:10"},{"signal_id":"0de0a067e9955c848e6030df78c978f9","headline":"Anterix Inc. 8-K filing (Item 5.02): officer or director change","summary":"Anterix Inc. announced that Ryan Gerbrandt, Chief Operating Officer, will be leaving the Company effective as of January 9, 2026 in connection with an internal reorganization that eliminates the Chief Operating Officer position.","talent_readthrough":"Anterix's COO departs in a reorganization eliminating the role; executive candidates in telecom should note the change in Woodland Park.","company":"Anterix Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1304492/000130449226000002/atex-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:00:25"},{"signal_id":"999288892dbab246f388e07829ecc996","headline":"Medalist Diversified REIT, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kory Kramer and A. 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Roeder, Executive Vice President of Finance, Chief Financial Officer and Treasurer of Patrick Industries, Inc., has decided to resign effective February 20, 2026, to pursue interests outside the company.","talent_readthrough":"Patrick Industries' CFO resigns in February 2026; the finance function will transition under a new leader.","company":"Patrick Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["finance"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/76605/000007660526000004/patk-20251229.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:01:44"},{"signal_id":"b3728a3775893459bf038d9b7e73837f","headline":"EON Resources Inc. 8-K filing (Item 5.02): officer or director change","summary":"Byron Blount resigned from the Board of Directors and all committees of EON Resources Inc., effective December 31, 2025, with no dispute or disagreement cited.","talent_readthrough":"EON Resources Inc. sees a board member departure in Houston, with no immediate hiring or displacement indicated.","company":"EON Resources Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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07:02:36"},{"signal_id":"81c156c133f42035e0968dfa9ec7dae7","headline":"Super Micro Computer, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Super Micro Computer, Inc. reports a leadership change with the departure of Mr. George Kao, who will serve as a consultant to the company for a 3-month term under an Independent Contractor Agreement.","talent_readthrough":"Super Micro Computer's executive team changes in San Jose as George Kao departs but continues as a consultant.","company":"Super Micro Computer, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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adds an independent director to its board in Brookfield, CT, with no immediate change to executive roles.","company":"Photronics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/810136/000114036126000510/ef20062466_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:03:19"},{"signal_id":"e3b3ef7326988db55d8b171e182342f4","headline":"FIDELITY D & D BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Fidelity D & D Bancorp, Inc. and its subsidiary, The Fidelity Deposit and Discount Bank, elected Rocco DelVecchio and James Clemente, CPA, MT as directors, with specific committee assignments for each.","talent_readthrough":"Fidelity D & D Bancorp adds two executives to its board in Dunmore, Pennsylvania, with no disclosed impact on hiring.","company":"Fidelity D & D Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1098151/000143774926000408/fdbc20251231_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:03:28"},{"signal_id":"7fd640a8881668bd64e3ff050b083a52","headline":"CHARLES & 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Pleasant, signaling a leadership change in its finance function.","company":"Isabella Bank Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/842517/000084251726000002/isba-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:03:46"},{"signal_id":"4109bc01bf5ac458620a84b9b9d87e01","headline":"Petros Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Petros Pharmaceuticals, Inc. has approved grants of restricted stock units to its Chairman of the Board, a director, the President and Chief Commercial Officer, and another director, with specific vesting schedules.","talent_readthrough":"Executives at Petros Pharmaceuticals in New York receive restricted stock units, with half vesting immediately and the remainder in six months.","company":"Petros Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-02","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1815903/000110465926000236/tm261703d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:03:57"},{"signal_id":"5c1aaa0a7783c6016781794546a3211b","headline":"Castellum, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Castellum, Inc. has entered into an at-will employment arrangement with Tammy L. Martin, the Company's General Counsel, and increased the annual base salary of the Company's Chief Operating Officer, Andrew Merriman, both effective January 1, 2026.","talent_readthrough":"Castellum's General Counsel and COO have updated employment terms, including salary adjustments and notice periods for termination, effective January 2026.","company":"Castellum, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1877939/000187793926000004/ctm-20260101.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:04:05"},{"signal_id":"a8c1ef4ac5aa3585436aa69a2b0c7a03","headline":"Apple Inc. 8-K filing (Item 5.02): officer or director change","summary":"Apple Inc. has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Apple Inc. has announced a leadership change in Cupertino, California. The filing does not disclose specific hiring plans related to this change.","company":"Apple Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/320193/000114036126000199/ef20060722_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:04:15"},{"signal_id":"4a45e4ba2ccde5923321b432051e3f1f","headline":"APOGEE ENTERPRISES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Matthew J. Osberg resigned as Executive Vice President and Chief Financial Officer of Apogee Enterprises, Inc., with Mark Augdahl appointed as interim Chief Financial Officer.","talent_readthrough":"Apogee Enterprises in Minneapolis sees a leadership change in its executive team with the resignation of its CFO and the appointment of an interim CFO.","company":"Apogee Enterprises, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/6845/000000684526000006/apog-20260102.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:04:24"},{"signal_id":"f099eef3b002f26588b49cc8a511bd99","headline":"DOW INC. 8-K filing (Item 5.02): officer or director change","summary":"A.N. Sreeram, Senior Vice President and Chief Technology Officer of Dow Inc., announced his retirement effective June 30, 2026, with Andre Argenton appointed as his successor.","talent_readthrough":"Dow Inc. announces a leadership transition in its technology and sustainability roles, with no immediate impact on headcount.","company":"Dow Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1751788/000119312526002444/d63273d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:04:33"},{"signal_id":"9ba1af5127fdac9308fe26ad0328c932","headline":"Six Flags Entertainment Corporation/NEW 8-K filing (Item 5.02): officer or director change","summary":"Six Flags Entertainment Corporation entered into a Consultant Agreement with Selim Bassoul for advisory services related to the company's project at Qiddiya in Riyadh, Saudi Arabia.","talent_readthrough":"Selim Bassoul transitions to an advisory role for Six Flags' Qiddiya project in Riyadh, supporting development and operations without disclosed hiring changes.","company":"Six Flags Entertainment Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1999001/000119312526002477/d27284d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:04:48"},{"signal_id":"93eaea3a3a198c2cb0b88c63a7a78a79","headline":"Sandisk Corp 8-K filing (Item 5.02): officer or director change","summary":"Sandisk Corporation appointed Alexander Bradley to serve as a member of the Board of Directors until the next annual meeting of stockholders.","talent_readthrough":"Sandisk adds a new board member in Milpitas; the filing does not disclose any changes to executive roles or hiring plans.","company":"Sandisk Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2023554/000162828026000127/sndk-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:04:58"},{"signal_id":"401d34216a01192b98f9c272d34c2979","headline":"PARK NATIONAL CORP /OH/ 8-K filing (Item 5.02): officer or director change","summary":"C. Daniel DeLawder, a director of Park National Corporation and Park National Bank, has decided to retire and not stand for re-election at the 2026 Annual Meeting of Shareholders.","talent_readthrough":"A director retires from Park National Corporation in Ohio, with no immediate replacement named.","company":"Park National Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-12-29","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/805676/000080567626000003/prk-20251229.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:05:06"},{"signal_id":"85c69a143d0feefa29dc852f90e9e21d","headline":"CEA Industries Inc. 8-K filing (Item 5.02): officer or director change","summary":"Russell Read resigned from the Board of CEA Industries Inc. effective January 1, 2026, due to accepting an employment position that restricts external board service, with no disagreement cited.","talent_readthrough":"Russell Read steps down from the board of CEA Industries in Colorado, creating a vacancy in its executive governance.","company":"CEA Industries Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482541/000149315226000598/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:05:34"},{"signal_id":"e3f92c6f652394127011a0107ba206df","headline":"Berkshire Hathaway Inc. 8-K filing: officer or director change","summary":"Berkshire Hathaway Inc. has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Berkshire Hathaway has announced a leadership change in its executive team. The filing does not disclose further details.","company":"Berkshire Hathaway Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1067983/000119312526004727/d32284d8ka.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:05:47"},{"signal_id":"c983cf50bd7eb7a822f7715a67b43222","headline":"RESIDEO TECHNOLOGIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Resideo Technologies, Inc. reported a leadership change involving Jay Geldmacher, the company's President and CEO, who will retire following the separation of the company's ADI Global Distribution business.","talent_readthrough":"Jay Geldmacher, CEO of Resideo Technologies, will retire after the separation of the ADI Global Distribution business, marking a planned leadership transition.","company":"Resideo Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1740332/000119312526006506/d94572d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:05:59"},{"signal_id":"510951e22c9327a7ee4a718ae3ceea98","headline":"Lottery.com Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lottery.com Inc. announced changes to its board of directors' committee assignments, effective January 5, 2026.","talent_readthrough":"Lottery.com's board committee changes in Fort Worth affect executive leadership roles.","company":"Lottery.com Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673481/000149315226000531/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:06:07"},{"signal_id":"32da05d782c5b663130a60e02fde9b6f","headline":"Vor Biopharma Inc. 8-K filing (Item 5.02): officer or director change","summary":"Vor Biopharma Inc. announced the departure of Dr. Qing Zuraw, the company's Chief Development Officer, effective December 31, 2025, as per a separation agreement.","talent_readthrough":"Vor Biopharma's Chief Development Officer departs; executive roles in Boston's pharma and biotech sector are affected.","company":"Vor Biopharma Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1817229/000119312526000905/vor-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:06:18"},{"signal_id":"8b9205b788d58d30af7eb35f38535111","headline":"FLOWERS FOODS INC 8-K filing (Item 5.02): officer or director change","summary":"R. Steve Kinsey, CFO of Flowers Foods, Inc., will retire and transition into a consulting role until February 28, 2026, or a later mutually agreed date.","talent_readthrough":"Flowers Foods CFO transitions to a consulting role in Georgia; executive leadership changes may affect succession planning.","company":"FLOWERS FOODS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128928/000119312526004576/d16482d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:06:26"},{"signal_id":"c95882da7262df52781b2955088ba045","headline":"POWELL INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Powell Industries, Inc. approved restricted stock unit awards for its Chairman, President, CEO, and Executive Vice President, CFO, and Principal Accounting Officer, supplementing previous awards.","talent_readthrough":"Executives at Powell Industries in Houston receive additional restricted stock unit awards, signaling a compensation shift.","company":"Powell Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/80420/000008042026000009/powl-20260102.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:06:34"},{"signal_id":"15a6cb93a81973afaf438ff511f7ee3c","headline":"COMMUNITY FINANCIAL SYSTEM, INC. 8-K filing (Item 5.02): officer or director change","summary":"Jeffrey M. Levy retired as Senior Vice President and Chief Banking Officer of Community Bank, N.A., with Matthew K. Durkee succeeding him, as part of a previously announced succession plan.","talent_readthrough":"A leadership change at Community Bank, N.A. sees Matthew K. Durkee taking over as Senior Vice President and Chief Banking Officer in DeWitt, New York, following Jeffrey M. Levy's retirement.","company":"Community Financial System, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/723188/000110465926001402/tm261960d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:06:44"},{"signal_id":"7787dc3139b7b524df355de43dc5524c","headline":"Gitlab Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sabrina Farmer, the Chief Technology Officer of GitLab Inc., has given notice of her resignation effective December 30, 2025.","talent_readthrough":"GitLab's CTO resigns; watch for a successor in the executive team.","company":"GitLab Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653482/000165348226000002/gtlb-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:06:51"},{"signal_id":"94192cfbd80acf6ecfa83316a619eea5","headline":"ARBOR REALTY TRUST INC 8-K filing (Item 5.02): officer or director change","summary":"Joseph Martello notified Arbor Realty Trust, Inc. of his decision to retire and resign from the Board of Directors effective December 31.","talent_readthrough":"Joseph Martello retires from Arbor Realty Trust's board in Uniondale, NY, marking a leadership change.","company":"Arbor Realty Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1253986/000125398626000009/abr-20251229.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:06:59"},{"signal_id":"b6d56591df5c4aff2dae3e5b5f478b08","headline":"Fresh Del Monte Produce Inc. appoints Mohammed Abbas as President and Chief Operating Officer","summary":"Fresh Del Monte Produce Inc. has appointed Mohammed Abbas as the Company’s President and Chief Operating Officer, effective January 1, 2026.","talent_readthrough":"Fresh Del Monte appoints a new President and COO in the Cayman Islands, signaling a leadership change at the executive level.","company":"Fresh Del Monte Produce Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1047340/000104734026000003/fdp-20260101.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:07:11"},{"signal_id":"1a24842739aaeb8d95ec9aa2414c13ab","headline":"Repligen Corp 8-K filing (Item 5.02): officer or director change","summary":"Repligen Corporation announced that Dr. Martin D. Madaus has been elected as Chair of the Board, effective March 13, 2026, succeeding Tony J. Hunt who will retire on the same date.","talent_readthrough":"Repligen Corp appoints Dr. Martin D. Madaus as Chair of the Board, replacing Tony J. 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Barger, III as Executive Vice President – Sales and Marketing, effective January 1, 2026, as part of the Company’s succession planning and transition of the roles and responsibilities of Blain A. Tiffany, the Company's former Executive Vice President - Sales and Marketing, in connection with Mr. Tiffany's anticipated retirement.","talent_readthrough":"Kaiser Aluminum in Franklin, Tennessee, transitions sales and marketing leadership as part of planned executive succession.","company":"Kaiser Aluminum Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811596/000119312526006395/kalu-20260101.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:07:31"},{"signal_id":"316ed81763b16e85863f783661777904","headline":"Celanese Corp 8-K filing (Item 5.02): officer or director change","summary":"Scott M. Sutton notified the Board of Directors of Celanese Corp of his departure, as reported in the SEC filing.","talent_readthrough":"An executive departure at Celanese Corp in Irving, Texas, changes the leadership team.","company":"Celanese Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1306830/000130683026000003/ce-20260104.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:07:38"},{"signal_id":"1878f54aade26582e999be38f7e393e3","headline":"Flora Growth Corp. 8-K filing (Item 5.02): officer or director change","summary":"Flora Growth Corp. announced the appointment of Mr. Larry Zeifman as a director and member of several committees, and Mr. Manfred Leventhal as Chair of the Nominating Committee.","talent_readthrough":"Flora Growth Corp. appoints new directors to its board in Fort Lauderdale, signaling leadership changes but no immediate impact on hiring.","company":"Flora Growth Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1790169/000106299326000078/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:07:47"},{"signal_id":"510801afd114211f81fa0101056f9d7d","headline":"NLIGHT, INC. 8-K filing (Item 5.02): officer or director change","summary":"nLIGHT, Inc. appointed Gerald M. 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07:09:08"},{"signal_id":"08a5879aae0513afffa6b35f4c268ea0","headline":"OneStream, Inc. 8-K filing (Item 5.02): officer or director change","summary":"OneStream, Inc. has appointed Scott Leshinski as president effective January 1, 2026, as disclosed in an amendment to their Form 8-K filing with the SEC.","talent_readthrough":"OneStream appoints a new president in Michigan, with no stated impact on executive roles beyond this individual change.","company":"OneStream, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Gavin Filmore has been appointed Chief Executive Officer of the Sponsor.","talent_readthrough":"Leadership changes at Tidal Investments LLC in Milwaukee: Guillermo Trias moves to Executive Chairman, Gavin Filmore becomes CEO.","company":"Tidal Investments LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1985840/000199937126000395/defi-8k_010726.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:12:19"},{"signal_id":"5161f9f24cf61bc4f294b64ca2cfb8d0","headline":"Limbach Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Limbach Holdings, Inc. appointed Terence P. 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The filing does not disclose any hiring plans.","company":"Southwest Gas Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692115/000119312526000920/d69496d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:16:40"},{"signal_id":"8592abef6384ee85480cb96a53ec7004","headline":"SELECTIS HEALTH, INC. 8-K filing (Item 5.02): officer or director change","summary":"Selectis Health, Inc. announced the appointments of Mr. Kent Lund and Mr. Lance Baller to its Board of Directors effective January 1, 2026.","talent_readthrough":"Selectis Health adds two executives to its board in Denver, with no disclosed impact on hiring.","company":"Selectis Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/727346/000149315226000558/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:16:48"},{"signal_id":"dc704cc88711abcf6a2f2fc1c1fdcdcf","headline":"Marqeta, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Marqeta, Inc. announced the appointment of Patti Kangwankij as Chief Financial Officer, effective February 9, 2026, with Mr. Milotich continuing as Chief Executive Officer.","talent_readthrough":"Marqeta appoints a new CFO in Oakland, with no immediate change to headcount.","company":"Marqeta, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1522540/000152254026000004/mq-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:16:56"},{"signal_id":"9c7bafcf3dea1c37d90bb4d3e36afdbd","headline":"Imunon, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Imunon, Inc. announced the resignation of Kimberly Graper, its interim Chief Financial Officer, effective January 14, 2026, to pursue another career opportunity, with no disagreements with management.","talent_readthrough":"Imunon's interim CFO departs for another role; the company is managing the transition.","company":"Imunon, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/749647/000149315226000841/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:17:05"},{"signal_id":"7cd5973391627a91fca5d48fb8b730ae","headline":"STORE Capital LLC 8-K filing (Item 5.02): officer or director change","summary":"STORE Capital LLC has amended and restated employment agreements with its executive officers, including the President, CEO, and Director, effective January 1, 2026.","talent_readthrough":"STORE Capital LLC's executive team in Scottsdale has new employment agreements, ensuring leadership continuity through 2028 with possible extensions.","company":"STORE Capital LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538990/000119312526002360/d64036d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:17:13"},{"signal_id":"05be897bf461f147071516a57e5b3d4b","headline":"Tri-County Financial Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kirk Ross was appointed as Tri-County Financial Group, Inc.’s President and Chief Executive Officer following Timothy McConville’s retirement, with an effective date of January 1, 2026.","talent_readthrough":"Tri-County Financial Group appoints Kirk Ross as President and CEO in Mendota, Illinois, following the retirement of Timothy McConville.","company":"Tri-County Financial Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1725262/000149315226000444/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:17:29"},{"signal_id":"4fb8af90d6cad617ea1ae0acee530a34","headline":"Twenty One Capital, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Twenty One Capital, Inc. reports a modification to the CFO's option award agreement following his employment agreement.","talent_readthrough":"Twenty One Capital's CFO has a modified stock option agreement; the filing does not disclose broader workforce changes.","company":"Twenty One Capital, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2070457/000121390026001442/ea0271770-8k_twenty.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:17:44"},{"signal_id":"218bda9f19adfa72864680584421c99b","headline":"GLOBAL PARTNERS LP  (GLP, GLP-PB) 8-K filing (Item 5.02): officer or director change","summary":"Sean T. Geary resigned as the Chief Legal Officer of Global GP LLC, with Kristin K. Seabrook succeeding him, while Mr. Geary continues as a Senior Legal Advisor.","talent_readthrough":"Global Partners LP sees a leadership change in its legal department, with no immediate impact on headcount.","company":"Global Partners LP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1323468/000110465926001335/tm261691d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:18:00"},{"signal_id":"dd29ca99aa13aeee29c30d119cdef63e","headline":"ONITY GROUP INC. 8-K filing (Item 5.02): officer or director change","summary":"Onity Group Inc. appointed Dawn C. Morris to serve as a director, effective January 1, 2026, and temporarily increased its board size to nine directors.","talent_readthrough":"Onity Group adds a new independent director to its board in West Palm Beach, with no immediate change to executive roles disclosed.","company":"Onity Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873860/000149315226000383/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:18:08"},{"signal_id":"f0e510e73c70172539ef5a9cdc447e96","headline":"Tectonic Financial, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Tectonic Financial, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Tectonic Financial in Dallas has reported a change in its executive leadership; the filing does not disclose any immediate impact on hiring or roles.","company":"Tectonic Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766526/000118518526000029/tectp8k010226.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:18:16"},{"signal_id":"0e676df2a0dc5f7b2677fe8deb970230","headline":"California BanCorp 8-K filing (Item 5.02): officer or director change","summary":"Steven E. Shelton retired as Chief Executive Officer and as a member of the Board of Directors of California BanCorp and its wholly-owned bank subsidiary, California Bank of Commerce, N.A., with his decision not resulting from any disagreement with the company.","talent_readthrough":"Steven E. Shelton retires as CEO of California BanCorp in San Diego; the transition agreement includes a role as strategic transition partner through 2026.","company":"California BanCorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795815/000149315226000728/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:18:24"},{"signal_id":"08d6bdf3fca1997105fd34ce89ae1da6","headline":"Warner Bros. Discovery, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Warner Bros. Discovery, Inc. reports a change in its officers or directors as per the SEC filing.","talent_readthrough":"Warner Bros. Discovery has a change in its executive leadership in New York.","company":"Warner Bros. Discovery, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437107/000143710726000003/disca-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:18:31"},{"signal_id":"208fc118acccc518c400d7977cd60970","headline":"SYNAPTICS Inc 8-K filing (Item 5.02): officer or director change","summary":"Synaptics Incorporated's Board of Directors increased its size from eight to nine directors and appointed Venkatesh Nathamuni as an independent director, effective January 1, 2026.","talent_readthrough":"Synaptics adds an independent director to its board in San Jose, with no immediate change to executive roles.","company":"Synaptics Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/817720/000081772026000006/syna-20251229.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:18:39"},{"signal_id":"9ca80c83589638d49e7bedb350790dde","headline":"Commerce.com, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Commerce.com, Inc. reported a change in its officer or director as per its 8-K filing with the SEC.","talent_readthrough":"Commerce.com has announced a leadership change in Austin, affecting executive roles.","company":"Commerce.com, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626450/000119312526006391/bigc-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:18:46"},{"signal_id":"91fd2e43042a8f3219e4d30591c3f5cb","headline":"AMERICAN INTERNATIONAL GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"American International Group, Inc. announced that Chairman & CEO Peter Zaffino will transition to Executive Chair and retire as CEO by mid-year, with Eric Andersen joining as President and CEO Elect.","talent_readthrough":"AIG's CEO transition and new President appointment in New York mark a planned leadership change in financial services, with no immediate impact on headcount.","company":"American International Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5272/000000527226000006/aig-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-06","captured_at":"2026-07-28 07:18:54"},{"signal_id":"5292510ed54713ec3e78c2baaed30e66","headline":"Turn Therapeutics Inc. 8-K filing (Item 5.02): officer or director change","summary":"Turn Therapeutics Inc. has appointed Martin Dewhurst to its board of directors, expanding the board from five to six members, effective immediately.","talent_readthrough":"Turn Therapeutics adds a board member in Westlake Village, with no immediate change to executive roles.","company":"Turn Therapeutics Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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leadership transitions in Chicago affect executive roles starting 2026, with no immediate hiring or displacement disclosed.","company":"Enova International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1529864/000119312526000953/enva-20250724.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:19:18"},{"signal_id":"ff8c63a029b57af34d3293184aeefde1","headline":"MEDIFAST INC 8-K filing (Item 5.02): officer or director change","summary":"Anthony Tyree, Chief Business Operations Officer of Medifast, Inc., will depart from his position and all other roles within the company effective December 31, 2025, with no disagreement cited.","talent_readthrough":"Medifast's Chief Business Operations Officer departs in Baltimore; the announcement does not indicate any immediate changes for other roles.","company":"MEDIFAST, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910329/000162828026000235/med-20251230.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:19:25"},{"signal_id":"a6f85d93e4f2a9b78522fd9b63aba95c","headline":"Aon plc 8-K filing (Item 5.02): officer or director change","summary":"Aon plc reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"Aon plc has announced a change in its executive leadership in Dublin.","company":"Aon plc","pillar":"leadership_change","signal_direction":"neutral","city":"Dublin","region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315293/000119312526005392/d816540d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:19:33"},{"signal_id":"481cbdfea1e7f0f597728a637ce7b1ff","headline":"Green Plains Inc. 8-K filing (Item 5.02): officer or director change","summary":"Green Plains Inc. has appointed Ann Reis as Chief Financial Officer, succeeding Phil Boggs who has departed the company.","talent_readthrough":"Ann Reis takes over as CFO at Green Plains in Omaha, replacing Phil Boggs.","company":"Green Plains Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1309402/000130940226000003/gpre-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:19:40"},{"signal_id":"509db82398e056aacfe5bf3cb32ccbff","headline":"Jasper Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ron Martell will cease serving as Jasper Therapeutics' Chief Executive Officer and President effective January 5, 2026.","talent_readthrough":"Jasper Therapeutics' CEO and President departs in Redwood City; the filing does not name a successor.","company":"Jasper Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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incentive terms, signaling stability in executive leadership at the telecom firm.","company":"Cogent Communications Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158324/000110465926001748/tm262269d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:19:56"},{"signal_id":"69ba1ce44f9fd5bd32b68d3fc1eea90d","headline":"Business First Bancshares, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Business First Bancshares, Inc. reported a change in its officer or director position in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Business First Bancshares in Baton Rouge affects executive roles; the announcement does not specify hiring or displacement.","company":"Business First Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624322/000143774926000182/bfbi20251231_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:20:11"},{"signal_id":"a7d789fcf6e87d8f4a3725a78ed261f0","headline":"Galecto, Inc. 8-K filing (Item 5.02): officer or director 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07:20:20"},{"signal_id":"7046d07122581e51942e080f6d106ce1","headline":"HOOKER FURNISHINGS Corp 8-K filing (Item 5.02): officer or director change","summary":"Hooker Furnishings Corporation entered into a Cooperation Agreement with Global Value Investment Corporation to identify a new independent director for its Board.","talent_readthrough":"Hooker Furnishings seeks a new independent director with industry background, adding to its board in Martinsville.","company":"HOOKER FURNISHINGS CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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(BZAI, BZAIW) 8-K filing (Item 5.02): officer or director change","summary":"Blaize Holdings, Inc. entered into a Change in Control and Severance Agreement with Santiago Fernandez-Gomez, Vice President of Platform Engineering, and Harminder Sehmi, Chief Financial Officer.","talent_readthrough":"Blaize Holdings has updated severance terms for its CFO and VP of Platform Engineering in California, with no disclosed impact on hiring.","company":"Blaize Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1871638/000187163826000001/blz-20251226.htm","source_name":"SEC EDGAR","published_date":"2026-01-05","captured_at":"2026-07-28 07:20:45"},{"signal_id":"af9744b1f2f24a3067d28023d67600b6","headline":"Jet.AI Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jet.AI Inc. entered into amended and restated employment agreements with Michael Winston, the Company’s Executive Chairman and Interim Chief Executive Officer, and George Murnane, the Company’s Interim Chief Financial Officer, effective December 31, 2025.","talent_readthrough":"Jet.AI's executive leadership in Las Vegas has new employment agreements; the filing does not disclose hiring or displacement.","company":"Jet.AI Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1861622/000149315226000847/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:20:54"},{"signal_id":"65ae0616c9919551a86a4e4b5bafb4d1","headline":"NORTHRIM BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Northrim BanCorp, Inc. reports a change in its executive officers effective January 1, 2026, as detailed in its SEC 8-K filing.","talent_readthrough":"Northrim BanCorp's executive team changes in Anchorage; the filing does not disclose hiring or displacement.","company":"Northrim BanCorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AK","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163370/000116337026000002/nrim-20260101.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:21:01"},{"signal_id":"e5dd055a375143f54e43af16a95ae610","headline":"GENELUX Corp 8-K filing (Item 5.02): officer or director change","summary":"Paul Scigalla, M.D. resigned as Chief Medical Officer of Genelux Corporation, and Jason Litten, M.D. was appointed as the new Chief Medical Officer.","talent_readthrough":"Genelux Corporation in Westlake Village sees a leadership change in its chief medical officer role, with no immediate impact on headcount.","company":"Genelux Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1231457/000149315226000115/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:21:09"},{"signal_id":"cf0909a941193883ae43d2ef9d1fde59","headline":"CNX Resources Corp 8-K filing (Item 5.02): officer or director change","summary":"CNX Resources Corporation announced changes in its executive leadership, with Alan Shepard set to become President and CEO and Everett Good as CFO, effective January 1, 2026.","talent_readthrough":"CNX Resources appoints new President and CEO and CFO in Canonsburg, signaling a leadership transition.","company":"CNX Resources Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070412/000107041226000004/cnx-20260102.htm","source_name":"SEC EDGAR","published_date":"2026-01-02","captured_at":"2026-07-28 07:21:18"},{"signal_id":"cfffc0c84fd66155bd321d7d5d6de2fc","headline":"4D Molecular Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"4D Molecular Therapeutics, Inc. reports a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"4D Molecular Therapeutics has a leadership change in Emeryville; the filing does not disclose hiring plans.","company":"4D Molecular Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650648/000119312526005470/fdmt-20251231.htm","source_name":"SEC EDGAR","published_date":"2026-01-07","captured_at":"2026-07-28 07:21:25"},{"signal_id":"990836f3d530f40499c57344ea4ef1eb","headline":"Limitless X Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Limitless X Holdings Inc. announced the appointment of Mr. Daniel C. Sanders as President, responsible for overall company management and oversight of various strategic areas.","talent_readthrough":"Limitless X Holdings Inc. appoints a new President in Beverly Hills, focusing on strategic leadership without disclosed changes to headcount.","company":"Limitless X Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803977/000149315226000895/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:23:08"},{"signal_id":"83f31538639c094eb2662a9a7755cc4a","headline":"USANA HEALTH SCIENCES INC 8-K filing (Item 5.02): officer or director change","summary":"USANA Health Sciences, Inc. announced a leadership transition with Jim Brown stepping down as CEO and President, and Kevin Guest reassuming the role of CEO while continuing as Chairman of the Board.","talent_readthrough":"USANA Health Sciences transitions leadership with the CEO change in Salt Lake City; the outgoing executive will remain in an advisory role.","company":"USANA Health Sciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/896264/000089626426000002/usna-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:23:24"},{"signal_id":"b2617baa051c9100460f432ded1a87b2","headline":"First Bancorp, Inc /ME/ 8-K filing (Item 5.02): officer or director change","summary":"Tony C. McKim, President and CEO of First National Bank and its parent company, The First Bancorp, announced the appointment of Brad Martin as Executive Vice President, Chief Information Officer, ahead of Tammy Plummer’s upcoming retirement.","talent_readthrough":"First Bancorp appoints Brad Martin as Executive Vice President, Chief Information Officer in Damariscotta, ensuring a leadership transition before Tammy Plummer’s retirement.","company":"The First Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ME","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/765207/000076520726000003/fnlc-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:23:33"},{"signal_id":"23b9e7ca8e1e11e5618295d810ce4896","headline":"PROVIDENT FINANCIAL SERVICES INC 8-K filing (Item 5.02): officer or director change","summary":"Thomas M. Lyons, Senior Executive Vice President and Chief Financial Officer of Provident Financial Services, Inc., has notified the company of his intention to resign, effective the earlier of June 30, 2026 or the appointment of a successor. The company will conduct a nation-wide search for his replacement.","talent_readthrough":"Provident Financial Services seeks a new CFO nationwide, with Thomas M. Lyons retiring by June 2026 or upon successor appointment.","company":"Provident Financial Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178970/000162828026001994/pfs-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:23:54"},{"signal_id":"21e8ef039f766a03dc5050b9febfd027","headline":"WEBSTER FINANCIAL CORP  (WBS, WBS-PF, WBS-PG) 8-K filing (Item 5.02): officer or director change","summary":"Webster Financial Corporation reported a change in its officers or directors in an SEC filing dated January 6, 2026.","talent_readthrough":"Webster Financial Corporation announces a leadership change in Stamford, Connecticut, affecting executive roles.","company":"Webster Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/801337/000080133726000002/wbs-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:24:04"},{"signal_id":"4980c3fd071ca115ed4fdfa2cf4100b2","headline":"SharonAI Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"SharonAI Holdings Inc. appointed Mr. Alexander Andrew Kelton to serve as a member of the Board, effective immediately, to fill a vacancy on the Board of Directors.","talent_readthrough":"SharonAI Holdings adds a new board member in New York, with no immediate change to executive roles.","company":"SharonAI Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2068385/000182912626000288/sharonaiholdings_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:24:11"},{"signal_id":"803c2b90e0bd586983e4634600d5d3ec","headline":"MOODYS CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Moody’s Corporation announced that Ms. Lisa P. Sawicki has been elected as a member of the Company’s Board of Directors, effective as of March 16, 2026.","talent_readthrough":"Moody’s Corporation adds a new board member in New York, with no immediate change to executive roles.","company":"Moody’s Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1059556/000105955626000004/mco-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:24:20"},{"signal_id":"d3d141fdbca83dd1b5feceec9ff53454","headline":"IMA Tech 8-K filing (Item 5.02): officer or director change","summary":"IMA Tech reported a change in control with Wang Hui acquiring a majority stake and Liliia Havrykh resigning from all executive positions.","talent_readthrough":"IMA Tech's executive team in Shanghai changes with a new majority shareholder and the resignation of its President and CEO.","company":"IMA Tech","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CN","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1980295/000198029526000002/imaa8k_change.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:24:35"},{"signal_id":"f9022992b0105a5ea5288d44bf0d7838","headline":"ARMSTRONG WORLD INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Armstrong World Industries, Inc. announced leadership transitions effective April 1, 2026, including Victor D. Grizzle becoming Executive Chair, Mark A. Hershey succeeding as President and CEO, and Roy W. Templin becoming lead independent director.","talent_readthrough":"Armstrong World Industries transitions its CEO to Executive Chair and promotes its COO to CEO, expanding the board to nine members.","company":"Armstrong World Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/7431/000119312526012306/awi-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:24:50"},{"signal_id":"3ac8396bc0644ec688e09175c8a8baa6","headline":"Microvast Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Microvast Holdings, Inc. appointed Eric N. Garcia as its new Chief Accounting Officer, with his employment expected to commence on or about January 9, 2025.","talent_readthrough":"Microvast appoints a new Chief Accounting Officer in Stafford, Texas, signaling a leadership change in its executive team.","company":"Microvast Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1760689/000094787126000019/ss5796886_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:24:58"},{"signal_id":"9a605c0bbe6c21bd86d591b6750c6863","headline":"WYNN RESORTS LTD 8-K filing (Item 5.02): officer or director change","summary":"Julie Cameron-Doe, Chief Financial Officer of Wynn Resorts, Limited, has notified the company of her decision to retire, effective March 31, 2026, from her role as CFO and June 1, 2026, as an officer of the company.","talent_readthrough":"Wynn Resorts' CFO Julie Cameron-Doe is retiring in 2026; the executive team in Las Vegas will see a leadership transition.","company":"Wynn Resorts, Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1174922/000117492226000004/wynn-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:25:14"},{"signal_id":"210b49e540d54d66fb27d86cb61fe1ce","headline":"Grace Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Grace Therapeutics, Inc. reported amendments to letter agreements with its Chief Executive Officer, Principal Financial Officer, and Vice President of Program Management.","talent_readthrough":"Grace Therapeutics updates executive agreements in Princeton; no immediate hiring or displacement indicated.","company":"Grace Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1444192/000114036126000995/ef20062691_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:25:21"},{"signal_id":"00f504f0337ceb3a7e166644daaa4aa9","headline":"ASP Isotopes Inc. 8-K filing (Item 5.02): officer or director change","summary":"ASP Isotopes Inc. announced the appointment of Stefano Marani as President, Electronics and Space, and Nick Mitchell as Co-Chief Operating Officer, following the acquisition of Renergen Limited.","talent_readthrough":"ASP Isotopes appoints new executives in Dallas after acquiring Renergen Limited, signaling leadership changes at the top.","company":"ASP Isotopes Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1921865/000147793226000162/aspi_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:25:29"},{"signal_id":"7293ac10f552837679a455f03504cbb8","headline":"TruBridge, Inc. 8-K filing (Item 5.02): officer or director change","summary":"TruBridge, Inc. has entered into a cooperation agreement with Pinetree Capital Ltd. and L6 Holdings Inc., agreeing to increase the size of its board of directors by one seat and appoint Damien Leonard as a new director.","talent_readthrough":"TruBridge adds a new director to its board in Mobile, Alabama, as part of a cooperation agreement with Pinetree Capital.","company":"TruBridge, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1169445/000119312526007672/d96923d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:25:38"},{"signal_id":"06eed134ca1d19f23e79c1d87cce445a","headline":"Tamboran Resources Corp  (TBN, TBNRL) 8-K filing (Item 5.02): officer or director change","summary":"Tamboran Resources Corporation appointed Todd Abbott as Chief Executive Officer, effective January 15, 2026, succeeding Richard Stoneburner who will continue as Chairman of the Board.","talent_readthrough":"Tamboran Resources appoints a new CEO in the energy sector, with no immediate change to executive roles beyond the leadership transition.","company":"Tamboran Resources Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"AU","state":null,"functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1997652/000162828026001952/trc-20260110.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:25:48"},{"signal_id":"4c54b1ee84705e82287ac63f4ec4d417","headline":"Black Spade Acquisition III Co 8-K filing (Item 5.02): officer or director change","summary":"Black Spade Acquisition III Co reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Black Spade Acquisition III Co in the Cayman Islands; the filing does not disclose hiring or displacement.","company":"Black Spade Acquisition III Co","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2087087/000110465926002447/tm262750d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:25:56"},{"signal_id":"a57845113742f4858248e170a43ece2a","headline":"Frontier Group Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Frontier Group Holdings, Inc. appointed James G. Dempsey as President and Chief Executive Officer, and as a Class III director, effective immediately.","talent_readthrough":"Frontier Group Holdings appoints a new CEO in Denver, marking a leadership change with no immediate impact on headcount.","company":"Frontier Group Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1670076/000119312526007030/d88606d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:26:03"},{"signal_id":"9e87b16804fbd4f618620b1dba99038a","headline":"Bakkt Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bakkt Holdings, Inc. reports a change in its officer or director as per its 8-K filing with the SEC.","talent_readthrough":"Akshay Naheta, CEO and President of Bakkt, is involved in a leadership change; the filing does not disclose hiring or displacement plans.","company":"Bakkt Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820302/000119312526009830/d88960d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:26:44"},{"signal_id":"c376f5d84d9ce013ca5529ea53aaf01e","headline":"CBIZ, Inc. 8-K filing (Item 5.02): officer or director change","summary":"CBIZ, Inc. announced that Mr. Chris Spurio will no longer serve as President, Financial Services effective January 31, 2026, and will serve as a consultant to the Company until December 31, 2026.","talent_readthrough":"CBIZ's Financial Services president departs in Ohio; the executive will consult through year-end.","company":"CBIZ, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944148/000119312526012290/d788584d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:26:53"},{"signal_id":"95bfa7a6aa694b461fbf367e4ff708a5","headline":"S&P Global Inc. 8-K filing (Item 5.02): officer or director change","summary":"S&P Global Inc. announced the appointment of Robert Moritz to its Board of Directors, effective February 1, 2026.","talent_readthrough":"S&P Global adds a director to its board in New York.","company":"S&P Global Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/64040/000006404026000004/spgi-20251104.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:27:01"},{"signal_id":"880d727389a162c3814c4c784639c607","headline":"KKR Real Estate Finance Trust Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kelly Galligan, General Counsel and Secretary of KKR Real Estate Finance Trust Inc., has informed the company of her intention to resign but will remain for a transition period.","talent_readthrough":"KKR Real Estate Finance Trust's General Counsel is departing; legal and compliance professionals in New York should note the upcoming vacancy.","company":"KKR Real Estate Finance Trust Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["legal_compliance"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1631596/000114036126000843/ef20062608_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:27:09"},{"signal_id":"6cfc1796eb5b784ddf6f30af5deef2cc","headline":"Planet 13 Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Planet 13 Holdings Inc. placed its Chief Administrative Officer, Lee Fraser, on administrative leave, with his compensation remaining unchanged.","talent_readthrough":"Planet 13 Holdings in Las Vegas has placed its Chief Administrative Officer on leave; the executive team sees no immediate change.","company":"Planet 13 Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1813452/000143774926000891/plnh20260107_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:27:16"},{"signal_id":"fd471b1c0cac700e88611fe28a9a0d2f","headline":"RAYONIER ADVANCED MATERIALS INC. 8-K filing (Item 5.02): officer or director change","summary":"Joshua Hicks, Senior Vice President, High Purity Cellulose, separated from Rayonier Advanced Materials Inc., effective January 11, 2026. The High Purity Cellulose organization will report to Scott Sutton, President and Chief Executive Officer.","talent_readthrough":"A senior vice president departs Rayonier Advanced Materials in Jacksonville; the High Purity Cellulose team now reports to the CEO.","company":"Rayonier Advanced Materials Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1597672/000159767226000003/ryam-20260111.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:27:24"},{"signal_id":"0a01eff5aee449e9c10edda0368f5273","headline":"LiveWire Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"LiveWire Group, Inc. appointed Bryan Niketh to serve on the Board of Directors, effective January 5, 2026, with no additional compensation for his service.","talent_readthrough":"LiveWire Group adds a board member from Harley-Davidson's executive team in Milwaukee, with no immediate change to executive roles or compensation.","company":"LiveWire Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1898795/000189879526000008/lvwr-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:27:33"},{"signal_id":"567c1213a441db16a5094f9d43caba7a","headline":"Janus International Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"David Doll resigned from the Board of Directors of Janus International Group, Inc., including his roles as Chair of the Nominating and Corporate Governance Committee and member of the Audit Committee, effective immediately.","talent_readthrough":"A board member resigns at Janus International in Temple, GA; the departure does not signal operational disagreements.","company":"Janus International Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839839/000110465926002536/tm262791d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:27:41"},{"signal_id":"a5a174f50188a98605480d072555a7a1","headline":"Jamf Holding Corp. 8-K filing (Item 5.02): officer or director change","summary":"Elizabeth Benz, the Chief Sales Officer of Jamf Holding Corp., will depart the company effective January 31, 2026.","talent_readthrough":"Jamf Holding Corp.'s Chief Sales Officer departs in Minneapolis; watch for a successor in the executive team.","company":"Jamf Holding Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1721947/000110465926002883/tm262954d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:27:49"},{"signal_id":"a0e0e1cf78e6c5499fc88286b3a8c65b","headline":"LivaNova PLC 8-K filing (Item 5.02): officer or director change","summary":"Michael Hutchinson resigned as Senior Vice President, Chief Legal Officer, and Company Secretary of LivaNova PLC to pursue another opportunity, with his last day being January 26, 2026. The company plans to search for a new Chief Legal Officer.","talent_readthrough":"LivaNova's chief legal officer departs in London; the company will search for a replacement in legal and executive roles.","company":"LivaNova PLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":["legal_compliance","executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639691/000163969126000002/livn-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:27:59"},{"signal_id":"9907c3a773571bd6d824a2b0f6497074","headline":"BIOLIFE SOLUTIONS INC 8-K filing (Item 5.02): officer or director change","summary":"Karen Foster, the Chief Quality and Operations Officer of BioLife Solutions, Inc., has announced her retirement effective March 31, 2026, with no disagreements cited.","talent_readthrough":"BioLife Solutions' Chief Quality and Operations Officer is retiring in March 2026; the company is now seeking a successor for this executive role in Bothell.","company":"BioLife Solutions, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/834365/000162828026001649/blfs-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:28:07"},{"signal_id":"dcc2af786092290d26687dc57bd6d4e0","headline":"ACI Worldwide, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ACI Worldwide, Inc. announced the departure of Abe Kuruvilla, Chief Technology Officer, and the assumption of his responsibilities by JP Krishnamoorthy, Chief Innovation and Technology Officer.","talent_readthrough":"ACI Worldwide's CTO departs; the Chief Innovation and Technology Officer assumes the role in Elkhorn.","company":"ACI Worldwide, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/935036/000119312526012321/d95740d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:28:15"},{"signal_id":"00dc849854254f8405bc362c061b45a2","headline":"GALECTIN THERAPEUTICS INC 8-K filing (Item 5.02): officer or director change","summary":"Marc Rubin resigned from the Board of Directors of Galectin Therapeutics, Inc., with no disagreement cited.","talent_readthrough":"A board member departs Galectin Therapeutics in Norcross, GA, with no stated impact on operations.","company":"Galectin Therapeutics Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1133416/000114036126000994/ef20062754_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:28:23"},{"signal_id":"518b461e9e2600d3a182b080b618ba4a","headline":"Aspire Biopharma Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Surendra Ajjarapu, a Director of Aspire Biopharma Holdings, Inc., notified the Board of Directors of his intention to step down from the role of Director, effective immediately.","talent_readthrough":"A director steps down at Aspire Biopharma in Estero, Florida; the board seeks a replacement.","company":"Aspire Biopharma Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1847345/000149315226002057/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:28:30"},{"signal_id":"68f170e4cfef76e7e9a85d1d2e5be124","headline":"SoFi Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"SoFi Technologies, Inc. announced the retirement of Stephen Simcock as General Counsel and his transition to an advisory role with the company through December 31, 2026, including a monthly fee and COBRA subsidies.","talent_readthrough":"SoFi's General Counsel retires, transitioning to an advisory role; executive legal leadership in San Francisco changes hands.","company":"SoFi Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818874/000181887426000005/sofi-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:28:38"},{"signal_id":"992ea720e0333c16e672fa0ce685776d","headline":"ProPhase Labs, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Warren Hirsch resigned as a member of the Board of Directors of ProPhase Labs, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board member resigns at ProPhase Labs in New York; the filing does not indicate any broader leadership changes.","company":"ProPhase Labs, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/868278/000149315226001134/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:28:46"},{"signal_id":"ce5b799f8583be70df0374e20f236dde","headline":"Enpro Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ronald C. Keating, a director of Enpro Inc., informed the Company of his decision not to stand for reelection as a director at the Company’s 2026 annual meeting of shareholders.","talent_readthrough":"Enpro Inc. director Ronald C. Keating will not seek reelection in 2026, a planned departure with no stated disagreement.","company":"Enpro Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1164863/000114036126000570/ef20062491_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:29:13"},{"signal_id":"5236dd67a8012aca931d781e6c3d3375","headline":"Apple iSports Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Apple iSports Group, Inc. terminated Lee Seltzer as Chief Operating Officer and in his capacity as an employee of the Company’s Australian subsidiary, in connection with the Company’s decision to move its operations from Australia to the United States.","talent_readthrough":"Apple iSports Group's COO departs as operations shift from Australia to the US; executive roles in Irvine may be under review.","company":"Apple iSports Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134982/000147793226000095/aapi_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:29:21"},{"signal_id":"bcd966e82348fb9c814e7c5622c5a7f5","headline":"Grocery Outlet Holding Corp. Announces Chief Purchasing Officer Retirement","summary":"Grocery Outlet Holding Corp. announced the departure of Steven K. Wilson, Executive Vice President and Chief Purchasing Officer, effective March 20, 2026, with separation benefits as per the company's Executive Severance Plan.","talent_readthrough":"Grocery Outlet's chief purchasing officer is retiring in California; the executive role will need filling.","company":"Grocery Outlet Holding Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1771515/000177151526000004/go-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:29:30"},{"signal_id":"26f67cee6893889d08fea8f97defe218","headline":"PetVivo Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Eldred resigned from the Board of Directors of PetVivo Holdings, Inc., with the board size reducing from eight to seven directors, and the vacancy not being filled at this time.","talent_readthrough":"PetVivo Holdings adjusts its board size following a director's resignation in Edina, with no immediate plans to fill the vacancy.","company":"PetVivo Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512922/000149315226002223/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:29:38"},{"signal_id":"c76eef978d22477f0f3c78e1d08a90c8","headline":"ORACLE CORP 8-K filing (Item 5.02): officer or director change","summary":"George H. Conrades and Naomi O. Seligman have retired as directors of Oracle Corporation, with their retirements not resulting from any dispute or disagreement with the company.","talent_readthrough":"Two long-serving directors retire from Oracle's board in Austin, with no stated impact on operations or hiring.","company":"Oracle Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341439/000119312526009002/d34442d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:29:46"},{"signal_id":"9e3d5be54d27d7baefd1949f348d0823","headline":"BRINKS CO 8-K filing (Item 5.02): officer or director change","summary":"Michael Sweeney ceased serving as the Chief Accounting Officer and Controller of The Brink’s Company, with Kurt McMaken, the Company’s Chief Financial Officer, serving as Acting Chief Accounting Officer until a permanent successor is appointed.","talent_readthrough":"The Brink’s Company in Richmond sees a leadership change in its finance function, with the CFO temporarily assuming the chief accounting officer role.","company":"The Brink’s Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["finance"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78890/000007889026000002/bco-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:29:54"},{"signal_id":"edb208a680602fa5607af736ca1147bc","headline":"Perella Weinberg Partners 8-K filing (Item 5.02): officer or director change","summary":"Peter A. Weinberg resigned as Chairman of the Board of Directors of Perella Weinberg Partners, effective June 30, 2026, with Andrew Bednar set to assume the role.","talent_readthrough":"Perella Weinberg Partners sees a leadership transition with Peter A. Weinberg stepping down as Chairman and Andrew Bednar taking over, effective June 30, 2026.","company":"Perella Weinberg Partners","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777835/000162828026001990/pwp-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:30:01"},{"signal_id":"8d64f1c2c637a6912d698acd27afa672","headline":"KKR & Co. Inc. 8-K filing: officer or director change","summary":"Ryan Stork will be stepping down from his role as Chief Operating Officer of KKR & Co. Inc. effective immediately.","talent_readthrough":"KKR's COO departs in New York; executive roles may shift.","company":"KKR & Co. Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1404912/000114036126000841/ef20062614_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:30:10"},{"signal_id":"36b7e71dafd78cc2aedacaf1320f0854","headline":"CANNAPHARMARX, INC. 8-K filing (Item 5.02): officer or director change","summary":"Rick Orman resigned as a member of the Board of Directors of CannaPharmaRX, Inc., effective immediately, with no dispute or disagreement cited.","talent_readthrough":"A board member resigns at CannaPharmaRX in Mountain View County; the filing does not indicate a replacement plan.","company":"CannaPharmaRX, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1081938/000165495426000277/canna_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:30:18"},{"signal_id":"dd840f208a8bcfcd0eb0de6838cfd910","headline":"Kiniksa Pharmaceuticals International, plc 8-K filing (Item 5.02): officer or director change","summary":"Kiniksa Pharmaceuticals International, plc appointed Ross Moat as Chief Operating Officer and principal operating officer, effective January 10, 2026.","talent_readthrough":"Ross Moat steps into the COO role at Kiniksa Pharmaceuticals, continuing to oversee commercial and functional operations.","company":"Kiniksa Pharmaceuticals International, plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"London","hq_country":"GB","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730430/000173043026000010/knsa-20260110x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:30:46"},{"signal_id":"6dbd79d11e00130cdf4112dc3db95de4","headline":"First Northwest Bancorp 8-K filing (Item 5.02): officer or director change","summary":"Geraldine L. Bullard, Executive Vice President and Chief Operating Officer of First Fed Bank, a subsidiary of First Northwest Bancorp, has announced her resignation effective February 4, 2026, to pursue other opportunities.","talent_readthrough":"First Northwest Bancorp's COO is leaving in February 2026; the filing does not name a successor.","company":"First Northwest Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-04","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556727/000143774926000851/fnwb20260107_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:30:55"},{"signal_id":"61a6cbb8ef823bfea1f0be3879b550ca","headline":"TRANSUITE.ORG INC. 8-K filing (Item 5.02): officer or director change","summary":"Qianglong Zeng and Jiexin Wang resigned from their officer positions at TRANSUITE.ORG INC., with Zeng remaining on the Board of Directors. Mengqing Fan was appointed as President and Kairui Yu as Secretary.","talent_readthrough":"Executive roles at TRANSUITE.ORG INC. in Las Vegas have changed, with new appointments to President and Secretary positions.","company":"TRANSUITE.ORG INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1758699/000164033426000058/trso_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:31:05"},{"signal_id":"0174a44a15708adcb6a7ec2160a2a494","headline":"Polaris Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kevin M. Farr, a member of the Board of Directors of Polaris Inc., will resign from the Board effective January 14, 2026, with no disagreement cited.","talent_readthrough":"Polaris Inc. sees a board member resign in Medina, with no immediate impact on executive roles disclosed.","company":"Polaris Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/931015/000162828026001582/pii-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:31:15"},{"signal_id":"82872f0e82261024e91a1cebf084f92f","headline":"MASCO CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Masco Corporation announced the departure of Mr. Imran Ahmad, the former Group President, Decorative Architectural Products, and the compensation he will receive following the conclusion of his employment.","talent_readthrough":"Masco Corporation's executive leadership in Livonia changes with the departure of the Group President for Decorative Architectural Products; compensation details are disclosed.","company":"Masco Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62996/000121390026003396/ea0272550-8k_masco.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:31:26"},{"signal_id":"ace21576f733f079defdfb9f4802fd58","headline":"Workhorse Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"Workhorse Group Inc. appointed Scott Griffith as Chief Executive Officer with an annual base salary of $600,000, retroactive to December 15, 2025.","talent_readthrough":"Workhorse Group appoints a new CEO in Wixom, Michigan, with a set annual base salary, indicating a leadership change.","company":"Workhorse Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1425287/000162828026001835/wkhs-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:31:36"},{"signal_id":"43ca653cf3ca8cff86db559d8605e1c7","headline":"ZIMMER BIOMET HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Mark Bezjak, a named executive officer, will resign his employment and all officer positions with Zimmer Biomet Holdings, Inc. effective January 16, 2026, to pursue another business opportunity.","talent_readthrough":"Zimmer Biomet's executive team in Warsaw, Indiana, loses a named officer to another opportunity.","company":"Zimmer Biomet Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Warsaw","region":"Europe","country":"PL","hq_city":"Warsaw","hq_country":"PL","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1136869/000119312526009895/d37785d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:31:46"},{"signal_id":"7a0695306afadb90c5fdacb127676bd5","headline":"Yum China Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Robert B. Aiken, a member of the board of directors of Yum China Holdings, Inc., notified the company of his intention not to stand for re-election at the company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Yum China's board member Robert B. Aiken will not seek re-election in 2026, continuing until then.","company":"Yum China Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673358/000119312526010568/yumc-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:31:54"},{"signal_id":"9c3c316d07e5711c059c5d47b0f839a6","headline":"CABOT CORP 8-K filing (Item 5.02): officer or director change","summary":"Cabot Corporation reports a change in its board of directors with the nomination of Thierry Vanlancker for election at the 2026 Annual Meeting, following the expiration of terms for current members Juan Enriquez and William C. Kirby.","talent_readthrough":"Cabot Corporation's board sees a planned succession with Thierry Vanlancker's nomination in Boston, affecting executive roles.","company":"Cabot Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/16040/000119312526012994/cbt-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:32:05"},{"signal_id":"e16dd0c54731c1faba5594826c416c44","headline":"MARRIOTT INTERNATIONAL INC /MD/ 8-K filing (Item 5.02): officer or director change","summary":"William P. Brown, Group President, United States and Canada, of Marriott International, Inc., notified Marriott of his intent to step down from his role effective March 28, 2026 and retire from the company effective June 30, 2026.","talent_readthrough":"Marriott's Group President for the US and Canada is retiring; the filing does not name a successor or indicate changes to the executive team.","company":"Marriott International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-28","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1048286/000119312526008335/d31810d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:32:13"},{"signal_id":"d6038433bf753e76a7b259891d92fe5b","headline":"System1, Inc. 8-K filing: officer or director change","summary":"Frank Martire Jr. resigned from the Board of Directors of System1, Inc., effective January 9, 2026, with no disagreement cited.","talent_readthrough":"A board member resigns at System1 in Los Angeles; the filing does not indicate any broader leadership changes.","company":"System1, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805833/000180583326000003/sst-20260109.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:32:22"},{"signal_id":"464daee6f1326adcf9abff54626e3520","headline":"Caring Brands, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Tyler Moore, Chief Financial Officer of Caring Brands, Inc., resigned on January 5, 2026, with no disagreement cited. The company is searching for a successor.","talent_readthrough":"Caring Brands seeks a new CFO in Fort Pierce after Tyler Moore's resignation, with no immediate impact on financial operations.","company":"Caring Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2020737/000149315226001128/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:32:29"},{"signal_id":"19a5f6ec06a2b0b36f91a041ba0db3e4","headline":"TENAX THERAPEUTICS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Tenax Therapeutics, Inc. and its Chief Medical Officer, Dr. Stuart Rich, entered into a second amendment to Dr. Rich’s Executive Employment Agreement, adjusting his work schedule and prorating his annual base salary accordingly.","talent_readthrough":"Tenax Therapeutics adjusts the work schedule and salary of its Chief Medical Officer in Chapel Hill.","company":"Tenax Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34956/000165495426000232/tennx_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:32:37"},{"signal_id":"4a96cfce46634c3f49b22ab8b1647e0c","headline":"MAGNACHIP SEMICONDUCTOR Corp 8-K filing (Item 5.02): officer or director change","summary":"Ilbok Lee has decided to retire and resign from the Board of Directors of Magnachip Semiconductor Corporation, effective at the Company’s next scheduled meeting of the Board on January 14, 2026.","talent_readthrough":"Ilbok Lee retires from Magnachip's board in Cheongju-si, Republic of Korea; the departure is for personal reasons and not due to any disagreement with the company.","company":"Magnachip Semiconductor Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"KR","hq_city":null,"hq_country":"KR","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325702/000119312526012251/d25690d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:32:46"},{"signal_id":"c03444a9e5366311f24dbc851301236c","headline":"CHART INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"The Board of Directors of Chart Industries, Inc. has appointed Gerry Vinci, Chart’s Chief Human Resources Officer, as the President of Chart, effective as of January 6, 2026.","talent_readthrough":"Gerry Vinci moves from HR leadership to president at Chart Industries in The Woodlands, with no stated impact on hiring or roles.","company":"CHART INDUSTRIES, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["hr_people","executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/892553/000119312526008906/d63651d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:32:55"},{"signal_id":"569dc4ecae52fe04d0f0db7bb0bcf733","headline":"ILLUMINA, INC. 8-K filing (Item 5.02): officer or director change","summary":"Everett Cunningham, Chief Commercial Officer of Illumina, Inc., has notified the company of his resignation effective January 16, 2026.","talent_readthrough":"Illumina's Chief Commercial Officer resigns in San Diego; watch for executive succession in pharma and biotech.","company":"Illumina, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1110803/000111080326000006/ilmn-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:33:03"},{"signal_id":"4cbda2fd6f88cad77a91cd8e6f6bc575","headline":"FORUM ENERGY TECHNOLOGIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Forum Energy Technologies, Inc. appointed The Honorable Leslie A. Beyer as a member of the Board, serving on the Compensation and Human Capital Committee and Nominating, Governance and Sustainability Committee.","talent_readthrough":"Forum Energy Technologies adds a board member in Houston, with no immediate change to executive roles.","company":"Forum Energy Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401257/000140125726000002/fet-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:33:13"},{"signal_id":"6e34f8fa0229446c3aa77390fbe78798","headline":"Community Healthcare Trust Inc 8-K filing (Item 5.02): officer or director change","summary":"Community Healthcare Trust Incorporated's Board of Directors approved the Second Amendment to the Fourth Amended and Restated Alignment of Interest Program, reserving an additional 500,000 restricted shares for issuance to employees, officers, and directors.","talent_readthrough":"Community Healthcare Trust has amended its compensation program to include more restricted shares for employees, officers, and directors in Franklin, Tennessee.","company":"Community Healthcare Trust Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1631569/000110465926002475/tm261976d2_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:33:20"},{"signal_id":"5f2d4c26ccc53ae4c0ec295864cd9527","headline":"POOL CORP 8-K filing (Item 5.02): officer or director change","summary":"Pool Corporation announced the retirement of Kenneth G. St. Romain as Senior Vice President in 2026 and the appointment of John B. Watwood as Executive Vice President, effective January 12, 2026.","talent_readthrough":"Pool Corporation's executive team in Covington sees a planned transition with a retirement and a new appointment.","company":"Pool Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/945841/000119312526010379/pool-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:33:28"},{"signal_id":"ffa8c72f8d594d0ffd559f1d99891cff","headline":"Funko, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Lunsford resigned from the Board of Directors of Funko, Inc., and Reed Duchscher was elected as a Class II director.","talent_readthrough":"Funko's board sees a change with one director resigning and another joining, affecting executive leadership in Everett.","company":"Funko, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1704711/000119312526012212/d69554d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:33:38"},{"signal_id":"bf3a67011eb428894efa1045d9b7fbf9","headline":"GRAPHIC PACKAGING HOLDING CO 8-K filing (Item 5.02): officer or director change","summary":"Lauren S. Tashma, Executive Vice President, General Counsel and Secretary of Graphic Packaging Holding Company, is departing from her current role, with a transition process in place until March 1, 2026.","talent_readthrough":"Graphic Packaging's general counsel departs in Atlanta; executive roles in manufacturing may see transition.","company":"Graphic Packaging Holding Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408075/000119312526007697/d31167d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:33:46"},{"signal_id":"4e512d80dd92f1f44bdad81ce17213a9","headline":"KOPIN CORP 8-K filing (Item 5.02): officer or director change","summary":"Kopin Corporation granted its CEO and Chairman, Michael Murray, restricted stock shares and an option to purchase additional shares under the company's 2020 Equity Incentive Plan.","talent_readthrough":"Kopin's CEO and Chairman receives new equity awards, signaling a compensation shift for the executive in Westborough.","company":"Kopin Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/771266/000149315226001064/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:33:55"},{"signal_id":"5d739f305120e1ed8249c3a735528946","headline":"ADVANCE AUTO PARTS INC 8-K filing (Item 5.02): officer or director change","summary":"Advance Auto Parts, Inc. appointed Richard A. Johnson to the Board of Directors and the Compensation Committee, effective January 12, 2026.","talent_readthrough":"Advance Auto Parts adds an executive board member in Raleigh, with no immediate change to headcount or leadership structure.","company":"Advance Auto Parts, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158449/000162828026001962/aap-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:34:00"},{"signal_id":"8bbe4cbf603324def35da49a396e89d2","headline":"Red Violet, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Red Violet, Inc. has amended the employment agreements of its CEO, President, CFO, and CIO, extending their terms by approximately three years.","talent_readthrough":"Red Violet's top executives in Boca Raton have their employment terms extended, signaling stability in leadership roles.","company":"Red Violet, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720116/000119312526011891/rdvt-20260109.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:34:13"},{"signal_id":"b290c18b10490bff34be9acb92c48ab2","headline":"Zion Oil & Gas Inc 8-K filing: officer or director change","summary":"Zion Oil & Gas, Inc. has appointed William H. Avery to the Board of Directors, effective January 1, 2026, to fill a vacancy on the Board.","talent_readthrough":"Zion Oil & Gas adds a board member in Dallas, with no immediate change to executive roles.","company":"Zion Oil & Gas, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1131312/000143774926001070/znog20260112_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:34:19"},{"signal_id":"3fc02f2e302db22b7da8f649b15182d5","headline":"HONG YUAN HOLDING GROUP 8-K filing (Item 5.02): officer or director change","summary":"Li Xudong resigned as CFO of Hong Yuan Holding Company, and Yanli Ma was appointed as the new CFO.","talent_readthrough":"Hong Yuan Holding Group appoints Yanli Ma as CFO in Chengdu, replacing Li Xudong.","company":"Hong Yuan Holding Group","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CN","hq_city":null,"hq_country":"CN","state":null,"functions":["finance"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1324759/000149315226001059/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:34:28"},{"signal_id":"b50758f957146b077044afe5baeb745c","headline":"Wingstop Inc. 8-K filing (Item 5.02): officer or director change","summary":"Wingstop Inc. reinstated the role of Chief Operating Officer with the appointment of Rajneesh (Raj) Kapoor, previously President of International, effective January 7, 2026.","talent_readthrough":"Rajneesh Kapoor moves into the COO role at Wingstop, overseeing domestic and international franchise development and operations.","company":"Wingstop Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636222/000163622226000003/wing-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:34:50"},{"signal_id":"f05121cadb64e393ecf0a412092858fb","headline":"Sensus Healthcare, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sensus Healthcare, Inc. appointed Larry Biscotti as a Class I director for a term expiring at the Company’s annual meeting in 2028.","talent_readthrough":"Larry Biscotti joins Sensus Healthcare's board in Florida. The announcement does not disclose any changes to executive roles or hiring plans.","company":"Sensus Healthcare, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1494891/000175392626000088/g085076_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:35:01"},{"signal_id":"5f1f71cdb2162c6a240e68bdc1db4f95","headline":"J. Todd Scruggs retired from his position as a director on the Board of Directors of Bank of the James Financial Group, Inc.","summary":"J. Todd Scruggs retired from his positions as a director, Secretary, Treasurer of the Company, and Executive Vice President and Chief Investment Officer of the Bank, with no disagreement cited.","talent_readthrough":"Bank of the James Financial Group sees executive retirement in Lynchburg, with no hiring or displacement indicated.","company":"Bank of the James Financial Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275101/000127510126000002/botj-20260105x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:35:07"},{"signal_id":"19618cdfbcc964b0a119540c81c23f48","headline":"CHIPOTLE MEXICAN GRILL INC 8-K filing (Item 5.02): officer or director change","summary":"Chipotle Mexican Grill announced the departure of executive officers Chris Brandt and Roger Theodoredis, who will provide transitional advisory services before receiving severance benefits.","talent_readthrough":"Two Chipotle executives transition out of their roles in Newport Beach, with transitional support before severance.","company":"Chipotle Mexican Grill, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1058090/000105809026000002/cmg-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:35:13"},{"signal_id":"44755293f880f8e7d488e355e5eb009c","headline":"LPL Financial Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Somesh Khanna was elected as a director of LPL Financial Holdings Inc. by the company's board of directors, effective immediately, and will receive compensation according to the company's non-employee director compensation policy.","talent_readthrough":"LPL Financial Holdings Inc. appoints Somesh Khanna as a director, with compensation including cash and restricted shares, effective immediately.","company":"LPL Financial Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1397911/000119312526007083/d82717d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:35:32"},{"signal_id":"c378dc9c085e16f62c5be356bfc12612","headline":"Federal Home Loan Bank of Des Moines 8-K filing (Item 5.02): officer or director change","summary":"Kristina K. Williams, President and CEO of the Federal Home Loan Bank of Des Moines, notified the Bank’s Board of Directors of her intention to retire in 2026. The Board has formed a succession committee and retained an executive search firm to identify her successor.","talent_readthrough":"The Federal Home Loan Bank of Des Moines is seeking a new CEO in Des Moines as Kristina K. Williams plans to retire in 2026.","company":"Federal Home Loan Bank of Des Moines","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-12","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325814/000162828026002026/fhlbdm-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:35:45"},{"signal_id":"4a9be269c10a6be3ab8e17bfd4fae0d8","headline":"DIRTT Environmental Solutions Ltd 8-K filing (Item 5.02): officer or director change","summary":"Richard Hunter's employment as the President and Chief Operating Officer of DIRTT Environmental Solutions Ltd ceased on January 12, 2026, in accordance with the terms of his Executive Employment Agreement.","talent_readthrough":"DIRTT Environmental Solutions Ltd's President and COO Richard Hunter has departed. The company's executive leadership in Calgary is now seeking a replacement.","company":"DIRTT Environmental Solutions Ltd","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1340476/000119312526010658/drttf-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:35:58"},{"signal_id":"34d720bc906a17f6b16b36a225875315","headline":"LITTELFUSE INC /DE 8-K filing (Item 5.02): officer or director change","summary":"Ryan K. Stafford, Executive Vice President, Mergers & Acquisitions, Chief Legal Officer and Corporate Secretary of Littelfuse, Inc., will separate from employment with the company effective April 30, 2026, with severance benefits outlined in a Letter Agreement.","talent_readthrough":"Littelfuse's executive legal and M&A leader departs in April 2026; the filing does not name a successor.","company":"Littelfuse, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/889331/000114036126000720/ef20062451_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:36:06"},{"signal_id":"15a920daf8842a3cc11b812d84da9bab","headline":"Mativ Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mativ Holdings, Inc. announced the departure of its former Chief Financial Officer, Gregory Weitzel, effective December 31, 2025, and the entry into a Separation Agreement confirming severance benefits and post-termination obligations.","talent_readthrough":"Mativ Holdings' CFO departure in Alpharetta changes leadership in the executive function; the filing does not disclose hiring plans.","company":"Mativ Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000623/000100062326000005/matv-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:36:15"},{"signal_id":"1bcedd99e33623764e88a111cfd3da86","headline":"Flywire Corp 8-K filing (Item 5.02): officer or director change","summary":"Flywire Corporation announced a leadership structure evolution with David King shifting into a new role as Chief Product Officer & Co-President of Global Education.","talent_readthrough":"Flywire's CTO moves to a new executive role overseeing product strategy across all verticals.","company":"Flywire Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580560/000119312526013060/d18941d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:36:24"},{"signal_id":"a15c705749263a67743441dfad8cc77d","headline":"Nuvve Holding Corp. 8-K filing: officer or director change","summary":"James Altucher resigned from the Board of Directors of Nuvve Holding Corp. effective immediately, with no disagreement cited.","talent_readthrough":"James Altucher's departure from Nuvve's board in San Diego marks a leadership change with no disclosed impact on operations or hiring.","company":"Nuvve Holding Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1836875/000183687526000008/nvve-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:36:32"},{"signal_id":"dd29365a90b90631b0bd123948c21bed","headline":"Portsmouth Square Inc 8-K filing (Item 5.02): officer or director change","summary":"John C. 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Love's resignation and Andrew Kaplan's appointment, signaling a shift in leadership but no immediate impact on hiring or roles.","company":"Portsmouth Square, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/79661/000149315226001107/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:36:41"},{"signal_id":"22242910eaca9dbda9e69800226bc5e6","headline":"Thryv Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Thryv Holdings, Inc. approved a one-time, cash retention bonus for certain critical employees, including named executive officers, payable in two installments.","talent_readthrough":"Thryv's executive team in Texas receives a retention bonus, signaling investment in leadership stability.","company":"Thryv Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556739/000114036126000830/ef20062567_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:36:49"},{"signal_id":"4a223072dc11567a09279a504301a1c2","headline":"Monroe Capital Income Plus Corp 8-K filing (Item 5.02): officer or director change","summary":"Monroe Capital Income Plus Corporation appointed Ronald A. 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Stewart as First Executive Vice President and Chief Operating Officer, effective January 5, 2026.","talent_readthrough":"Mid Penn Bank appoints a new Chief Operating Officer in Harrisburg, signaling a leadership change in its executive team.","company":"Mid Penn Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879635/000087963526000007/mpb-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:37:07"},{"signal_id":"825bb517727dd83f957a63cca426a5fb","headline":"EPLUS INC 8-K filing (Item 5.02): officer or director change","summary":"ePlus inc. appointed Michael J. Portegello to its Board of Directors, increasing the board size from seven to eight directors.","talent_readthrough":"ePlus adds a director to its board in Herndon, with no immediate change to executive roles.","company":"ePlus inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022408/000102240826000009/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:37:15"},{"signal_id":"f5959afce0afb1cf59cb0a8b410d8ed5","headline":"GLOBAL PAYMENTS INC 8-K filing (Item 5.02): officer or director change","summary":"David Sheffield, Executive Vice President and Chief Accounting Officer of Global Payments Inc., has notified the company of his intention to retire, effective March 1, 2026.","talent_readthrough":"Global Payments Inc. in Atlanta will replace its retiring Chief Accounting Officer by March 1, 2026.","company":"Global Payments Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1123360/000110465926003734/tm263158d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:37:23"},{"signal_id":"74f42231f7d35fba191cb211e3ac102f","headline":"Remora Capital Corp 8-K filing (Item 5.02): officer or director change","summary":"Remora Capital Corporation appointed Kyleah Adamson as Chief Financial Officer and Treasurer, effective immediately.","talent_readthrough":"Remora Capital appoints a new CFO in Nashville, with no immediate change to headcount.","company":"Remora Capital Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2045370/000121390026003572/ea0272450-8k_remora.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:37:32"},{"signal_id":"7ebc7e06b629e7e8646c036dd6ad5056","headline":"Lightwave Logic, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lightwave Logic, Inc. appointed Snizhana 'Ana' Quan as the Principal Financial Officer and Principal Accounting Officer, following the retirement of James S. Marcelli from his roles as CFO and COO and as a director.","talent_readthrough":"Lightwave Logic appoints a new Principal Financial Officer and Principal Accounting Officer in Englewood, CO, replacing the retired CFO and COO.","company":"Lightwave Logic, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325964/000107997326000061/lwlg_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:37:41"},{"signal_id":"066d43bbb75ab6524b34e2d488762b14","headline":"LAKELAND INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Lakeland Industries, Inc. announced the departure of Roger D. Shannon, the company's former Chief Financial Officer, effective December 31, 2025, and the terms of his separation agreement.","talent_readthrough":"Lakeland Industries' CFO departure in Alabama marks a leadership change in manufacturing, with no immediate hiring or displacement indicated.","company":"Lakeland Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798081/000119312526008983/lake-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:37:49"},{"signal_id":"fa2cef46ab2996dc52a8291bf7168d57","headline":"DOMO, INC. 8-K filing (Item 5.02): officer or director change","summary":"Domo, Inc. announced the resignation of Mark Maughan, the company's Chief Operating Officer, effective January 11, 2026, as per the separation and settlement agreement.","talent_readthrough":"Mark Maughan steps down as COO of Domo, Inc., a tech company based in American Fork, UT. 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Zurbay to the Board, effective immediately.","talent_readthrough":"DENTSPLY SIRONA adds a new board member in Charlotte, affecting executive leadership.","company":"DENTSPLY SIRONA Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/818479/000081847926000024/xray-20260110.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:38:27"},{"signal_id":"06e2394037067e497a5b4605f11485d6","headline":"Sonos Inc 8-K filing (Item 5.02): officer or director change","summary":"Sonos, Inc. increased its board size from eight to ten members and appointed Carmine Arabia, Mandy Fields, and Joe Kennedy as new directors, effective immediately.","talent_readthrough":"Sonos adds three executives to its board in Santa Barbara, with terms expiring in 2026, 2027, and 2028.","company":"Sonos, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1314727/000131472726000004/sono-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:38:35"},{"signal_id":"ec32dc56fabd0c7448b6611d808c260a","headline":"XMax Inc. 8-K filing (Item 5.02): officer or director change","summary":"XMax Inc. appointed Mr. Matthew Beck as a new member to serve on the Board.","talent_readthrough":"XMax Inc. adds a new board member in Commerce, CA, affecting executive leadership.","company":"XMax Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1473334/000149315226001109/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:38:43"},{"signal_id":"cc3474471abc2d18d12d0fa08d6908d1","headline":"Senmiao Technology Ltd 8-K filing (Item 5.02): officer or director change","summary":"Senmiao Technology Ltd appointed Ms. Yafeng Li as the Chief Financial Officer on January 2, 2026, following the resignation of Ms. Xiaoyuan Zhang.","talent_readthrough":"Senmiao Technology Ltd has appointed a new Chief Financial Officer in Chengdu, China, following a resignation.","company":"Senmiao Technology Ltd","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1711012/000121390026002536/ea0272310-8k_senmiao.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:38:54"},{"signal_id":"ca9127dbb07a35439005756c147e72af","headline":"USBC, Inc. 8-K filing (Item 5.02): officer or director change","summary":"USBC, Inc. and Kirk Chapman, the company's Chief Operating Officer, mutually agreed on his departure effective December 15, 2025, with a separation agreement signed on January 6, 2026.","talent_readthrough":"USBC's COO departure in Reno is part of a planned succession; the filing does not indicate hiring or displacement.","company":"USBC, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1074828/000165495426000275/usbc_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:39:03"},{"signal_id":"7c10008e289f8c5df3879dca3a469dd4","headline":"TRANSCAT INC 8-K filing (Item 5.02): officer or director change","summary":"Transcat, Inc. granted special one-time equity awards to certain executive officers under the company's 2021 Stock Incentive Plan, designed to preserve leadership continuity.","talent_readthrough":"Transcat's executive team in Rochester receives equity awards aimed at retention, with vesting conditional on continued employment until 2028.","company":"Transcat, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/99302/000120677426000020/trns4580951-8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:39:20"},{"signal_id":"b6221c8c99b88ca5f5e28f6573f41f01","headline":"Ambiq Micro, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ambiq Micro, Inc. increased its Board of Directors from six to seven members and appointed Dr. Bernard B. Banks as a new director, who will also serve on the Audit Committee.","talent_readthrough":"Ambiq Micro adds a new director to its board in Austin, with no immediate change to executive roles.","company":"Ambiq Micro, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500412/000119312526007673/d60304d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:39:28"},{"signal_id":"4d6ed25084ea0e5e07a6ddd90349a437","headline":"NetApp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"NetApp, Inc. appointed Paul Fipps as a new member of the Board of Directors, increasing the board size from nine to ten.","talent_readthrough":"NetApp adds a director to its board in San Jose, a leadership change with no immediate hiring or displacement indicated.","company":"NetApp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1002047/000119312526010401/ntap-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:39:35"},{"signal_id":"7f7fff6f4293eedacb16fed8559ed9c6","headline":"Babcock & Wilcox Enterprises, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Babcock & Wilcox Enterprises, Inc. announced that John Dziewisz, the Company’s Executive Vice President, General Counsel & Corporate Secretary, would be stepping down from his role and leaving the Company after 30 years of service.","talent_readthrough":"John Dziewisz, Executive Vice President, General Counsel & Corporate Secretary, is leaving Babcock & Wilcox Enterprises in Akron, Ohio. The departure is part of a planned succession.","company":"Babcock & Wilcox Enterprises, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630805/000110465926002884/tm262851d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:39:45"},{"signal_id":"5d851781828b465ad22b51cba434848e","headline":"MINISTRY PARTNERS INVESTMENT COMPANY, LLC 8-K filing (Item 5.02): officer or director change","summary":"MINISTRY PARTNERS INVESTMENT COMPANY, LLC appointed Daniel M. Cerio as Executive Vice President and Chief Financial Officer, effective January 5, 2025.","talent_readthrough":"MINISTRY PARTNERS Investment Company appoints a new CFO with extensive finance experience across multiple industries, based in Brea.","company":"MINISTRY PARTNERS INVESTMENT COMPANY, LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944130/000094413026000004/mpic-20260105x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:40:07"},{"signal_id":"e2f47bb6397f124a19fece48494e6f18","headline":"Sun Country Airlines Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sun Country Airlines Holdings, Inc. appointed Colton Snow as Senior Vice President and Chief Commercial Officer, effective January 6, 2026.","talent_readthrough":"Sun Country Airlines appoints a new Chief Commercial Officer in Minneapolis, signaling a leadership change in its executive team.","company":"Sun Country Airlines Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743907/000119312526009087/d21861d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:40:14"},{"signal_id":"b1a8d14edb3993d06d00eaefd2e36b36","headline":"RMR GROUP INC. 8-K filing (Item 5.02): officer or director change","summary":"John G. Murray, an Executive Vice President of RMR LLC and the president and chief executive officer and a director of Sonesta, will resign from his positions on March 31, 2026.","talent_readthrough":"John G. Murray will step down from executive roles at RMR LLC and Sonesta in March 2026, marking a planned leadership transition.","company":"The RMR Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1644378/000110465926002868/tm262819d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:40:22"},{"signal_id":"13e8d40196a2553f2f45cbdefb4ed021","headline":"SOUTHERN CALIFORNIA GAS CO  (SOCGM, SOCGP) 8-K filing (Item 5.02): officer or director change","summary":"Southern California Gas Company appointed Valerie A. Bille as Senior Vice President and Chief Financial Officer, expanding the shared officer model with San Diego Gas & Electric Company.","talent_readthrough":"Southern California Gas Company adds a shared CFO role with San Diego Gas & Electric, affecting executive leadership in Los Angeles.","company":"Southern California Gas Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92108/000009210826000004/socalgas-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:40:31"},{"signal_id":"7d9c89e27deb1cfcf6be73289db73336","headline":"MEDALLION FINANCIAL CORP  (MFIN, MBNKO) 8-K filing (Item 5.02): officer or director change","summary":"Medallion Financial Corp. announced changes in its leadership, with Donald Poulton no longer serving as President of Medallion Bank but remaining as CEO, and David Justin Haley entering into a new employment agreement.","talent_readthrough":"Medallion Financial Corp. adjusts executive roles in New York, with no stated impact on headcount.","company":"Medallion Financial Corp.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000209/000119312526010406/mfin-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:40:39"},{"signal_id":"0e39eb9dc40d7a3931d661b207f3ad8d","headline":"Trinseo PLC 8-K filing (Item 5.02): officer or director change","summary":"Trinseo PLC's Compensation Committee approved one-time conditional retention bonus awards for the company's named executive officers, including a $3,200,000 award for Frank Bozich, President and Chief Executive Officer.","talent_readthrough":"Trinseo's named executives in Wayne, Pennsylvania, receive retention bonuses; the largest is $3.2M for the CEO.","company":"Trinseo PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1519061/000110465926002698/tse-20260106x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:40:50"},{"signal_id":"e131a47b7ab062f8488a985f256f6095","headline":"LendingTree, Inc. 8-K filing (Item 5.02): officer or director change","summary":"LendingTree, Inc. appointed Ian Smith, previously Senior Vice President of Insurance at QuoteWizard.com, LLC, as Chief Operating Officer.","talent_readthrough":"Ian Smith moves into the COO role at LendingTree, a leadership change in the financial services sector.","company":"LendingTree, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434621/000168316826000191/lending_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:41:22"},{"signal_id":"976c28713421f97af2c149c5b3132c91","headline":"Artisan Partners Asset Management Inc. 8-K filing (Item 5.02): officer or director change","summary":"Artisan Partners Asset Management Inc. increased its Board size from eight to nine directors and appointed Clarence Kane Brenan to fill the newly-created vacancy, also appointing him to the Board’s Compensation Committee.","talent_readthrough":"Artisan Partners adds a new director to its board in Milwaukee, signaling no immediate change in executive roles.","company":"Artisan Partners Asset Management Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517302/000151730226000003/apam-20260109.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:41:30"},{"signal_id":"b7bc9124839342f265edb0ce24e5054f","headline":"AMPHENOL CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Amphenol Corporation's Board of Directors increased from eight to nine members and appointed Sanjiv Lamba as a new member, effective immediately.","talent_readthrough":"Amphenol adds a board member in Connecticut; the filing does not disclose hiring plans.","company":"Amphenol Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/820313/000110465926002183/tm262604d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:42:14"},{"signal_id":"ef8b56dae79d346156e20279aa40406b","headline":"MONROE CAPITAL Corp 8-K filing (Item 5.02): officer or director change","summary":"Monroe Capital Corporation appointed Ronald A. Holinsky as Chief Compliance Officer, Chief Legal Officer and Corporate Secretary, replacing Kristan Gregory and Lewis W. Solimene, Jr., with Solimene remaining as CFO and CIO.","talent_readthrough":"Monroe Capital in Chicago appoints a new Chief Compliance Officer, Chief Legal Officer, and Corporate Secretary, with no stated impact on other roles.","company":"Monroe Capital Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512931/000110465926003737/tm263199d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:42:30"},{"signal_id":"b7e3f9bba3c4e75c572ccaf6055759b6","headline":"ALLIANT ENERGY CORP 8-K filing (Item 5.02): officer or director change","summary":"ALLIANT ENERGY CORP reported a change in officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Alliant Energy has a leadership change in its executive team, as reported in the SEC filing.","company":"ALLIANT ENERGY CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/352541/000035254126000003/lnt-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:42:38"},{"signal_id":"def0ccd619c9370701d7099f3b89e8fb","headline":"PENN Entertainment, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PENN Entertainment, Inc. announced a new corporate organizational structure, leading to the elimination of the Executive Vice President, Operations position and the departure of Todd George.","talent_readthrough":"Todd George, Executive Vice President of Operations, has departed PENN Entertainment following a corporate restructuring. The company has not disclosed plans for filling the role.","company":"PENN Entertainment, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921738/000114036126000833/ef20062667_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:42:46"},{"signal_id":"bbf904e10e66d0b1d2f514ef32a4f1a8","headline":"Flutter Entertainment plc 8-K filing (Item 5.02): officer or director change","summary":"Flutter Entertainment plc announced the appointment of David Kenny to the Board as a non-executive director, effective after the Company’s Annual General Meeting on May 29, 2026.","talent_readthrough":"Flutter Entertainment adds a non-executive director in New York, with no immediate change to board committees.","company":"Flutter Entertainment plc","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-29","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635327/000119312526012264/d752003d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:42:54"},{"signal_id":"3de85203fc37cca6905c480008c6af89","headline":"Laser Photonics Corp 8-K filing (Item 5.02): officer or director change","summary":"Carlos Sardinas resigned as Chief Financial Officer of Laser Photonics Corporation on January 8, 2026, with Michael Lockey appointed as the Principal Financial and Accounting Officer until a new CFO is found.","talent_readthrough":"Laser Photonics Corporation in Lake Mary, Florida, sees a change in its finance leadership with Carlos Sardinas stepping down and Michael Lockey stepping in temporarily. Candidates for CFO roles should monitor the company's announcements.","company":"Laser Photonics Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1807887/000149315226002077/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:43:11"},{"signal_id":"905997e3c85cd191e5d2a690fe0a84fa","headline":"TrueBlue, Inc. 8-K filing (Item 5.02): officer or director change","summary":"TrueBlue, Inc. announced the appointment of Brian Capone as Senior Vice President and Chief Accounting Officer, effective January 12, 2026, succeeding Carl Schweihs, who continues as Executive Vice President and Chief Financial Officer.","talent_readthrough":"TrueBlue appoints a new Chief Accounting Officer in Tacoma, with no change to the CFO role.","company":"TrueBlue, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/768899/000076889926000002/tbi-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:43:19"},{"signal_id":"57e941770b8df282df804863a420c9d0","headline":"CONMED Corp 8-K filing (Item 5.02): officer or director change","summary":"CONMED Corporation announced the separation of CFO Todd Garner, effective by March 15, 2026, or upon the appointment of a new CFO. Garner will remain employed through November 2, 2026, to ensure a smooth transition and will receive severance benefits.","talent_readthrough":"CONMED Corporation's CFO Todd Garner is departing, with a transition period until November 2026. The company is searching for a new CFO.","company":"CONMED Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-11-02","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/816956/000117494726000017/form8k-35048_cnmd.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:43:28"},{"signal_id":"3be7521d65cf01d8ba822012bfb76349","headline":"LINDSAY CORP 8-K filing (Item 5.02): officer or director change","summary":"Lindsay Corporation appointed Brett R. Coburn as Vice President and Chief Accounting Officer, effective January 6, 2026.","talent_readthrough":"Lindsay Corporation appoints a new Vice President and Chief Accounting Officer in Omaha, signaling a leadership change in finance roles.","company":"Lindsay Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["finance"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/836157/000119312526009690/lnn-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:43:43"},{"signal_id":"169d6dd4759894d0d3a9a846d725d509","headline":"Leslie's, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Leslie's, Inc. increased its Board size from eight to nine members and appointed John Hartmann as a Class III director, effective January 7, 2026.","talent_readthrough":"Leslie's adds a director to its board in Phoenix, with no immediate change to executive roles or hiring plans.","company":"Leslie's, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1821806/000119312526007067/lesl-20260106.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:44:08"},{"signal_id":"071475d7f2de575a0774b72dc5a5fd4f","headline":"Vita Coco Company, Inc. 8-K filing (Item 5.02): officer or director change","summary":"The Vita Coco Company, Inc. announced the appointment of Shelley Broader to its Board of Directors, increasing the board size from nine to ten members.","talent_readthrough":"Shelley Broader joins the board of Vita Coco in New York, expanding its leadership team.","company":"The Vita Coco Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482981/000162828026001348/coco-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:44:17"},{"signal_id":"a8ef531a6ccfe28903bc5d1fadf8c404","headline":"AGENUS INC 8-K filing (Item 5.02): officer or director change","summary":"Agenus Inc.'s Board of Directors appointed Dr. Garo Armen, the Company's current Chairman and Chief Executive Officer, to serve as the interim Chief Financial Officer and Principal Financial Officer.","talent_readthrough":"Agenus Inc. appoints its Chairman and CEO as interim CFO in Lexington, a leadership change with no stated impact on headcount.","company":"AGENUS INC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1098972/000119312526012922/agen-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:44:25"},{"signal_id":"e7c23af00227ee89d6c9a053f54a38bc","headline":"Twin Vee PowerCats Co. 8-K filing (Item 5.02): officer or director change","summary":"Twin Vee PowerCats Co. appointed Joseph Visconti as Interim Chief Financial Officer, succeeding Scott Searles, and he will also serve as Chief Executive Officer, President, and Chairman of the Board.","talent_readthrough":"Twin Vee PowerCats in Ft. Pierce, Florida, has appointed a new interim CFO who will also take on CEO, President, and Chairman roles, consolidating executive leadership.","company":"Twin Vee PowerCats Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1855509/000173112226000038/e7199_8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:44:42"},{"signal_id":"86437a71a304437e174615a04455bf68","headline":"Walmart Inc. 8-K filing (Item 5.02): officer or director change","summary":"Walmart Inc. reports a change in officer or director as per its 8-K filing with the SEC.","talent_readthrough":"Walmart's executive team changes in Bentonville; the filing does not disclose hiring plans.","company":"Walmart Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/104169/000010416926000008/wmt-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:44:49"},{"signal_id":"b7435a9ebe8545888a7651184d8d83be","headline":"NexMetals Mining Corp. appoints Warwick Morley-Jepson to its Board of Directors","summary":"NexMetals Mining Corp. has appointed Warwick Morley-Jepson as an independent director and Co-Chair of its newly formed Safety, Sustainability and Technical Committee, effective immediately.","talent_readthrough":"NexMetals Mining Corp. adds Warwick Morley-Jepson to its board in Vancouver, bringing decades of mining experience to the executive team.","company":"NexMetals Mining Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/795800/000149315226002282/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:44:58"},{"signal_id":"baba9a7141c45c8b242320025a2b5d3f","headline":"FLANIGANS ENTERPRISES INC 8-K filing (Item 5.02): officer or director change","summary":"August H. Bucci resigned as Chief Operating Officer and Executive Vice President, James G. Flanigan II resigned as President and Chairman of the Board but remains CEO, and Jeffrey D. Kastner resigned as Chief Financial Officer but was named Chief Legal Officer and Chairman of the Board.","talent_readthrough":"Flanigan's Enterprises sees executive reshuffling in Fort Lauderdale, with changes in COO, President, and CFO roles but no stated impact on headcount.","company":"Flanigan’s Enterprises, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/12040/000117494726000032/form8k-35072_bdl.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:45:18"},{"signal_id":"276c9ee93df7215978b2c20df0a029d3","headline":"COCA COLA CO 8-K filing (Item 5.02): officer or director change","summary":"Coca-Cola Co filed an 8-K form reporting a change in its officers or directors.","talent_readthrough":"Coca-Cola Co in Atlanta reports a change in its executive leadership; the filing does not disclose hiring plans.","company":"COCA COLA CO","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/21344/000155278126000017/e26024_ko-8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:45:43"},{"signal_id":"bae3729436cfa7fa19e2444ffc166f35","headline":"MERIT MEDICAL SYSTEMS INC 8-K filing (Item 5.02): officer or director change","summary":"Merit Medical Systems, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Merit Medical Systems has a leadership change in South Jordan, Utah; the filing does not disclose hiring plans.","company":"Merit Medical Systems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/856982/000085698226000002/mmsi-20260104x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:45:51"},{"signal_id":"8480969a1cda121b4f80c3904076c0ca","headline":"CAVA GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"CAVA Group, Inc. announced the appointment of Douglas W. Thompson as Chief Operations Officer, effective March 2, 2026.","talent_readthrough":"CAVA Group appoints a new Chief Operations Officer in the United States, affecting executive leadership.","company":"CAVA Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639438/000162828026001818/cava-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:46:01"},{"signal_id":"f27f08216d5a42c9f5eb0f88606883a4","headline":"Shuttle Pharmaceuticals Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Shuttle Pharmaceuticals Holdings, Inc. appointed Ms. Yuying Liang, CPA as Chief Financial Officer, replacing Mr. Chris Cooper who will continue as Interim Chief Executive Officer.","talent_readthrough":"Shuttle Pharmaceuticals in Gaithersburg appoints a new CFO; the outgoing CFO remains as interim CEO.","company":"Shuttle Pharmaceuticals Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1757499/000149315226001861/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:46:11"},{"signal_id":"3c5e782e7c99da9699754380131832b8","headline":"MACOM Technology Solutions Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MACOM Technology Solutions Holdings, Inc. appointed Bryan Ingram to the Board as a director on January 12, 2026, with expectations for his nomination for reelection at the 2026 annual meeting of stockholders.","talent_readthrough":"MACOM Technology Solutions Holdings appoints Bryan Ingram to its board, adding executive leadership in Lowell. The announcement does not disclose changes to other roles.","company":"MACOM Technology Solutions Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-12","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1493594/000149359426000002/mtsi-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:46:22"},{"signal_id":"20b19f02873d0dd77d37fa21aa711145","headline":"HALLIBURTON CO 8-K filing (Item 5.02): officer or director change","summary":"Halliburton's Board of Directors appointed Michael Casey Maxwell as President, Western Hemisphere, effective February 1, 2026.","talent_readthrough":"Halliburton appoints a new President for the Western Hemisphere, signaling a leadership change in its Houston headquarters.","company":"Halliburton","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/45012/000004501226000003/hal-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:46:31"},{"signal_id":"df2bd436f0abb2db0b92efe743633d38","headline":"FIRST NORTHERN COMMUNITY BANCORP 8-K filing (Item 5.02): officer or director change","summary":"First Northern Community Bancorp entered into an Executive Retirement/Retention Participation Agreement with Executive Vice President/Chief Financial Officer Kevin Spink, providing a supplementary Executive Retirement/Retention award based on annual performance goals.","talent_readthrough":"First Northern Community Bancorp's CFO in Dixon, California, has a new retirement and retention agreement tied to performance goals, affecting finance leadership compensation.","company":"First Northern Community Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114927/000111492726000002/form8_k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:46:39"},{"signal_id":"37820b082d194b1258797347733ad582","headline":"REGIONS FINANCIAL CORP  (RF, RF-PC, RF-PE, RF-PF) 8-K filing (Item 5.02): officer or director change","summary":"Regions Financial Corporation announced that David J. Turner, Jr. has provided notice of his intent to depart.","talent_readthrough":"An executive departure at Regions Financial in Birmingham; watch for succession announcements.","company":"Regions Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1281761/000128176126000003/rf-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:46:48"},{"signal_id":"f4ccc91cf0623998f2a0e331a4071be0","headline":"NextPlat Corp 8-K filing: CFO Agreement","summary":"NextPlat Corp appointed Amanda L. Ferrio as Chief Financial Officer effective October 13, 2025, and entered into an Employment Agreement with her on January 9, 2026.","talent_readthrough":"NextPlat Corp's CFO appointment in Hallandale Beach does not indicate immediate changes for executive roles.","company":"NextPlat Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1058307/000143774926001144/nxpl20260112_8ka.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:47:10"},{"signal_id":"d36ed161951bcf49ffe7aca319d59df9","headline":"AGNC Investment Corp. 8-K filing (Item 5.02): officer or director change","summary":"AGNC Investment Corp. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"AGNC Investment Corp. has announced a leadership change in its executive team in Bethesda.","company":"AGNC Investment Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1423689/000142368926000007/agnc-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:47:15"},{"signal_id":"5dbfdb39dcc406fdf0fea90d4927f238","headline":"Charles River Laboratories International, Inc. Announces Leadership Transition","summary":"Charles River Laboratories International, Inc. announced a leadership transition plan where Mr. James C. Foster will step down as Chief Executive Officer and Chairman of the Board, and Ms. Birgit Girshick will be appointed as Chief Executive Officer, effective May 5, 2026.","talent_readthrough":"Charles River Laboratories transitions its CEO role in Massachusetts, with Birgit Girshick stepping up from COO to CEO, and James Foster moving to a non-executive director position.","company":"Charles River Laboratories International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-05","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1100682/000162828026001603/crl-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:47:37"},{"signal_id":"d90268ddd3af6d1be950eb3cafae0c12","headline":"Navient Corporation Announces Leadership Team Changes","summary":"Navient Corporation announced changes to its leadership team, including Steve Hauber expanding his responsibilities as Executive Vice President and Chief Administrative Officer.","talent_readthrough":"Navient Corporation's leadership team sees changes, with Steve Hauber taking on expanded responsibilities. The announcement does not disclose any hiring or displacement plans.","company":"Navient Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593538/000114036126000724/ef20062525_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:47:59"},{"signal_id":"0f38f87b6c7dca5b8c0e5dfef072e92c","headline":"Steven Madden, Ltd. 8-K filing (Item 5.02): officer or director change","summary":"Steven Madden, Ltd. entered into a new employment agreement with Amelia Newton Varela, who will continue to serve as the President of the Company.","talent_readthrough":"Amelia Newton Varela remains President at Steven Madden, Ltd. in Long Island City under a new three-year agreement.","company":"Steven Madden, Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913241/000149315226001108/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:48:09"},{"signal_id":"0479c86da3f05a22e91788c4d525f319","headline":"FERRELLGAS PARTNERS L P  (FGPR, FGPRB) 8-K filing (Item 5.02): officer or director change","summary":"Ferrellgas Partners, L.P. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"An executive change at Ferrellgas in Liberty, Missouri; watch for shifts in leadership direction.","company":"Ferrellgas Partners, L.P.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/922358/000110465926002461/fgp-20260106x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:48:16"},{"signal_id":"ad8d3eaf612d9c04a9040509bcda113b","headline":"CorMedix Inc. 8-K filing (Item 5.02): officer or director change","summary":"CorMedix Inc. reported a change in its officers or directors in an SEC filing, with the event dated January 5, 2026.","talent_readthrough":"CorMedix Inc. has a change in its executive leadership in Berkeley Heights, New Jersey, as reported in an SEC filing.","company":"CorMedix Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1410098/000121390026002350/ea0272149-8k_cormedix.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:48:25"},{"signal_id":"c4cd2a51b247d44e1880f1aa63db3c08","headline":"ALEXANDRIA REAL ESTATE EQUITIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Alexandria Real Estate Equities, Inc. reported a change in its executive compensation arrangement for Joel S. Marcus, the company's Executive Chairman, effective January 9, 2026.","talent_readthrough":"Executive Chairman Joel Marcus's compensation terms are updated; the filing does not indicate changes to the executive team or broader workforce.","company":"Alexandria Real Estate Equities, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035443/000110465926002862/tm262011d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:48:49"},{"signal_id":"90da096e0d1c6ae8c2958170cadff77e","headline":"NEOGENOMICS INC 8-K filing (Item 5.02): officer or director change","summary":"NeoGenomics, Inc. announced the transition of Mr. Sherman from the role of Chief Financial Officer and the appointment of Abhishek Jain as the Company’s Executive Vice President, Finance.","talent_readthrough":"NeoGenomics in Fort Myers transitions its CFO role and appoints a new Executive VP of Finance, signaling a leadership change in its executive team.","company":"NeoGenomics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1077183/000162828026001746/neo-20260109.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:48:56"},{"signal_id":"bacc6127353e12a578c1a030cfbc0000","headline":"V2X, Inc. 8-K filing (Item 5.02): officer or director change","summary":"V2X, Inc. announced the election of Nicole B. Theophilus, Gerard A. Fasano, and Ross S. Niebergall to its Board of Directors, increasing the board size from 7 to 10 members.","talent_readthrough":"V2X, Inc. expands its board with three new members, signaling a leadership change but no immediate impact on hiring or workforce.","company":"V2X, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1601548/000162828026001359/vec-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:49:07"},{"signal_id":"cbbb437ebfb881de9fdc6ce676bad3a9","headline":"GREENBRIER COMPANIES INC 8-K filing (Item 5.02): officer or director change","summary":"The Greenbrier Companies, Inc. held its 2026 Annual Meeting of Shareholders where shareholders approved the 2021 Stock Incentive Plan, As Amended, affecting employees, officers, and directors.","talent_readthrough":"The Greenbrier Companies updated its stock incentive plan for executives and employees in Lake Oswego, Oregon, with no disclosed impact on headcount.","company":"The Greenbrier Companies, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/923120/000119312526008997/d80543d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:49:15"},{"signal_id":"75a1c1f8c19496e8d8b86fff9ef8f11d","headline":"RadNet, Inc. 8-K filing (Item 5.02): officer or director change","summary":"RadNet, Inc. announced the expansion of four executive leadership roles and the promotion of certain officers, including Stephen Forthuber, Norman Hames, and Mital Patel.","talent_readthrough":"RadNet promotes three executives to expanded roles in its leadership team, affecting its healthcare operations in the United States.","company":"RadNet, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790526/000168316826000190/radnet_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:49:23"},{"signal_id":"3abbea96234d6be5410ece68ed2f70f2","headline":"First Citizens BancShares Inc /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Lorie K. Rupp, Chief Risk Officer of First Citizens BancShares, Inc., notified BancShares of her intent to depart.","talent_readthrough":"First Citizens BancShares seeks a new Chief Risk Officer in Raleigh.","company":"First Citizens BancShares Inc /DE/","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798941/000079894126000007/fcnca-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:49:31"},{"signal_id":"5f6ea08893f2463388b8e7404e847902","headline":"Pelthos Therapeutics Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pelthos Therapeutics Inc. has adjusted the cash and equity compensation of non-employee directors to align with peer group practices, increasing the annual cash retainer fee for the Non-Executive Chairman from $50,000 to $60,000.","talent_readthrough":"Non-employee directors at Pelthos Therapeutics in Durham see increased compensation, aligning with peer practices.","company":"Pelthos Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1919246/000175392626000094/g085077_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:49:39"},{"signal_id":"c1b5f854b6301edace64c972a5d6287d","headline":"TELEFLEX INC 8-K filing (Item 5.02): officer or director change","summary":"Teleflex Incorporated announced the departure of Liam J. Kelly as President and CEO, and the appointment of Stuart A. Randle as Interim President and CEO.","talent_readthrough":"Teleflex's CEO change in Wayne affects executive roles; watch for new leadership direction in healthcare.","company":"TELEFLEX INCORPORATED","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/96943/000009694326000003/tfx-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:49:47"},{"signal_id":"f39aa1db3d62d3da158990ba59d39de4","headline":"Loop Industries, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Loop Industries, Inc. appointed Mr. Spencer Hart as Chief Financial Officer, effective January 15, 2026, who will also serve as the company's principal accounting officer and principal financial officer.","talent_readthrough":"Loop Industries appoints a new CFO in Terrebonne, adding executive leadership without disclosed changes to other roles.","company":"Loop Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504678/000143774926000892/loop20260108_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:49:55"},{"signal_id":"3daedff7324db61fa969456c138ca3f3","headline":"Aura Fat Projects Acquisition Corp 8-K filing (Item 5.02): officer or director change","summary":"Alex Bono and Greg Woszczalski were appointed to serve as members of the board of directors of Aura FAT Projects Acquisition Corp.","talent_readthrough":"Aura FAT Projects Acquisition Corp adds two new board members in Singapore, with no immediate changes to executive roles disclosed.","company":"Aura FAT Projects Acquisition Corp","pillar":"leadership_change","signal_direction":"neutral","city":"Singapore","region":"Asia","country":"SG","hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1901886/000182912626000248/aurafatprojects_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:50:02"},{"signal_id":"0a69e966b4b7950762992d8b2d81b2e3","headline":"VERIZON COMMUNICATIONS INC 8-K filing (Item 5.02): officer or director change","summary":"Verizon Communications Inc. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"Verizon's executive team changes in New York; the filing does not disclose hiring plans.","company":"VERIZON COMMUNICATIONS INC","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/732712/000119312526010395/d66114d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:50:28"},{"signal_id":"5ca36f8fbdcccdf218c70afa66128ff0","headline":"BITMINE IMMERSION TECHNOLOGIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Bitmine Immersion Technologies, Inc. appointed Young Kim as Chief Financial Officer and Chief Operating Officer, effective January 1, 2026.","talent_readthrough":"Bitmine Immersion Technologies appoints a new CFO and COO in Las Vegas, signaling a leadership change without disclosed hiring or displacement.","company":"Bitmine Immersion Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1829311/000149315226001088/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:50:44"},{"signal_id":"09dd4515a95beb42e619937d4fec3879","headline":"Praxis Precision Medicines, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Praxis Precision Medicines, Inc. announced the appointment of Megan Sniecinski as Chief Operating Officer, effective January 1, 2026.","talent_readthrough":"Praxis Precision Medicines appoints a new COO in Boston, signaling a leadership change in its executive team.","company":"Praxis Precision Medicines, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1689548/000168954826000005/prax-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:50:52"},{"signal_id":"f8ef4cf047d5879bdce20d0159fb74bc","headline":"Sentient Brands Holdings Inc. 8-K filing: officer or director change","summary":"Sentient Brands Holdings Inc. reports changes in its certifying accountant, execution of addenda to share exchange agreements, migration to project-based compensatory arrangements for certain officers and vendors, preparation for a potential equity credit line, authorization for a potential uplisting to the OTCQB Venture Market, and approval to migrate the company’s principal office to the State of Wyoming.","talent_readthrough":"Sentient Brands Holdings Inc. has made changes in its executive leadership and is preparing for a potential equity credit line and uplisting to the OTCQB Venture Market. The announcement does not disclose any hiring plans.","company":"Sentient Brands Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1358633/000173112226000048/e7205_8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:51:03"},{"signal_id":"86d84a6c45eb540a4c25dec08d5f2915","headline":"Pulse Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pulse Biosciences, Inc. announced the election of Maria Sainz to its Board of Directors, effective immediately, and her appointment to the Audit Committee.","talent_readthrough":"Maria Sainz joins Pulse Biosciences' board, adding executive leadership from healthcare technology.","company":"Pulse Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1625101/000143774926000938/plse20260106_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:51:11"},{"signal_id":"4f219fae3da6f96fce1a4c16c2c0ee9b","headline":"Lyra Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lyra Therapeutics, Inc. has approved a plan to suspend development of LYR-210 and implement a cost reduction plan, including a workforce reduction affecting substantially all remaining employees.","talent_readthrough":"Lyra Therapeutics cuts nearly all remaining roles in Watertown as it suspends development of its lead product candidate.","company":"Lyra Therapeutics, Inc.","pillar":"company_development","signal_direction":"displacement","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327273/000119312526009772/d27712d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:51:19"},{"signal_id":"d6eaaa89008fd40c06e411a57e3ca2f7","headline":"Target Hospitality Corp. 8-K filing (Item 5.02): officer or director change","summary":"Target Hospitality Corp. appointed Cyril J. Hahamski as Chief Accounting Officer, while Jason P. Vlacich ceased serving as Chief Accounting Officer but continues as Chief Financial Officer.","talent_readthrough":"Target Hospitality appoints a new Chief Accounting Officer in The Woodlands, Texas, with no disclosed impact on headcount.","company":"Target Hospitality Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712189/000110465926003335/tm262684d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:51:27"},{"signal_id":"3c73ed465970818ba527bc35842b1203","headline":"Paramount Skydance Corp 8-K filing (Item 5.02): officer or director change","summary":"Paramount Skydance Corporation appointed Dennis Cinelli as Chief Financial Officer and Andrew Campion as a new director of the Board and on the Audit Committee.","talent_readthrough":"Paramount Skydance Corporation appoints a new CFO and board member in New York. The announcement does not disclose any changes in hiring plans.","company":"Paramount Skydance Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2041610/000204161026000003/psky-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:51:35"},{"signal_id":"ec2ca81f77cfc4d35a5aa8149e590820","headline":"Kyverna Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kyverna Therapeutics, Inc. announced the appointment of Christi Shaw as Executive Chairperson of the Board of Directors and provided a corporate update and strategic priorities for 2026.","talent_readthrough":"Kyverna Therapeutics appoints a new Executive Chairperson in Emeryville, signaling a leadership change in the pharma and biotech sector.","company":"Kyverna Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1994702/000119312526009810/kytx-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:51:43"},{"signal_id":"1c962531455e438e60ce85b644428186","headline":"FIRST COMMUNITY CORP /SC/ 8-K filing (Item 5.02): officer or director change","summary":"First Community Corporation reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at First Community Corporation in Lexington, South Carolina, affects executive roles.","company":"First Community Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SC","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/932781/000155278126000009/e26018_fcco-8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:51:52"},{"signal_id":"2b9e2d8ccd90a9b23414904435d36d22","headline":"RxSight, Inc. 8-K filing (Item 5.02): officer or director change","summary":"RxSight, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"RxSight has a leadership change in Aliso Viejo; the filing does not disclose hiring or displacement plans.","company":"RxSight, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111485/000119312526010478/rxst-20260111.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:52:01"},{"signal_id":"6a210fcab849ece642f9c8ef52c2041e","headline":"Anika Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Anika Therapeutics, Inc. reported a change in officer or director in its 8-K filing with the SEC, alongside reaffirming its financial guidance for the year ended December 31, 2025.","talent_readthrough":"Anika Therapeutics has announced a leadership change in Bedford, Massachusetts, with no disclosed impact on hiring or workforce size.","company":"Anika Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898437/000119312526007655/d136217d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:52:10"},{"signal_id":"552019bbfe9b747a4db474fd2399b95f","headline":"Duolingo, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Duolingo, Inc. reported a change in its officer or director position in an 8-K filing with the SEC.","talent_readthrough":"Duolingo has a leadership change in Pittsburgh; the filing does not disclose hiring plans.","company":"Duolingo, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562088/000162828026001730/duol-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:52:25"},{"signal_id":"9cbfb87cee15af32537d26c2b09255f7","headline":"Outset Medical, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Outset Medical, Inc. reported the resignation of Andrea Saia from its Board of Directors.","talent_readthrough":"Outset Medical's board change in San Jose affects executive leadership; no hiring or displacement is disclosed.","company":"Outset Medical, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1484612/000119312526009865/om-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:52:33"},{"signal_id":"e3ed71e098172cb23c899d1e1fe3b1be","headline":"Quanterix Corp 8-K filing (Item 5.02): officer or director change","summary":"Quanterix Corporation announced executive transitions in its 8-K filing, with details on expectations regarding financial results for the fiscal year ended December 31, 2025.","talent_readthrough":"Quanterix announces executive transitions in Billerica, MA, with no disclosed impact on headcount.","company":"Quanterix Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1503274/000162828026001369/qtrx-20260108.htm","source_name":"SEC EDGAR","published_date":"2026-01-08","captured_at":"2026-07-28 07:52:44"},{"signal_id":"8f68379126777e799263fc84dc7d149e","headline":"HENRY SCHEIN INC 8-K filing (Item 5.02): officer or director change","summary":"Henry Schein, Inc. appointed Mr. Frederick Lowery as Chief Executive Officer, effective March 2, 2026, and expanded the Board from 14 to 15 members to include him.","talent_readthrough":"Henry Schein appoints a new CEO from Thermo Fisher Scientific, with no immediate hiring or displacement indicated.","company":"Henry Schein, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000228/000119312526009725/d52378d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:53:15"},{"signal_id":"919694b2fdb867718913e90b7c173c0f","headline":"Katapult Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Katapult Holdings, Inc. announced a retention award to Derek Medlin, President and Chief Growth Officer, in the amount of $400,000, payable in three installments, in conjunction with pending mergers.","talent_readthrough":"Derek Medlin, President and Chief Growth Officer at Katapult in Plano, receives a $400,000 retention award tied to pending mergers.","company":"Katapult Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1785424/000095010326000342/dp239826_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:53:31"},{"signal_id":"be129a2638fadeb7e003142b93057c60","headline":"LeonaBio, Inc. 8-K filing (Item 5.02): officer or director change","summary":"LeonaBio, Inc. filed an 8-K form reporting a change in its officer or director and a name change from Athira Pharma, Inc., effective January 9, 2026.","talent_readthrough":"LeonaBio's leadership change in Bothell does not indicate immediate hiring or displacement; watch for updates on executive roles.","company":"LeonaBio, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620463/000119312526008904/atha-20260107.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:53:39"},{"signal_id":"d577ac4cb4a1cbfc8a836b137c300689","headline":"IDEXX LABORATORIES INC /DE 8-K filing (Item 5.02): officer or director change","summary":"Jonathan (Jay) Mazelsky will step down as President and CEO of IDEXX Laboratories, Inc., transitioning to Executive Chair of the Board, with Michael (Mike) Erickson, PhD, assuming the role of President and CEO.","talent_readthrough":"IDEXX Laboratories' CEO transition affects executive roles in Westbrook, with no immediate hiring or displacement indicated.","company":"IDEXX LABORATORIES, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ME","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874716/000110465926003103/tm262817d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-13","captured_at":"2026-07-28 07:54:03"},{"signal_id":"677fb383b67a1926d3bc4f48bbc21970","headline":"City Office REIT, Inc.  (CIO, CIO-PA) 8-K filing (Item 5.02): officer or director change","summary":"City Office REIT, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"City Office REIT has a leadership change in its executive team; the filing does not disclose hiring or displacement plans.","company":"City Office REIT, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593222/000119312526009080/d52082d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:54:11"},{"signal_id":"b743b65055b55937ff017958f9356f15","headline":"Applied Digital Corp. 8-K filing (Item 5.02): officer or director change","summary":"Applied Digital Corporation's Board of Directors approved the grant of 4,500,000 performance stock units and 1,500,000 restricted stock units to Wes Cummins, Chairman and Chief Executive Officer, under the Company’s 2024 Omnibus Equity Incentive Plan.","talent_readthrough":"Applied Digital's CEO in Dallas receives significant equity awards, signaling a compensation shift for the executive role.","company":"Applied Digital Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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plans; watch its careers page for roles in financial services.","company":"Bakkt Holdings, Inc.","pillar":"company_development","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-22","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820302/000119312526009830/d88960dex991.htm","source_name":"SEC EDGAR","published_date":"2026-01-12","captured_at":"2026-07-28 07:54:30"},{"signal_id":"fc25e657de7f2aad3755005b9525155f","headline":"Compass, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Compass, Inc. completed its acquisition of Anywhere Real Estate Inc. and issued $1,000.0 million in aggregate principal amount of the Company’s 0.25% Convertible Senior Notes due 2031.","talent_readthrough":"Compass, Inc. has undergone a leadership change in New York, with no disclosed impact on headcount.","company":"Compass, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":"$1,000.0 million","funding_amount_usd":1000000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563190/000156319026000019/comp-20260109.htm","source_name":"SEC EDGAR","published_date":"2026-01-09","captured_at":"2026-07-28 07:54:38"},{"signal_id":"5876796a043af3a1f6e7e9547dd26e52","headline":"Forge Global Holdings, Inc. 8-K filing (Item 5.02): officer or 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EDGAR","published_date":"2026-01-14","captured_at":"2026-07-28 07:55:09"},{"signal_id":"89a1c19afe5a55d256f9cba01f0f73f3","headline":"Zymeworks Inc. 8-K filing (Item 5.02): officer or director change","summary":"Zymeworks Inc. reported a change in officer or director in its 8-K filing, with the event dated January 6, 2026.","talent_readthrough":"Zymeworks Inc. has announced a change in its executive leadership in Middletown, Delaware, with no immediate impact on headcount disclosed.","company":"Zymeworks Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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resignation.","talent_readthrough":"Barry Padgett steps into the interim CFO role at SentinelOne in Mountain View, a planned succession with no disclosed hiring or displacement.","company":"SentinelOne, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583708/000158370826000006/s-20251204.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 07:56:11"},{"signal_id":"57f7b53d8751dbf1a3e15e87c34e86c1","headline":"NEXT-ChemX Corporation. 8-K filing (Item 5.02): officer or director change","summary":"Benton Wilcoxon resigned from his positions as a Member of the Board of Directors and Chief Executive Officer of NEXT-ChemX Corporation, with no disagreement cited.","talent_readthrough":"NEXT-ChemX Corporation's CEO and board member Benton Wilcoxon has resigned; the company is now seeking executive leadership in Las Vegas.","company":"NEXT-ChemX Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1657045/000149315226002898/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 07:56:19"},{"signal_id":"0cd2ee9601cf27efb0a5cb1d359a133a","headline":"Foxx Development Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michelle Jie Shen was elected as the director of Foxx Development Holdings Inc. and is entitled to receive an annual director fee of $60.","talent_readthrough":"Foxx Development Holdings appoints a new director in Irvine, with no disclosed impact on hiring or workforce changes.","company":"Foxx Development Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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07:56:59"},{"signal_id":"6f5f3803b02e01b610ff19dc31d22ff7","headline":"MGM Resorts International 8-K filing (Item 5.02): officer or director change","summary":"MGM Resorts International entered into an employment agreement with John McManus, Chief Legal and Administrative Officer and Secretary, effective January 1, 2026, with a term until December 31, 2029, a minimum base salary of $1,000,000 per year, and an annual target bonus equal to 150% of base salary.","talent_readthrough":"MGM Resorts International has appointed John McManus as Chief Legal and Administrative Officer and Secretary in Las Vegas, with a compensation package including a base salary and target bonus.","company":"MGM Resorts International","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Calcote, Jeffrey R. Noordhoek, and Paul E. Washington to its Board of Directors.","talent_readthrough":"Federal Home Loan Bank of Topeka elects three new directors to its board, signaling a leadership change in the financial services sector.","company":"Federal Home Loan Bank of Topeka","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325878/000132587826000010/fhlbt-20251203.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 07:58:11"},{"signal_id":"0c631e8cb61ff41b35cc97fd20e7d2a4","headline":"KeyCorp 8-K filing: officer or director change","summary":"KeyCorp has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"KeyCorp has announced a leadership change in its executive team, as disclosed in its SEC filing.","company":"KeyCorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91576/000009157626000006/key-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 07:58:21"},{"signal_id":"4904e2b1f1dc669f5c72cf033b3f52ee","headline":"Pure Cycle Corporation Announces Leadership Change","summary":"Pure Cycle Corporation filed an 8-K form with the SEC, reporting a change in its board of directors by appointing Daniel J. Roller and increasing the board size from seven to eight members.","talent_readthrough":"Pure Cycle Corporation appoints a new director to its board in Watkins, Colorado, signaling a leadership change.","company":"Pure Cycle Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/276720/000110465926004427/pcyo-20260114x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 07:58:32"},{"signal_id":"8e38ceff183c602439f1e6d253dc0b4e","headline":"CompoSecure, Inc. 8-K filing (Item 5.02): officer or director change","summary":"CompoSecure, Inc. announced the appointment of Graham Robinson as President and CEO of its CompoSecure business, effective January 22, 2026, and the departure of Jonathan C. Wilk as CEO and from the board, effective January 21, 2026.","talent_readthrough":"CompoSecure appoints Graham Robinson as President and CEO, replacing Jonathan C. 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Scalzo as its new President and Chief Executive Officer, succeeding Geoff Tanner who stepped down.","talent_readthrough":"Joseph E. Scalzo takes over as CEO at Simply Good Foods in Denver, replacing Geoff Tanner. The announcement does not indicate changes for other roles.","company":"The Simply Good Foods Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1702744/000110465926005379/tm263640d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 07:59:24"},{"signal_id":"9236401d0b0e3b793c3c942ac49f06ec","headline":"Rekor Systems, Inc. 8-K filing (Item 5.02): officer or director change","summary":"On January 14, 2026, Viraj Mehta and Tim Davenport resigned from the Board of Directors of Rekor Systems, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"Two board members resigned at Rekor Systems in Columbia, MD; watch for potential shifts in governance or strategy.","company":"Rekor Systems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1697851/000143774926001375/rekr20260115_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 07:59:38"},{"signal_id":"33a5ee808d45f0c43f3863c64a136ef7","headline":"PARK AEROSPACE CORP 8-K filing (Item 5.02): officer or director change","summary":"PARK AEROSPACE CORP announced the election of Constantine Petropoulos as Senior Vice President and Chief Legal and Capital Markets Officer on January 14, 2026.","talent_readthrough":"PARK AEROSPACE CORP appoints a new Senior Vice President and Chief Legal and Capital Markets Officer in New York.","company":"PARK AEROSPACE CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/76267/000143774926001432/pke20260116_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 07:59:52"},{"signal_id":"40c94fe8e3a3ee3b2a118185bd8f11ba","headline":"First American Financial Corp 8-K filing (Item 5.02): officer or director change","summary":"Martha Wyrsch retired from the Board of Directors of First American Financial Corporation on January 21, 2026.","talent_readthrough":"A board member retires at First American Financial Corporation in Santa Ana, California.","company":"First American Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1472787/000119312526017981/faf-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:00:09"},{"signal_id":"ce99cd9e751cb3206fae527ccdf601c8","headline":"Perma-Pipe International Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"David B. Brown resigned as a director of Perma-Pipe International Holdings, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A director resigns at Perma-Pipe in Texas; the announcement does not name a successor.","company":"Perma-Pipe International Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914122/000143774926001569/ppih20260116_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:00:18"},{"signal_id":"0be03a3f2fb53a85878dead3a7663af3","headline":"SmartKem, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Beverley Brown, Chief Scientist of SmartKem, Inc., notified the company of her intention to retire, effective January 12, 2026.","talent_readthrough":"SmartKem's Chief Scientist retires; watch for a successor in Manchester.","company":"SmartKem, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Manchester","hq_country":"GB","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-12","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1817760/000110465926004112/tm263321d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:00:35"},{"signal_id":"5eaf401f7621fc36809241e3086bda8c","headline":"Chewy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Satish Mehta, Chief Technology Officer of Chewy, Inc., notified the company of his intention to retire on February 6, 2026, and the company plans to search for his successor.","talent_readthrough":"Chewy's CTO retires in February; the company will seek a successor in Florida.","company":"Chewy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766502/000119312526015958/d946839d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:00:44"},{"signal_id":"8bdba2ec54b5ce32769b7fd3c8e0425c","headline":"Bank First Corp 8-K filing (Item 5.02): officer or director change","summary":"Bank First Corporation announced that Steven M. 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Eldred joins Bank First Corporation's Board of Directors in Manitowoc, Wisconsin.","company":"Bank First Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746109/000110465926005133/tm263670d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:00:59"},{"signal_id":"446ab0e33ca2b00fea4d91db40b3617e","headline":"HOME BANCSHARES INC 8-K filing (Item 5.02): officer or director change","summary":"Home BancShares, Inc. appointed John W. Allison II to serve as a director, effective immediately, with his term continuing until the next annual meeting.","talent_readthrough":"Home BancShares adds a director in Conway, Arkansas, with no immediate changes to board committees.","company":"Home BancShares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1331520/000133152026000021/homb-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:01:08"},{"signal_id":"003c7fd05ed641472c47318248ad6c4a","headline":"QUALCOMM INC/DE 8-K filing (Item 5.02): officer or director change","summary":"Christopher D. Young, a member of the Board of Directors of QUALCOMM Incorporated, will be stepping down from the Board effective as of the Company’s 2026 Annual Meeting of Stockholders due to the significant time commitment required in his new role as Chief Executive Officer and a member of the board of directors of Vertex, Inc.","talent_readthrough":"QUALCOMM's board member steps down in San Diego; executive roles at the company may see adjustments.","company":"QUALCOMM Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/804328/000080432826000008/qcom-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:01:17"},{"signal_id":"41cf831b81434348315c14e8f3e881c9","headline":"MARINEMAX INC 8-K filing (Item 5.02): officer or director change","summary":"Adam M. Johnson resigned as a member of the Board of Directors of MarineMax, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board member resigns at MarineMax in Florida; the company's leadership structure adjusts with no stated impact on operations.","company":"MarineMax, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1057060/000119312526016532/hzo-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:01:26"},{"signal_id":"7c788718287adea4374efe4e5a87fd0b","headline":"GE Vernova Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mavi Zingoni has resigned from her position as the Chief Executive Officer, Power Segment and as an officer of GE Vernova Inc., effective January 21, 2026. Eric Gray has been appointed as the new Chief Executive Officer, Power Segment.","talent_readthrough":"GE Vernova's leadership in the Power Segment changes hands in Cambridge, with Eric Gray taking over from Mavi Zingoni.","company":"GE Vernova Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-21","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1996810/000199681026000004/gev-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:01:55"},{"signal_id":"99cf435fd514a68f4e67508b64617c22","headline":"Tennessee Valley Authority 8-K filing: officer or director change","summary":"Rebecca C. Tolene is no longer performing the duties of TVA’s Executive Vice President and General Counsel and will be departing TVA, effective January 15, 2026.","talent_readthrough":"Rebecca C. Tolene departs as Executive Vice President and General Counsel at Tennessee Valley Authority in Knoxville.","company":"Tennessee Valley Authority","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376986/000137698626000006/tve-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:02:10"},{"signal_id":"af57f9e7a2fad5fc9bd0190a44ad6024","headline":"NEW PEOPLES BANKSHARES INC 8-K filing (Item 5.02): officer or director change","summary":"New Peoples Bankshares, Inc. reported the retirement of John J. Boczar, Chief Accounting Officer and Secretary, with Christopher G. Speaks, Chief Financial Officer, assuming duties as principal accounting officer.","talent_readthrough":"New Peoples Bankshares sees a leadership change in Honaker, Virginia, with the retirement of its Chief Accounting Officer and Secretary, and the CFO taking on additional accounting duties.","company":"New Peoples Bankshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163389/000190359626000010/nwpp_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:02:38"},{"signal_id":"57d17a90e05af50aedd8ab46c5405b62","headline":"PACCAR INC 8-K filing (Item 5.02): officer or director change","summary":"C. Michael Dozier, Executive Vice President, announced his retirement from PACCAR after 37 years of service, effective April 1, 2026. W. Lance Walters will be promoted to Vice President, and Raja Shembekar will assume responsibilities for international business development.","talent_readthrough":"PACCAR's executive team in Bellevue sees a retirement and promotions, with no stated impact on headcount.","company":"PACCAR Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/75362/000119312526015349/d48678d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:02:47"},{"signal_id":"72d76207b445be54b47878acee7296c1","headline":"Community West Bancshares 8-K filing (Item 5.02): officer or director change","summary":"Daniel N. Cunningham, a member of the board of directors of Community West Bancshares, has announced his retirement effective May 20, 2026, after serving the company for 46 years. He will be appointed as Director Emeritus upon his retirement.","talent_readthrough":"A board member at Community West Bancshares in Fresno is retiring after 46 years, with no immediate replacement announced.","company":"Community West Bancshares","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1127371/000162828026002392/cvcy-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:02:57"},{"signal_id":"c9ea7fcd3d7795a3e7314815db233e5f","headline":"Zeo ScientifiX, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Zeo ScientifiX, Inc. awarded 175,000 restricted shares of common stock to each of Ian Bothwell, CEO and CFO, and Dr. George Shapiro, Chief Medical Officer, under the 2021 Incentive Stock Plan.","talent_readthrough":"Zeo ScientifiX awarded restricted stock to its CEO and Chief Medical Officer, signaling a compensation shift for executive roles in Florida.","company":"Zeo ScientifiX, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1557376/000182912626000431/zeoscientifix_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:03:32"},{"signal_id":"087281ef9052aef45c2adc0dcd82eebf","headline":"ACCURAY INC 8-K filing (Item 5.02): officer or director change","summary":"Sandeep Chalke, Senior Vice President and Chief Commercial Officer of Accuray Incorporated, has announced his resignation effective March 31, 2026, with no disagreement cited.","talent_readthrough":"Accuray's chief commercial officer is leaving the Madison healthcare firm in a planned transition; the announcement names no successor.","company":"Accuray Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1138723/000119312526016769/d61609d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:03:42"},{"signal_id":"6e41df7d60aec7baa105a0674d4c980d","headline":"HF Foods Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"Maria Ross resigned from the board of directors of HF Foods Group Inc., effective January 16, 2025, and the company has begun searching for a new independent director.","talent_readthrough":"HF Foods Group seeks a new independent director in Las Vegas following a resignation.","company":"HF Foods Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-15","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1680873/000168087326000002/hffg-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:04:14"},{"signal_id":"ba3a397f4894dbb327436e938f5cb415","headline":"VALUE LINE INC 8-K filing (Item 5.02): officer or director change","summary":"Value Line, Inc. reports the death of director Alfred R. Fiore and the appointment of Dr. Alexander J. Swistel to the Board of Directors and its Audit Committee.","talent_readthrough":"Value Line appoints a new director in New York, filling a vacancy left by a death.","company":"Value Line, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/717720/000143774926001439/valu20260116_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:04:24"},{"signal_id":"3b1c908ebdbb4c486b03fa4b50ba7c29","headline":"Celularity Inc  (CELU, CELUW) 8-K filing (Item 5.02): officer or director change","summary":"Celularity Inc's Compensation Committee approved the First Amendment to the Amended and Restated Employment Agreement of John Haines, the Company’s Senior Executive Vice President, Global Manager and Chief Administrative Officer, increasing the severance period to 24 months from 12 months.","talent_readthrough":"John Haines's employment terms at Celularity in Florham Park have been amended, with no disclosed impact on hiring or workforce changes.","company":"Celularity Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1752828/000149315226003100/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:04:51"},{"signal_id":"c0e734e60cd9713cfb883bc6c61faa5f","headline":"AmBase Corp 8-K filing (Item 5.02): officer or director change","summary":"Joseph R. Bianco ceased as an employee of AmBase Corporation effective January 1, 2026.","talent_readthrough":"AmBase Corporation's executive team changes in Coral Springs with the departure of Joseph R. Bianco.","company":"AmBase Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/20639/000114036126001845/ef20063015_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:05:05"},{"signal_id":"ddf7057d8a67f16b74d121f5cd0f243b","headline":"NMF SLF I, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Alfred F. Hurley, Jr. retired from his position as a director of NMF SLF I, Inc., reducing the Board size from five to four directors.","talent_readthrough":"NMF SLF I's board reduces by one director in New York, with no stated impact on hiring or other roles.","company":"NMF SLF I, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766037/000158064226000286/nmfslfi_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:05:13"},{"signal_id":"e4e37c839efd101723a7b571a46179d2","headline":"WillScot Holdings Corp 8-K filing (Item 5.02): officer or director change","summary":"WillScot Holdings Corporation announced the departure of Hezron Lopez, Executive Vice President, Chief Legal & Compliance Officer & ESG, effective February 6, 2026, under a Separation and Release Agreement.","talent_readthrough":"WillScot's chief legal officer departs in February 2026; the filing does not name a successor.","company":"WillScot Holdings Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647088/000164708826000003/wsc-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:05:22"},{"signal_id":"0ced2b8e76bbe78a017b9f783f770e60","headline":"Permian Resources Corp 8-K filing (Item 5.02): officer or director change","summary":"Robert J. Anderson, a member of the Board of Directors of Permian Resources Corporation, will retire effective January 21, 2026.","talent_readthrough":"A board member retires at Permian Resources in Midland, Texas, with no disclosed impact on operations.","company":"Permian Resources Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-21","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1658566/000165856626000025/pr-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:05:39"},{"signal_id":"38574e27804abfc381cf8d8468dd3993","headline":"DYNEX CAPITAL INC  (DX, DX-PC) 8-K filing (Item 5.02): officer or director change","summary":"Joy Palmer notified Dynex Capital, Inc. that she will not stand for re-election as a member of the Board of Directors at the Company’s 2026 Annual Meeting of Shareholders, with no disagreement cited.","talent_readthrough":"Dynex Capital's board will see a change as Joy Palmer steps down at the 2026 Annual Meeting, marking a planned succession in executive leadership.","company":"Dynex Capital, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/826675/000082667526000002/dx-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:05:49"},{"signal_id":"6ec939a0560e6edebee4e8efb6e98859","headline":"Iron Horse Acquisition II Corp. 8-K filing: officer or director change","summary":"Melissa Escobar, an independent director of Iron Horse Acquisition II Corp., resigned from the Board for personal reasons, effective immediately.","talent_readthrough":"A board member resigns at Iron Horse Acquisition II Corp., a Cayman Islands company headquartered in Boca Raton, FL. The filing does not indicate any immediate changes for executive roles.","company":"Iron Horse Acquisition II Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2051985/000121390026005663/ea0273246-8k_ironhorse2.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:06:04"},{"signal_id":"51c4dbd930754d2649ffb3308ff8c84c","headline":"GALECTIN THERAPEUTICS INC 8-K filing (Item 5.02): officer or director change","summary":"Galectin Therapeutics Inc's board approved cash retention bonuses for its Chief Medical Officer and Chief Financial Officer, to be paid in three installments in 2026, with conditions for repayment.","talent_readthrough":"Galectin Therapeutics offers retention bonuses to its Chief Medical Officer and Chief Financial Officer in Norcross, tying compensation to continued employment through 2026.","company":"GALECTIN THERAPEUTICS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-12-31","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1133416/000114036126001866/ef20063365_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:06:14"},{"signal_id":"40b729e4d0cc31093a40b92f9d9f5f29","headline":"Cocrystal Pharma, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cocrystal Pharma, Inc. approved the grant of non-qualified stock options to its directors, executive officers, and a certain consultant, with specific vesting schedules.","talent_readthrough":"Executive roles at Cocrystal Pharma in Bothell receive stock options with a 10-year term and staggered vesting.","company":"Cocrystal Pharma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1412486/000149315226002422/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:06:22"},{"signal_id":"0c3032ee1267a84330d6478e47301f85","headline":"Novelis Inc. 8-K filing (Item 5.02): officer or director change","summary":"Novelis Inc. announced the appointment of Emilio Braghi as Chief Operating Officer, while he continues his role as Executive Vice President and President, Novelis Europe.","talent_readthrough":"Novelis appoints Emilio Braghi as COO in Atlanta, with no immediate changes to executive compensation.","company":"Novelis Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1304280/000130428026000002/nvl-20260119.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:06:31"},{"signal_id":"59290c200744fcb9af4cc65b990420e8","headline":"CITIZENS FINANCIAL SERVICES INC 8-K filing (Item 5.02): officer or director change","summary":"Joseph B. Bower, Jr. was appointed to the Board of Directors of Citizens Financial Services, Inc. and its subsidiary, First Citizens Community Bank, and will serve on the Audit and Examination Committee.","talent_readthrough":"Joseph B. Bower, Jr. joins the board of Citizens Financial Services in Mansfield, Pennsylvania, with no immediate change to executive roles disclosed.","company":"Citizens Financial Services Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/739421/000073942126000005/jbowerappointment.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:06:39"},{"signal_id":"cb1d73e183e4cd754c7acc7e1ce607ae","headline":"MANITOWOC CO INC 8-K filing (Item 5.02): officer or director change","summary":"The Manitowoc Company, Inc. increased the size of its Board of Directors from eight to ten and elected Mark B. Rourke and Randy A. Wood as new directors.","talent_readthrough":"The Manitowoc Company adds two directors to its board in Milwaukee, signaling leadership expansion without immediate hiring implications.","company":"The Manitowoc Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/61986/000119312526017317/mtw-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:06:55"},{"signal_id":"4641d607d17bf22f45dc6eca9dfd5d57","headline":"SONOCO PRODUCTS CO 8-K filing (Item 5.02): officer or director change","summary":"Sonoco Products Company announced the retirement of Rodger Fuller as Chief Operating Officer effective February 28, 2026, with no successor to be appointed.","talent_readthrough":"Sonoco's COO retires in February 2026; the company does not plan to replace the role.","company":"Sonoco Products Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SC","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91767/000110465926005124/tm263580d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:07:03"},{"signal_id":"3636e65d782675ba1f810838da2e3924","headline":"GENUINE PARTS CO 8-K filing (Item 5.02): officer or director change","summary":"Genuine Parts Company announced that Paul D. 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(UA, UAA) 8-K filing (Item 5.02): officer or director change","summary":"Under Armour announced that Yassine Saidi, Chief Product Officer, will be stepping down on February 2, 2026 to pursue other opportunities.","talent_readthrough":"Under Armour's Chief Product Officer departs in February 2026; the executive team in Baltimore will see a change.","company":"Under Armour, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1336917/000133691726000017/ua-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:08:08"},{"signal_id":"ae949871da4192192221f58554271a11","headline":"Versus Systems Inc. 8-K filing (Item 5.02): officer or director change","summary":"Versus Systems Inc. reported a change in its officers or directors in an SEC filing, indicating a leadership change within the company.","talent_readthrough":"Versus Systems Inc. has a leadership change in Dover, United States; the filing does not disclose specific roles affected.","company":"Versus Systems Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701963/000121390026005292/ea0273253-8k_versus.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:08:17"},{"signal_id":"69694ca5ec49ee178adf0245ccd0e08a","headline":"Energous Corp 8-K filing (Item 5.02): officer or director change","summary":"Gregory Sadikoff was promoted to Chief Accounting Officer at Energous Corporation, effective immediately, as reported in the company's 8-K filing.","talent_readthrough":"Energous promotes Gregory Sadikoff to Chief Accounting Officer in San Jose, signaling a leadership change in its finance department.","company":"Energous Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575793/000110465926004553/tm263396d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:08:26"},{"signal_id":"8fa660ea8e7d341a4a4382cd895981fa","headline":"FiEE, Inc. 8-K filing (Item 5.02): officer or director change","summary":"FiEE, Inc. appointed Hongya Wen to its Board of Directors, increasing the board size to five directors, with Ms. Wen serving as chairperson.","talent_readthrough":"FiEE adds a board director in Hong Kong, with no immediate change to executive roles or committees.","company":"FiEE, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"HK","hq_city":null,"hq_country":"HK","state":null,"functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467761/000182912626000331/fiee_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:08:42"},{"signal_id":"2149313b79bb392c3a7bdcdb1ad5cf4c","headline":"CNO Financial Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"CNO Financial Group, Inc. appointed Linda T. Gibson as an independent director, increasing the Board size to ten members, and assigned her to the Audit and Enterprise Risk Committee and the Investment Committee.","talent_readthrough":"CNO Financial adds an independent director in Carmel, with no immediate change to executive roles disclosed.","company":"CNO Financial Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1224608/000122460826000005/cno-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:08:59"},{"signal_id":"26dcb0a5fd4640237ddc391028da4b5b","headline":"RALPH LAUREN CORP 8-K filing (Item 5.02): officer or director change","summary":"Ralph Lauren Corporation elected Cesar Conde as a Class B director on the Board, effective January 15, 2026.","talent_readthrough":"Ralph Lauren adds a new director in New York; the filing does not disclose hiring plans.","company":"RALPH LAUREN CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037038/000095014226000179/eh260725530_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:09:07"},{"signal_id":"6fecd1b9d58a8024a311b3822b7b41ff","headline":"Lumexa Imaging Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ms. Julie Szeker, Chief Legal Officer and Corporate Secretary of Lumexa Imaging Holdings, Inc., submitted her resignation, effective March 13, 2026, with no disagreement cited. The company has initiated a process to identify a successor and entered into a transition agreement with Ms. Szeker.","talent_readthrough":"Lumexa's Chief Legal Officer departs in March; the Raleigh-based tech company seeks a successor in legal and executive roles.","company":"Lumexa Imaging Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["legal_compliance","executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"The company will appoint a new Chief Legal Officer by March 13, 2026.","check_after_date":"2026-03-13","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2071288/000119312526013511/d44183d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:09:42"},{"signal_id":"da2a3984f8408ea6219ed83b8b89143e","headline":"Crawford & Company Announces New CEO for US Operations","summary":"Crawford & Company has promoted Michael J. Hoberman to CEO of US Operations, effective January 1, 2026, with a new employment agreement detailing his compensation.","talent_readthrough":"Michael J. Hoberman steps into the CEO role for US Operations at Crawford & Company, with a compensation package including a base salary and bonuses.","company":"Crawford & Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/25475/000110465926004113/tm263247d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:10:16"},{"signal_id":"3a967fbdfcb4d36f46dcf9dad4f5a94c","headline":"ADVANCED MICRO DEVICES INC 8-K filing (Item 5.02): officer or director change","summary":"Advanced Micro Devices, Inc. appointed Ms. KC McClure as a director to the Board, increasing the Board size from eight to nine directors.","talent_readthrough":"Advanced Micro Devices adds a new independent director to its board in Santa Clara, with no immediate change to executive roles.","company":"Advanced Micro Devices, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2488/000000248826000002/amd-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:10:31"},{"signal_id":"6cf1f6cb7c4955c43c3c60119b6aed1a","headline":"PIXELWORKS, INC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Pixelworks, Inc. approved the payment of bonuses under the DeBonis Agreement and the Aman Agreement, including a waiver of a condition under each Bonus Agreement.","talent_readthrough":"Executives at Pixelworks in Portland receive bonus payments under amended agreements, signaling a compensation shift.","company":"Pixelworks, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040161/000104016126000010/pxlw-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:10:47"},{"signal_id":"5d49f93063d5185b6b3d5788f51e1ee1","headline":"Axil Brands, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Peter Dunne resigned from the Board of AXIL Brands, Inc., and Thomas Penna was appointed to fill the vacancy, with no disagreements cited for the resignation.","talent_readthrough":"AXIL Brands sees a board change in Beverly Hills, with one director resigning and another appointed, affecting executive oversight.","company":"AXIL BRANDS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1718500/000152013826000032/axil-20260115_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:10:55"},{"signal_id":"bde9768643c1098f12cd352ba162f544","headline":"Public Service Enterprise Group INC 8-K filing (Item 5.02): officer or director change","summary":"Geisha J. 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Tokich as a director, effective February 5, 2026, increasing the Board of Directors from nine to ten members.","talent_readthrough":"Mettler-Toledo International Inc adds a director to its board, expanding from nine to ten members. 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Robinson-Day as Executive Vice President and Chief Credit Officer, effective January 14, 2026.","talent_readthrough":"Lakeland Financial Corporation appoints a new Chief Credit Officer in Warsaw, Indiana, with no disclosed impact on headcount.","company":"Lakeland Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"Warsaw","region":"Europe","country":"PL","hq_city":"Warsaw","hq_country":"PL","state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/721994/000072199426000007/lkfn-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:12:48"},{"signal_id":"2b0a796f51b33377648cf122be25f772","headline":"Monroe Capital Enhanced Corporate Lending Fund 8-K filing (Item 5.02): officer or director change","summary":"Monroe Capital Enhanced Corporate Lending Fund appointed Ronald A. Holinsky as Chief Compliance Officer, Chief Legal Officer, and Corporate Secretary, replacing Kristan Gregory and Christopher Lund, who remains as Chief Financial Officer.","talent_readthrough":"Monroe Capital Enhanced Corporate Lending Fund in Chicago has appointed Ronald A. 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Macpherson to its Board of Directors, effective immediately, as reported in an SEC filing.","talent_readthrough":"DuPont adds an independent director to its board in Wilmington, with no immediate change to executive roles.","company":"DuPont de Nemours, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1666700/000166670026000004/dd-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:13:17"},{"signal_id":"67d9140288401b21882f81b4db43f5c4","headline":"Phoenix Energy One, LLC 8-K filing (Item 5.02): officer or director change","summary":"Phoenix Energy One, LLC entered into new employment agreements with its Chief Executive Officer, Chief Financial Officer, and Chief Business Officer, effective January 1, 2026, superseding prior agreements.","talent_readthrough":"Phoenix Energy One's executive team in Irvine has new employment agreements; the filing does not disclose changes to headcount or roles.","company":"Phoenix Energy One, LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818643/000119312526018050/d919425d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:13:27"},{"signal_id":"928fa4701f77ce5e82f3d16270235369","headline":"Federal Home Loan Bank of Pittsburgh 8-K filing (Item 5.02): officer or director change","summary":"The Federal Home Loan Bank of Pittsburgh reported changes in its Board of Directors and received non-objection from the Federal Housing Finance Agency for its 2026 Directors’ Compensation Policy.","talent_readthrough":"Executive roles at the Federal Home Loan Bank of Pittsburgh in Pennsylvania are affected by changes in the Board of Directors and compensation policy.","company":"Federal Home Loan Bank of Pittsburgh","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1330399/000119312526013880/ck0001330399-20251119.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:13:43"},{"signal_id":"eb70fed9aa24b82feb8c6a008149a3a8","headline":"Rainmaker Worldwide Inc. 8-K filing (Item 5.02): officer or director change","summary":"Rainmaker Worldwide Inc. adopted the 2026 Equity Incentive Plan, providing for the grant of stock options and other equity-based awards to officers, senior executives, directors, and future officers, senior executives, and directors of the Company.","talent_readthrough":"Rainmaker Worldwide Inc. has introduced a new equity incentive plan for executives in Las Vegas, signaling a shift in compensation strategy.","company":"Rainmaker Worldwide Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1872292/000149315226002433/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:13:51"},{"signal_id":"e8ce74b4af98a4905565ff9d9577a90b","headline":"Atlassian Corp 8-K filing (Item 5.02): officer or director change","summary":"Atlassian Corporation announced the appointment of Anil Sabharwal as a director, effective February 1, 2026. Sabharwal is currently Vice President of Product at Alphabet, Inc.","talent_readthrough":"Atlassian appoints a new director from Alphabet, signaling a leadership change in its board.","company":"Atlassian Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650372/000165037226000003/team-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:14:07"},{"signal_id":"289dc045c14ce63ee029312bcb4ebfd0","headline":"Vivid Seats Inc. 8-K filing: officer or director change","summary":"Vivid Seats Inc. appointed Joseph Thomas as the Company’s Chief Financial Officer, succeeding Edward Pickus who will continue as Chief Accounting Officer.","talent_readthrough":"Vivid Seats appoints a new CFO in Chicago, with no immediate change to the executive team's size.","company":"Vivid Seats Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856031/000119312526016594/seat-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:14:16"},{"signal_id":"16d313a2716acc3b40482c90b6648682","headline":"AppFolio, Inc. 8-K filing (Item 5.02): officer or director change","summary":"AppFolio, Inc. decreased its Board of Directors from nine to seven and elected Saori Casey as a Class II Director, effective February 12, 2026.","talent_readthrough":"AppFolio's board changes in Santa Barbara include a reduction from nine to seven directors and the election of Saori Casey, with no immediate impact on hiring or roles.","company":"AppFolio, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1433195/000143319526000003/appf-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:14:28"},{"signal_id":"c50cea2edb7f16632b924612d51bfc80","headline":"STAAR Surgical Co 8-K filing (Item 5.02): officer or director change","summary":"STAAR Surgical Company announced changes to its Board of Directors, including the election of a new Board Chair and adjustments to the composition and leadership of its standing committees.","talent_readthrough":"STAAR Surgical Company's board leadership changes affect executive roles in Lake Forest, California.","company":"STAAR Surgical Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/718937/000119312526014681/staa-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:14:41"},{"signal_id":"3700ccd181d9b9e9e655913da7caffe6","headline":"Planned Retirement of Chief Financial Officer","summary":"Kenneth R. Bowling, Culp, Inc.'s Executive Vice President, Chief Financial Officer, and Treasurer, plans to retire at the end of calendar year 2026, after approximately 30 years with the company.","talent_readthrough":"Culp, Inc. is planning for the retirement of its CFO in High Point, North Carolina, with a transition period to appoint a successor.","company":"Culp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["finance","executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-12-31","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/723603/000119312526015387/culp-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:14:58"},{"signal_id":"4730f8aa9d3b41bf7971dbd5bdf128e6","headline":"PIXELWORKS, INC 8-K filing (Item 5.02): officer or director change","summary":"John Y. Liu resigned as a director of Pixelworks, Inc., and Douglas J. Darrow was appointed to fill the vacancy.","talent_readthrough":"Pixelworks replaces one board member in Portland; the change does not indicate hiring or displacement.","company":"Pixelworks, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040161/000104016126000012/pxlw-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:15:05"},{"signal_id":"481e68ccf0b7a0e67b5008d72275f2e1","headline":"PagerDuty, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PagerDuty, Inc. announced the appointment of Scott Aronson to the Board of Directors, effective February 9, 2026, increasing the Board size from nine to ten members.","talent_readthrough":"PagerDuty adds a new director to its board in San Francisco, expanding its leadership team.","company":"PagerDuty, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1568100/000156810026000003/pd-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:15:20"},{"signal_id":"d01e13f13d44e249de61c820d8553489","headline":"Murphy USA Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mindy K. West's compensation package as Chief Executive Officer of Murphy USA Inc. was approved, including an annual base salary of $1,000,000, a target annual cash incentive opportunity equal to 150% of base salary, and an annual long-term incentive award for 2026 with a targeted grant value of $5,000,000.","talent_readthrough":"Mindy K. West's executive compensation at Murphy USA in El Dorado is set, with no disclosed impact on other roles.","company":"Murphy USA Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1573516/000157351626000011/musa-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:15:31"},{"signal_id":"8a4dccfbcec9e56030f6fd75df76190e","headline":"MILLERKNOLL, INC. 8-K filing (Item 5.02): officer or director change","summary":"MillerKnoll, Inc. appointed Claire Spofford to the Board of Directors and the Compensation Committee, effective January 13, 2026.","talent_readthrough":"MillerKnoll adds a new director with retail leadership experience to its board in Zeeland, Michigan.","company":"MillerKnoll, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/66382/000006638226000012/mlkn-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:15:38"},{"signal_id":"c842dee31e50a3146ae6a7918341bd47","headline":"Toast, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Toast, Inc. appointed Rossana Niola as Chief Accounting Officer effective January 26, 2026, and as principal accounting officer effective March 2, 2026. She will receive a base salary of $400,000 per year.","talent_readthrough":"Toast appoints a new Chief Accounting Officer in Boston, signaling a leadership change in its executive team.","company":"Toast, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650164/000165016426000024/tost-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:15:54"},{"signal_id":"cdd97bfe65fa783ae7b1739d70788aee","headline":"Christian Storch appointed Interim Chief Financial Officer of Cornerstone Building Brands, 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08:16:07"},{"signal_id":"b522b793e906c83b941c757c3905aa17","headline":"GENERAL ELECTRIC CO 8-K filing (Item 5.02): officer or director change","summary":"General Electric Company announced that Mohamed Ali has been named President and CEO, Commercial Engines and Services (CES), effective January 15, 2026.","talent_readthrough":"GE Aerospace appoints Mohamed Ali as President and CEO of Commercial Engines and Services, a leadership change in the US.","company":"General Electric Co","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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units.","talent_readthrough":"Affirm's CEO receives a significant equity award, signaling a compensation shift for the executive team.","company":"Affirm Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820953/000162828026002442/afrm-20260113.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:16:56"},{"signal_id":"cfb3625e453ab5dec06bc2593bc7786d","headline":"Astera Labs, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Astera Labs, Inc. announced the appointment of Germaine Cota as Chief Accounting Officer and Vice President of Finance, effective January 20, 2026.","talent_readthrough":"Astera Labs appoints a new Chief Accounting Officer in San Jose, signaling a leadership change in finance roles.","company":"Astera Labs, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736297/000110465926005022/tm263452d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:17:03"},{"signal_id":"598bbe5ee4f164f3de043cd9d088d28b","headline":"PAYCHEX INC 8-K filing (Item 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Michael Hansen as an independent director to fill a newly created position on the Board of Directors.","talent_readthrough":"Paychex adds an independent director with financial expertise to its board in Rochester.","company":"Paychex, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/723531/000119312526016044/payx-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:17:30"},{"signal_id":"2ccfe9a0d8739cda7ad944b00a38d104","headline":"Phunware, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Phunware Inc. filed an amended Form 8-K/A to disclose the execution of Amendment No. 1 to the Confidential Executive Employment Agreement with Jeremy Krol, who was appointed as Interim Chief Executive Officer.","talent_readthrough":"Jeremy Krol steps into the interim CEO role at Phunware in Austin. The filing does not disclose broader workforce changes.","company":"Phunware Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1665300/000119312526017941/phun-20250713.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:17:45"},{"signal_id":"50874cc8202bbc4455e1f74d2745c8ae","headline":"SunCoke Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"SunCoke Energy, Inc. announced Mark W. Marinko’s retirement as Senior Vice President and Chief Financial Officer, effective March 13, 2026, and Shantanu Agrawal's appointment as his successor.","talent_readthrough":"SunCoke Energy's CFO succession plan in Lisle affects executive roles; the outgoing CFO retires and the treasurer steps up.","company":"SunCoke Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514705/000151470526000002/sxc-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:17:53"},{"signal_id":"2357b76c12b19ff4012b621fb0f50c0c","headline":"Pinnacle Financial Partners, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pinnacle Financial Partners, Inc. reported a change in its officers or directors in an SEC 8-K filing dated January 14, 2026.","talent_readthrough":"Pinnacle Financial Partners in Atlanta has a change in executive leadership, as reported in the SEC filing.","company":"Pinnacle Financial Partners, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2082866/000208286626000004/pnfp-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-15","captured_at":"2026-07-28 08:18:01"},{"signal_id":"13ddb0e4bc4674f4857d5c526db70767","headline":"Meta Platforms, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Meta Platforms, Inc. appointed Dina Powell McCormick as President and Vice Chairman, effective January 12, 2026.","talent_readthrough":"Meta appoints a new President and Vice Chairman in Menlo Park, signaling a leadership change at the executive level.","company":"Meta Platforms, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326801/000162828026002429/meta-20260112.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:18:16"},{"signal_id":"de2e91131186427a6ed41cd6848d751d","headline":"Boxlight Corp 8-K filing (Item 5.02): officer or director change","summary":"Jens Holstebro will step down from his role as Executive VP and General Manager of the Americas at Boxlight Corporation, effective January 27, 2026, as part of a planned leadership transition.","talent_readthrough":"Boxlight's executive VP for the Americas departs in a planned transition; watch for a successor in Duluth.","company":"Boxlight Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-27","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624512/000162828026002389/boxl-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:18:25"},{"signal_id":"e256971f0733b8098d256f0e8794c4d5","headline":"Hyperscale Data, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Hyperscale Data, Inc. appointed Michael 'Mickey' Lorber to the Board of Directors and as Chairman of the Audit Committee, effective January 19, 2026.","talent_readthrough":"Hyperscale Data adds a new board member in Las Vegas, with no immediate change to executive roles.","company":"Hyperscale Data, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/896493/000121465926000614/w1192628k.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:18:34"},{"signal_id":"65d9b7cf7f0cc9e16e65885a1777b8b8","headline":"CARRIAGE SERVICES INC 8-K filing (Item 5.02): officer or director change","summary":"Carriage Services, Inc. announced the appointment of Steven D. Metzger as President and Chief Operating Officer, effective February 2, 2026, as part of executive leadership changes to align with the company's business strategy.","talent_readthrough":"Steven D. Metzger steps into the President and COO role at Carriage Services in Houston, marking a leadership shift with no immediate hiring or displacement indicated.","company":"Carriage Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1016281/000101628126000010/csv-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:18:43"},{"signal_id":"5b62f1edc43db1421ddee14cc41833ae","headline":"PEOPLES BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Peoples Bancorp Inc. reported a change in officer or director as per their 8-K filing with the SEC.","talent_readthrough":"Peoples Bancorp Inc. has a leadership change in Marietta, Ohio; the announcement does not specify hiring or displacement.","company":"Peoples Bancorp Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318300/000031830026000026/pebo-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:19:06"},{"signal_id":"e3e3963cac79dbf893add039a3357f5d","headline":"Montrose Environmental Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Montrose Environmental Group, Inc. announced the appointment of James Laws as Chief Operating Officer, effective January 19, 2026.","talent_readthrough":"Montrose Environmental Group appoints a new COO in North Little Rock, signaling a leadership change without disclosed hiring or displacement.","company":"Montrose Environmental Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1643615/000119312526016039/meg-20260119.htm","source_name":"SEC EDGAR","published_date":"2026-01-20","captured_at":"2026-07-28 08:19:13"},{"signal_id":"36644d87f04da3123f1d46d7a8226a42","headline":"Dave Inc./DE  (DAVE, DAVEW) 8-K filing (Item 5.02): officer or director change","summary":"Imran Khan resigned from the Board of Directors of Dave Inc., and Nima Khajehnouri was appointed to the Board effective immediately.","talent_readthrough":"Dave Inc. sees a change in its board composition in Los Angeles, with one director resigning and another appointed, affecting executive leadership.","company":"Dave Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841408/000119312526016910/dave-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-21","captured_at":"2026-07-28 08:19:29"},{"signal_id":"189f1f8c72cca404dec02d2b82313f81","headline":"Applied Digital Corp. 8-K filing (Item 5.02): officer or director change","summary":"Applied Digital Corporation announced the transition of Jason Zhang from Chief Strategy Officer to President and Co-Founder, effective immediately.","talent_readthrough":"Jason Zhang moves to President and Co-Founder at Applied Digital Corporation, continuing to partner with the CEO.","company":"Applied Digital Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1144879/000149315226002580/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-16","captured_at":"2026-07-28 08:19:44"},{"signal_id":"3793c98c52878f9832134e44bc7e6e12","headline":"MetaVia Inc. 8-K filing (Item 5.02): officer or director change","summary":"MetaVia Inc. reported a change in its officers or directors in a Form 8-K filing with the SEC, indicating a leadership change within the company.","talent_readthrough":"MetaVia Inc. has announced a leadership change in Cambridge, affecting executive roles. The filing does not disclose specific hiring or displacement plans.","company":"MetaVia Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638287/000110465926006976/mtva-20260123x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:21:26"},{"signal_id":"b0752e8a266bf2e14e46747116e63741","headline":"Weyerhaeuser Co 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of the Weyerhaeuser Company Board of Directors approved new forms of terms and conditions for future performance share unit awards and restricted stock unit awards that may be granted to executive officers.","talent_readthrough":"Executive officers at Weyerhaeuser in Seattle may receive new forms of performance share unit awards and restricted stock unit awards.","company":"Weyerhaeuser Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/106535/000119312526024507/wy-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:21:51"},{"signal_id":"6051e614a28d564ec933386b984d0046","headline":"Block, Inc. Announces Departure of Chief Accounting Officer","summary":"Block, Inc. announced that Ajmere Dale, the company's Chief Accounting Officer, submitted his resignation effective February 26, 2026, to pursue another opportunity. Amrita Ahuja, the company's Chief Financial Officer & Chief Operating Officer, will serve as Interim Principal Accounting Officer.","talent_readthrough":"Block's Chief Accounting Officer departs; the CFO takes interim accounting leadership in Oakland.","company":"Block, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512673/000119312526021035/d78925d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:22:09"},{"signal_id":"50aa8e32a3288c49b15089de85d7a21e","headline":"LivePerson, Inc. 8-K filing (Item 5.02): officer or director change","summary":"LivePerson, Inc. has amended its Form 8-K/A to disclose committee appointments of new members to its Board of Directors.","talent_readthrough":"LivePerson's board appointments in New York affect executive roles; watch for changes in leadership.","company":"LivePerson, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1102993/000110299326000003/lpsn-20251014.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:22:25"},{"signal_id":"ff783a77a01ba51178a4cd1706da2e29","headline":"CHAIN BRIDGE BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Chain Bridge Bancorp, Inc. appointed William C. Leavitt as a director effective January 1, 2026, with committee assignments approved subsequent to his appointment.","talent_readthrough":"Chain Bridge Bancorp adds a director in McLean; the filing does not disclose hiring plans.","company":"Chain Bridge Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392272/000162828026003313/chnbrdg-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:22:34"},{"signal_id":"80dce4342700f7fff977dbcbe91d67c2","headline":"CORPAY, INC. 8-K filing (Item 5.02): officer or director change","summary":"Corpay, Inc. appointed London-based David Bunch to its Board of Directors, effective immediately.","talent_readthrough":"Corpay adds a London-based executive to its board, signaling international leadership expansion.","company":"Corpay, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175454/000117545426000002/flt-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:22:49"},{"signal_id":"192b557c039e4acf79e9e10fabd52d2f","headline":"First Bancorp Announces Retirement of Director Mary Clara Capel","summary":"First Bancorp announced the retirement of Mary Clara Capel from its Board of Directors and the Board of Directors of First Bank, effective January 27, 2026.","talent_readthrough":"Mary Clara Capel retires from the board of First Bancorp and First Bank, marking a leadership change in the financial services sector in North Carolina.","company":"First Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811589/000081158926000027/fbnc-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:23:04"},{"signal_id":"c4c8d7f110b0b7bfbd466b9efffface3","headline":"BV Financial, Inc. 8-K filing (Item 5.02): officer or director change","summary":"David M. Flair resigned from his roles as Co-President and Co-Chief Executive Officer and as a director of BV Financial, Inc. and BayVanguard Bank, effective January 22, 2026.","talent_readthrough":"David M. Flair's departure from BV Financial and BayVanguard Bank leaves executive roles open in Maryland.","company":"BV Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1302387/000094337426000014/form8k_012226.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:23:21"},{"signal_id":"1405630e7c928afe90597ae3630477e9","headline":"Mag Magna Corp. 8-K filing (Item 5.02): officer or director change","summary":"Mag Magna Corp. reported a change in control with Harpreet Sangha acquiring a majority of the company's shares, leading to a shift in executive leadership.","talent_readthrough":"Executive leadership at Mag Magna Corp. in Wyoming has changed hands; candidates for top roles should note the new control.","company":"Mag Magna Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1949864/000168316826000554/magmagna_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:23:37"},{"signal_id":"1dbfbe6d72edbbedf368fe8378917ff9","headline":"Deep Isolation Nuclear, Inc. 8-K filing (Item 5.02): officer or director change","summary":"On January 21, 2026, Deep Isolation Nuclear, Inc. appointed Mr. Ralph L. Hunter as a Class C director, effective immediately.","talent_readthrough":"Deep Isolation Nuclear appoints a new Class C director in Berkeley. 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The filing does not disclose any immediate hiring plans.","company":"Astria Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1454789/000110465926006228/tm263900d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:25:01"},{"signal_id":"a8dcda9cc89693b3b07ef2fa7978f20e","headline":"COMMUNITY TRUST BANCORP INC /KY/ 8-K filing (Item 5.02): officer or director change","summary":"Community Trust Bancorp, Inc. approved base salary increases for named executive officers as part of the Employee Incentive Compensation Plan for the year ending December 31, 2026.","talent_readthrough":"Executive salaries at Community Trust Bancorp in Pikeville have increased, with the CEO's base salary set at $775,000.","company":"Community Trust Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/350852/000035085226000019/execcomp_incplan8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:25:17"},{"signal_id":"b720d44f537046c155176acd8a3ea58c","headline":"Americold Realty Trust Announces CFO Transition","summary":"Americold Realty Trust announced the appointment of Christopher Papa as the new Executive Vice President and Chief Financial Officer, effective February 23, 2026.","talent_readthrough":"Americold Realty Trust appoints a new CFO in Atlanta; executive leadership roles are affected.","company":"Americold Realty Trust","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-23","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1455863/000119312526022600/d98738d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:25:48"},{"signal_id":"cdaa7e7985b6e52a876c04cd9ed8f028","headline":"Plymouth Industrial REIT, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Plymouth Industrial REIT, Inc. reported a change in officer or director in its 8-K filing with the SEC, following the completion of previously announced mergers.","talent_readthrough":"Plymouth Industrial REIT has a leadership change in New York; the filing does not disclose hiring plans.","company":"Plymouth Industrial REIT, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1515816/000119312526024519/plym-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:26:05"},{"signal_id":"de2a5e609d076c2a3306dcbcda9d446c","headline":"BNB Plus Corp. 8-K filing (Item 5.02): officer or director change","summary":"Elizabeth M. 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CFO Patrick O’Connell to Depart","summary":"AMC Networks Inc. announced that Patrick O’Connell, its Chief Financial Officer, will be leaving the Company to pursue an opportunity outside of the media industry, with his departure not related to any disagreement with the Company.","talent_readthrough":"AMC Networks Inc. is seeking a new CFO in New York as Patrick O’Connell departs for an opportunity outside the media industry.","company":"AMC Networks Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514991/000151499126000003/amcx-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:28:23"},{"signal_id":"17d75eeb2affdef2fddd20f5b4cf00d7","headline":"RADIAN GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"Gregory Serio, a member of Radian Group Inc.'s Board of Directors since 2012, has notified the company of his intention not to stand for reelection at the 2026 annual meeting of stockholders and to retire from the Board at the end of his current term.","talent_readthrough":"Gregory Serio will retire from Radian Group's board in 2026, marking a planned leadership transition in the financial services sector.","company":"Radian Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-21","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/890926/000119312526019508/d18516d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:28:31"},{"signal_id":"60b8fa58f20e12fbfff42187139a86b5","headline":"KB HOME 8-K filing (Item 5.02): officer or director change","summary":"KB Home's board of directors management development and compensation committee determined the 2025 fiscal year incentive awards to eligible participants under KB Home’s annual incentive compensation program, including awards to named executive officers.","talent_readthrough":"KB Home's executive team receives annual incentive awards, reflecting changes in compensation for leadership roles.","company":"KB Home","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/795266/000079526626000019/kbh-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:28:46"},{"signal_id":"46754bf317fe263facf3149c5d7aa9c9","headline":"SHENANDOAH TELECOMMUNICATIONS CO/VA/ 8-K filing (Item 5.02): officer or director change","summary":"Tracy Fitzsimmons, a member of the Board of Directors of Shenandoah Telecommunications Company, has decided not to stand for reelection at the Company’s 2026 Annual Meeting of Shareholders. John W. Flora will retire as a director in accordance with the Company’s director retirement policy.","talent_readthrough":"A board member at Shenandoah Telecommunications in Virginia will not seek reelection, and another will retire per policy, with no stated impact on operations or hiring.","company":"Shenandoah Telecommunications Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354963/000117184326000366/f8k_012126.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:28:56"},{"signal_id":"41d6d8c44a0f0baca0d21d2eea3bd666","headline":"Massimo Group 8-K filing (Item 5.02): officer or director change","summary":"Dr. Yunhao Chen resigned as Chief Financial Officer and director of Massimo Group, with no disagreement cited. David Shan, the current CEO, was appointed as Interim CFO.","talent_readthrough":"Massimo Group seeks a permanent CFO in Garland after the resignation of its current CFO, with the CEO stepping in as interim.","company":"Massimo Group","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1952853/000149315226003318/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:29:05"},{"signal_id":"c4b86a61f83bd76e5d81e07e69552813","headline":"Ingredion Inc 8-K filing (Item 5.02): officer or director change","summary":"James Gray, Executive Vice President and Chief Financial Officer of Ingredion Incorporated, will retire from his positions effective March 31, 2026. The company is reviewing its succession plan.","talent_readthrough":"Ingredion's CFO is retiring; the company is seeking a successor for the executive role in Illinois.","company":"Ingredion Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046257/000104625726000010/ingr-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:29:15"},{"signal_id":"03043a3c10fd6c9a4fabf6e7c1e54184","headline":"Primerica, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ms. Beatriz R. Perez and Mr. Gary L. Crittenden notified the Board of Directors of Primerica, Inc. that they have chosen not to stand for reelection at the annual meeting of stockholders to be held in May 2026.","talent_readthrough":"Primerica's board will see changes in May 2026 as two long-serving directors step down, with no stated impact on operations or policies.","company":"Primerica, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1475922/000119312526021183/pri-20260119.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:29:46"},{"signal_id":"1dbcdb1e3b106212a03a16b8f25801d3","headline":"WESBANCO INC  (WSBC, WSBCO) 8-K filing (Item 5.02): officer or director change","summary":"Michael L. Perkins, Senior Executive Vice President and Chief Risk Officer of Wesbanco, Inc., will retire effective June 30, 2026. The company expects to enter into a separation agreement with Mr. Perkins, details of which are not yet finalized.","talent_readthrough":"Wesbanco's Chief Risk Officer retires in June 2026; the executive role will need filling in Wheeling.","company":"Wesbanco, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WV","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"The company will appoint a new Chief Risk Officer by June 30, 2026.","check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/203596/000119312526020368/wsbc-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:29:57"},{"signal_id":"72a70bef5850fb0bc4896e7ee9fd3466","headline":"Axe Compute Inc. 8-K filing (Item 5.02): officer or director change","summary":"Shawn Matthews and Veena Rao resigned as directors of Axe Compute Inc., and Thomas McLaughlin resigned as the Chief Investment Officer, all effective in January 2026.","talent_readthrough":"Executive roles at Axe Compute Inc. in Pittsburgh are changing, with departures in director and Chief Investment Officer positions.","company":"Axe Compute Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1446159/000117184326000387/f8k_012226.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:30:21"},{"signal_id":"658d8cbcdbc2dee6fc0e1b7b5b5e5aae","headline":"Retirement of Randee R. Koger from Board of Directors","summary":"Randee R. Koger, a member of the Board of Directors of Equity Bancshares, Inc., announced her decision to resign from the Board effective as of the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"A board member retires from Equity Bancshares in Wichita, marking a planned leadership transition.","company":"Equity Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-21","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1227500/000119312526019558/eqbk-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:30:37"},{"signal_id":"3887a0f1c269fc70d8e9782de41785b1","headline":"Officer or Director Change at Graham Alternative Investment Fund II LLC","summary":"Pablo Calderini transitions from Vice Chairman and Co-Chief Investment Officer to portfolio manager at Graham Capital Management, L.P., with Jens Foehrenbach assuming the title of Chief Investment Officer.","talent_readthrough":"Executive roles at Graham Capital Management in Connecticut shift as Pablo Calderini moves to portfolio management and Jens Foehrenbach becomes Chief Investment Officer.","company":"Graham Alternative Investment Fund II LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1461237/000114036126002364/ef20063942_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:30:53"},{"signal_id":"42d658dbf814e9f195d41a2f645dbde3","headline":"U.S. GoldMining Inc. Announces Salary Increases for CEO and CFO","summary":"U.S. GoldMining Inc. has approved increases to the base annual salaries of CEO Tim Smith and CFO Tyler Wong, effective January 1, 2026.","talent_readthrough":"CEO Tim Smith and CFO Tyler Wong receive salary increases at U.S. GoldMining Inc., reflecting adjustments in executive compensation.","company":"U.S. GoldMining Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1947244/000149315226003243/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:31:09"},{"signal_id":"c1f551fb92a5f57e16ca935a4a52665f","headline":"C & F Financial Corp 8-K filing: officer or director change","summary":"C&F Financial Corporation appointed Dr. David H. Downs to serve as a director effective February 24, 2026, with compensation aligned with other non-employee directors.","talent_readthrough":"C&F Financial Corporation adds a new director in Virginia, affecting executive leadership.","company":"C&F Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913341/000091334126000003/cffi-20260120x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:31:42"},{"signal_id":"f168a38c82b5680ec92d542bf1e3b806","headline":"GRAHAM ALTERNATIVE INVESTMENT FUND I LLC 8-K filing (Item 5.02): officer or director change","summary":"Pablo Calderini transitions from Vice Chairman and Co-Chief Investment Officer to a portfolio manager role, with Jens Foehrenbach assuming the title of Chief Investment Officer at Graham Capital Management, L.P.","talent_readthrough":"Graham Capital Management's leadership shifts as Pablo Calderini moves to a portfolio manager role and Jens Foehrenbach becomes Chief Investment Officer in Rowayton.","company":"Graham Alternative Investment Fund I LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1461219/000114036126002331/ef20063925_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:31:55"},{"signal_id":"e3c7070aa94ccab3762ef1803324722a","headline":"BJ’s Restaurants, Inc. appoints Christopher P. Pinsak as Executive Vice President & Chief Operating Officer","summary":"BJ’s Restaurants, Inc. announced the appointment of Christopher P. Pinsak to the role of Executive Vice President & Chief Operating Officer, effective January 19, 2026.","talent_readthrough":"BJ’s Restaurants elevates Christopher P. Pinsak to Executive Vice President & Chief Operating Officer, signaling a leadership change in the hospitality sector.","company":"BJ’s Restaurants, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013488/000119312526020736/bjri-20260119.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:32:22"},{"signal_id":"8da2d2fb4e72fabf97e252eb701aa81f","headline":"V F CORP 8-K filing (Item 5.02): officer or director change","summary":"V.F. Corporation announced changes to its senior leadership as part of a planned transition, including the appointment of Brent Hyder as Chief Commercial Officer.","talent_readthrough":"VF Corp's leadership transition in Denver affects executive roles; the announcement does not disclose hiring or displacement.","company":"V.F. Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/103379/000010337926000013/vfc-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:32:30"},{"signal_id":"512e2b18cba5cafffc977faf57aed3bf","headline":"RPC INC 8-K filing (Item 5.02): officer or director change","summary":"Jerry W. Nix, a current director of RPC, Inc., informed the Board of Directors that he will not stand for reelection as a director at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"RPC's Lead Independent Director and committee chair Jerry W. Nix will not seek reelection in 2026, a planned departure with no stated disagreement.","company":"RPC, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/742278/000110465926007185/res-20260128x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:32:38"},{"signal_id":"66f004b6eb6b6e517446c32997f74f28","headline":"BIOCRYST PHARMACEUTICALS INC 8-K filing (Item 5.02): officer or director change","summary":"BioCryst Pharmaceuticals, Inc. completed the transactions contemplated by the Agreement and Plan of Merger, with Astria Therapeutics, Inc. surviving the Merger as a wholly owned subsidiary of BioCryst.","talent_readthrough":"BioCryst Pharmaceuticals in Durham has undergone a leadership change following a merger, affecting executive roles.","company":"BioCryst Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882796/000117184326000405/f8ka_012226.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:32:58"},{"signal_id":"34ffc6614c5715bae2d6b31caa2518e2","headline":"RYDER SYSTEM INC 8-K filing (Item 5.02): officer or director change","summary":"Ms. E. Follin Smith informed the Board of Directors of Ryder System, Inc. of her decision to retire on February 13, 2026, as part of the ongoing director succession planning efforts.","talent_readthrough":"An executive retires from Ryder System's board in Coral Gables, part of planned succession.","company":"Ryder System, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/85961/000162828026003301/r-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:33:06"},{"signal_id":"d7bef5ce5f4c82cfc5d15c7d2e5f0242","headline":"NBT BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Amy C. Wiles, Executive Vice President, Chief Credit Officer and Chief Risk Officer of NBT Bancorp Inc., will step down from her position effective May 21, 2026.","talent_readthrough":"NBT Bancorp's chief credit and risk officer steps down in May 2026, creating a vacancy in its executive team in Norwich, NY.","company":"NBT BANCORP INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-21","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790359/000114036126002399/ef20063876_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:33:14"},{"signal_id":"18f359772c4dfa84b326625063e91f27","headline":"BARFRESH FOOD GROUP INC. 8-K filing (Item 5.02): officer or director change","summary":"Isabelle Ortiz-Cochet, a member of the board of directors, notified Barfresh Food Group Inc. that she will be retiring on March 31, 2026.","talent_readthrough":"Barfresh Food Group's board member Isabelle Ortiz-Cochet retires in Los Angeles, creating a vacancy for an executive role.","company":"Barfresh Food Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1487197/000149315226003375/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:33:24"},{"signal_id":"2202c930d3fe4db6b6bd46b4ccf27a1e","headline":"Alight, Inc. / Delaware 8-K filing (Item 5.02): officer or director change","summary":"Alight, Inc. entered into a consulting agreement with Dinesh Tulsiani, its former Chief Strategy Officer, to assist the company in an advisory capacity starting January 22, 2026.","talent_readthrough":"Alight's former Chief Strategy Officer returns in a consulting role in Chicago, with no stated impact on hiring or headcount.","company":"Alight, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1809104/000162828026003111/alit-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:33:31"},{"signal_id":"4f9aade7b28d5ee577e18a82840266ee","headline":"PROGRESSIVE CORP/OH/ 8-K filing (Item 5.02): officer or director change","summary":"The Progressive Corporation announced the retirement of its CFO, John P. Sauerland, and the expected appointment of Andrew J. Quigg as the new CFO upon Sauerland's retirement.","talent_readthrough":"The Progressive Corporation's CFO is retiring, with the Chief Strategy Officer set to succeed him in Ohio.","company":"The Progressive Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/80661/000008066126000071/pgr-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:33:39"},{"signal_id":"cdd390f6f97b9b1fdcae921b29b8212a","headline":"NorthEast Community Bancorp, Inc./MD/ 8-K filing (Item 5.02): officer or director change","summary":"Linda M. Swan retired as a director of NorthEast Community Bancorp, Inc. and NorthEast Community Bank, and Lynette Bennett was appointed to fill the vacancy.","talent_readthrough":"A director retires and is replaced at NorthEast Community Bancorp in White Plains, with no stated impact on hiring or roles.","company":"NorthEast Community Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1847398/000110465926006703/tm263991d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:33:48"},{"signal_id":"d169038aeb2cc20c31438d8d7c19344b","headline":"LendingClub Corp 8-K filing (Item 5.02): officer or director change","summary":"John C. (Hans) Morris has notified LendingClub Corporation of his intent to resign from the Board of Directors, including his role as independent Chairman, effective March 31, 2026. Timothy J. Mayopoulos has been appointed as the new independent Chairman.","talent_readthrough":"LendingClub's board chairman steps down in San Francisco; a successor is named.","company":"LendingClub Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409970/000140997026000012/lc-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:33:57"},{"signal_id":"a954d72b58819a69e3a3e2af680ed963","headline":"Lulu’s Fashion Lounge Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lulu's Fashion Lounge Holdings, Inc. has extended Heidi Crane's term as its fractional Chief Financial Officer through an amendment to the consulting agreement with Business Talent Group, LLC.","talent_readthrough":"Heidi Crane continues as fractional CFO at Lulu's Fashion Lounge in Chico, with her term extended until at least February 23, 2026.","company":"Lulu’s Fashion Lounge Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-23","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1780201/000110465926005773/lvlu-20260122x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:34:06"},{"signal_id":"49262002482d071096f6e10fdfa764ee","headline":"John D. Vollaro to Depart from Arch Capital Group Ltd.","summary":"John D. Vollaro, a director of Arch Capital Group Ltd., informed the company that he will not stand for reelection at the company's 2026 Annual Meeting of Shareholders.","talent_readthrough":"John D. Vollaro, a long-serving director, will not seek reelection at Arch Capital Group Ltd.'s 2026 Annual Meeting of Shareholders.","company":"Arch Capital Group Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-15","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/947484/000094748426000004/acgl-20260115.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:34:40"},{"signal_id":"7b998d5e9ff5443c80f2a5f83222011b","headline":"Crinetics Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jeff Knight's title at Crinetics Pharmaceuticals changed from Chief Operating Officer to Chief Development and Operating Officer, with no changes to his compensation.","talent_readthrough":"Jeff Knight's role at Crinetics Pharmaceuticals in San Diego expands to include development, with no change in compensation.","company":"Crinetics Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1658247/000165824726000003/crnx-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:34:48"},{"signal_id":"d2ae36fbb6536cf2ff450dd05678ef5d","headline":"JFB Construction Holdings 8-K filing (Item 5.02): officer or director change","summary":"JFB Construction Holdings issued an aggregate of 468,000 shares of the Company’s common stock to certain officers, independent directors, and employees for services provided during the 2025 fiscal year.","talent_readthrough":"Executives and directors at JFB Construction Holdings received equity compensation in Florida, reflecting a shift in their rewards structure.","company":"JFB Construction Holdings","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024306/000149315226003621/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:35:23"},{"signal_id":"e558c7145c24cac7336f1870a8ecb0c0","headline":"DEERE & CO 8-K filing (Item 5.02): officer or director change","summary":"Joshua A. Jepsen resigned as Senior Vice President and Chief Financial Officer of Deere & Company, with Ryan D. Campbell appointed as acting Chief Financial Officer.","talent_readthrough":"Deere & Company's CFO resigns in Moline; the executive team sees a planned succession with no disclosed impact on other roles.","company":"Deere & Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315189/000110465926005771/de-20260120x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:35:31"},{"signal_id":"d8f1e64a86b1e388c1adf2af23f4eebd","headline":"Adeia Inc. 8-K filing (Item 5.02): officer or director change","summary":"Adeia Inc. announced organizational changes, including the appointment of Dr. Mark Kokes as Chief Revenue Officer and the planned departure of Mr. Dana Escobar as Chief Licensing Officer & General Manager, Semiconductor.","talent_readthrough":"Adeia Inc. in San Jose has appointed a new Chief Revenue Officer and announced the departure of its Chief Licensing Officer & General Manager, Semiconductor. The changes affect executive roles.","company":"Adeia Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803696/000119312526022581/adea-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:36:05"},{"signal_id":"a370e4a4a524e1071cb9aac809fdec0c","headline":"MARINE PRODUCTS CORP 8-K filing (Item 5.02): officer or director change","summary":"Jerry W. Nix, a current director of Marine Products Corporation, will not stand for reelection at the Company's 2026 Annual Meeting of Stockholders but will continue serving in his current roles until then.","talent_readthrough":"Marine Products Corporation's Lead Independent Director is stepping down at the 2026 Annual Meeting, with no immediate impact on executive roles in Atlanta.","company":"Marine Products Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-28","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1129155/000110465926007188/mpx-20260128x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:36:12"},{"signal_id":"07498dc8862f5f18870f3f49fd70b99b","headline":"BlackRock, Inc. 8-K filing (Item 5.02): officer or director change","summary":"On January 27, 2026, BlackRock, Inc. elected Gregg R. Lemkau to serve as a director of the Board. Mr. Lemkau is joining the Board as an independent director.","talent_readthrough":"BlackRock adds an independent director to its board in New York, affecting executive leadership.","company":"BlackRock, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2012383/000119312526024549/d281445d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:36:31"},{"signal_id":"df64ffe0e112b22e92c3f1d2e9c4d7f9","headline":"BUCKLE INC 8-K filing (Item 5.02): officer or director change","summary":"The Buckle, Inc. announced the retirement of Kari G. Smith and Michelle M. Hoffman from their executive positions effective February 13, 2026, with Ms. Smith also ending her service on the Board of Directors.","talent_readthrough":"Two executives retire from The Buckle in Nebraska, with no immediate hiring or displacement indicated.","company":"The Buckle, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885245/000088524526000002/bke-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:36:39"},{"signal_id":"f6d0b131c5cb7c8c2ebe90bb2f2273eb","headline":"Daniel Morris appointed Chief Accounting Officer at RXO, Inc.","summary":"Daniel Morris was appointed as the Chief Accounting Officer of RXO, Inc., effective May 15, 2026. He previously served as the vice president of accounting since the company's separation from XPO, Inc. in November 2022.","talent_readthrough":"Daniel Morris steps into the Chief Accounting Officer role at RXO, Inc., transitioning from his previous position as vice president of accounting. The announcement does not indicate changes in hiring or workforce.","company":"RXO, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["finance"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1929561/000095014226000221/eh260729328_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:36:55"},{"signal_id":"8bde05a6249f85f96c410a653ab2da06","headline":"Oak Valley Bancorp 8-K filing (Item 5.02): officer or director change","summary":"Christopher M. Courtney, CEO of Oak Valley Bancorp and its subsidiary Oak Valley Community Bank, will retire effective June 30, 2026. Richard A. McCarty has been selected to succeed him.","talent_readthrough":"Oak Valley Bancorp's CEO Christopher M. Courtney will retire in June 2026, with Richard A. McCarty named as his successor. The change affects executive leadership in the financial services sector.","company":"Oak Valley Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1431567/000143774926002149/ovly20260126_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:37:19"},{"signal_id":"0ec8e81c29f8cf46a117aa414627641e","headline":"Natural Gas Services Group Inc 8-K filing (Item 5.02): officer or director change","summary":"Stephen C. Taylor notified Natural Gas Services Group, Inc. of his decision to retire and not seek re-election to the Board of Directors, effective after the 2026 Annual Meeting of Shareholders.","talent_readthrough":"Stephen C. Taylor retires from the board of Natural Gas Services Group, Inc., a Texas-based energy company. The announcement does not indicate any immediate changes for executive roles.","company":"Natural Gas Services Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-23","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084991/000108499126000003/ngs-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:37:38"},{"signal_id":"b8bf9994584c79ad3e7322d8d3dd104f","headline":"NexPoint Capital, Inc. 8-K filing (Item 5.02): officer or director change","summary":"NexPoint Capital, Inc. announced the reallocation of a Class I Director following the passing of Bryan A. Ward, with Dorri McWhorter resigning and being reappointed to the position, resuming her previous committee assignments.","talent_readthrough":"Dorri McWhorter resumes her role as a Class I Director at NexPoint Capital in Dallas, continuing her committee assignments without changes to executive roles.","company":"NexPoint Capital, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1588272/000119312526026858/d23925d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:37:55"},{"signal_id":"d0641da1b1882ad6f3afa4e90d90f766","headline":"CVR PARTNERS, LP 8-K filing (Item 5.02): officer or director change","summary":"Michael H. Wright, Jr. was appointed as Executive Vice President and Chief Operating Officer of CVR Partners, LP, effective immediately.","talent_readthrough":"CVR Partners appoints a new Executive Vice President and Chief Operating Officer in Texas. The announcement does not disclose any changes to headcount.","company":"CVR Partners, LP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1425292/000142529226000005/cvi-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:38:16"},{"signal_id":"5cb3adfe6634fb40808802b44c0b9b36","headline":"NetSol Technologies Inc 8-K filing: officer or director change","summary":"Mr. Sardar Abubakr was appointed Chief Financial Officer of NetSol Technologies, Inc., effective January 20, 2026, with a compensation package including a base salary, health, travel, and educational benefits totaling approximately $280,000 per year.","talent_readthrough":"NetSol Technologies appoints a new CFO in Encino, CA, with a compensation package totaling approximately $280,000 per year.","company":"NetSol Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1039280/000149315226003500/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:38:37"},{"signal_id":"bf04eb445c0698a14a72e55a3f423931","headline":"SenesTech, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Joel L. Fruendt, the President and Chief Executive Officer of SenesTech, Inc., notified the Company of his retirement, effective upon the earlier of June 30, 2026, or the appointment of a successor.","talent_readthrough":"SenesTech's CEO is retiring, with a successor to be named by mid-2026.","company":"SenesTech, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1680378/000162828026003828/snes-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:38:48"},{"signal_id":"a05fe58cebd161d6d69267c9d82b1541","headline":"Diversified Energy Co 8-K filing (Item 5.02): officer or director change","summary":"Randall Wade resigned from the Board of Directors and the Sustainability and Safety Committee of Diversified Energy Company, effective immediately, due to EIG and its affiliates' ownership falling below the threshold to nominate a director.","talent_readthrough":"Randall Wade's departure from Diversified Energy Company's board in Birmingham does not indicate a disagreement with the company's operations or policies.","company":"Diversified Energy Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1922446/000192244626000003/dec-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:39:07"},{"signal_id":"8bae7730c746f8eb47c543d1459bc932","headline":"Sensata Technologies Holding plc 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Sensata Technologies Holding plc approved changes to the compensation arrangements of its CEO and CFO to support retention and align with strategic objectives.","talent_readthrough":"Sensata's CEO and CFO in Attleboro will see adjusted compensation effective July 2026.","company":"Sensata Technologies Holding plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477294/000147729426000002/st-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:39:15"},{"signal_id":"0cc28abe05605f46d9c6e82ecdb7ed14","headline":"Matador Resources Co 8-K filing (Item 5.02): officer or director change","summary":"G. Gregg Krug, Executive Vice President - Marketing and Midstream Strategy of Matador Resources Company, announced his retirement effective February 28, 2026, transitioning to a role of Special Advisor to the Company’s Chief Executive Officer and Executive Committee.","talent_readthrough":"Matador Resources' executive vice president retires in Dallas, transitioning to a special advisor role; the energy firm's leadership succession is now public.","company":"Matador Resources Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520006/000162828026003190/mtdr-20260116.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:39:23"},{"signal_id":"2ca0488b2bd7b077f262657c8e1f1e4f","headline":"INTUIT INC. 8-K filing (Item 5.02): officer or director change","summary":"Intuit Inc. reported a change in its Non-Employee Director Compensation Program and the election of eleven directors at its Annual Meeting of Stockholders.","talent_readthrough":"Intuit's board has updated its compensation program for non-employee directors and elected eleven directors. The announcement does not specify changes to hiring or workforce.","company":"Intuit Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/896878/000089687826000006/intu-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:39:41"},{"signal_id":"28993dbaa6aa38de76e5fd0c5ed327b7","headline":"FIRST COMMONWEALTH FINANCIAL CORP /PA/ 8-K filing (Item 5.02): officer or director change","summary":"Norman Montgomery, Executive Vice President and Business Integration Group Manager of First Commonwealth Financial Corporation, has notified the company of his intention to retire on May 1, 2026.","talent_readthrough":"An executive vice president at First Commonwealth Financial in Pennsylvania plans to retire in May 2026.","company":"First Commonwealth Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712537/000071253726000003/fcf-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:39:49"},{"signal_id":"f13d2b82e220d8563212f057d892ae20","headline":"Caleres, Inc. Announces Leadership Change","summary":"Jack P. Calandra, Senior Vice President and Chief Financial Officer of Caleres, Inc., will step down from his position effective January 15, 2026, and terminate his employment with the company by January 30, 2026. Daniel L. Karpel, Senior Vice President and Chief Accounting Officer, has been appointed to an additional role.","talent_readthrough":"Caleres sees a change in its executive team with the departure of its CFO and the appointment of its Chief Accounting Officer to an additional role.","company":"Caleres, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14707/000001470726000006/cal-20260115x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:40:03"},{"signal_id":"0eb79f0cb6d370adf9f9ff87f5f48408","headline":"ProCap Financial, Inc. 8-K filing: officer or director change","summary":"Mr. William H. Miller IV notified the Board of Directors of ProCap Financial, Inc. of his intention to resign as a director and as a member of several committees, effective January 20, 2026.","talent_readthrough":"ProCap Financial in New York sees a board member resign; watch for potential shifts in governance.","company":"ProCap Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2076163/000149315226003410/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:40:18"},{"signal_id":"85cc6efea0495dbbf397b812b7096041","headline":"INTELLINETICS, INC. 8-K filing (Item 5.02): officer or director change","summary":"James DeSocio, Chief Executive Officer of Intellinetics, Inc., will retire and resign his offices of President, Chief Executive Officer, and Director, effective February 27, 2026.","talent_readthrough":"Intellinetics' CEO is retiring; the company will need a new executive leader in Columbus.","company":"Intellinetics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1081745/000149315226003783/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:40:29"},{"signal_id":"88bcfd4bd7de37fcb54e89e7514e256b","headline":"ParkerVision, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ParkerVision, Inc. announced that its Compensation Committee approved grants of nonqualified performance-based stock options to its executive officers, including CEO Jeffrey Parker and CFO Cynthia French, under the company's 2019 Long-Term Incentive Plan.","talent_readthrough":"Executive roles at ParkerVision in Jacksonville have new performance-based stock options, signaling a shift in compensation structure.","company":"ParkerVision, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914139/000143774926002079/prkr20260126_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:41:10"},{"signal_id":"02bffad32a5086c3b00e0139e51fbbe9","headline":"Crane Co 8-K filing (Item 5.02): officer or director change","summary":"Crane Company announced the election of Alejandro (Alex) Alcala, 51, to the position of President at a Board of Directors meeting on January 26, 2026.","talent_readthrough":"Crane Company appoints a new President in Stamford, signaling a leadership change at the executive level.","company":"Crane Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1944013/000194401326000009/cr-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:41:26"},{"signal_id":"ad2b15c8b4a2fe0327da33faf4d695e4","headline":"CHARTER COMMUNICATIONS, INC. /MO/ 8-K filing (Item 5.02): officer or director change","summary":"Charter Communications, Inc. appointed Wade Davis to its Board of Directors following David Merritt's retirement, effective immediately.","talent_readthrough":"Charter Communications adds a new independent director in Stamford, filling a vacancy left by retirement.","company":"Charter Communications, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1091667/000109166726000011/chtr-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:41:50"},{"signal_id":"1e8a4b15fae363edc08d9e3968181fb2","headline":"Pacira BioSciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pacira BioSciences, Inc. announced the appointment of Dr. Samit Hirawat to its Board of Directors, increasing the board size from nine to ten directors.","talent_readthrough":"Pacira BioSciences adds a new director to its board in Brisbane, with no immediate change to executive roles.","company":"Pacira BioSciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1396814/000162828026003717/pcrx-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:42:39"},{"signal_id":"1384658f4554c2e2cf8f1d8bcbddaea0","headline":"Contineum Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Contineum Therapeutics, Inc. announced the approval of the 2026 Employment Inducement Equity Incentive Plan by its Board of Directors, which is similar to the 2024 Equity Incentive Plan but with specific restrictions on incentive stock options and eligible recipients.","talent_readthrough":"Contineum Therapeutics introduces a new equity incentive plan for eligible employees in San Diego, focusing on compensation adjustments without immediate hiring implications.","company":"Contineum Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1855175/000143774926002072/ctnm20260121_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:43:11"},{"signal_id":"35ce6a61dc0bfa9339a8966e7ae71902","headline":"VALLEY NATIONAL BANCORP 8-K filing (Item 5.02): officer or director change","summary":"Valley National Bancorp appointed Carlos Vazquez as a director on January 27, 2026.","talent_readthrough":"Valley National Bancorp adds Carlos Vazquez to its board in New Jersey. The filing does not disclose any changes to executive roles or headcount.","company":"Valley National Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/714310/000071431026000003/vly-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:43:39"},{"signal_id":"141595b682147e1b98bbf68c4fd30733","headline":"Digital Ally, Inc. 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Kustom Entertainment, Inc. approved compensatory arrangements for executive officers and members of the Board of Directors, setting annual base salaries and eligibility for bonuses based on individual performance for the 2026 fiscal year.","talent_readthrough":"Executive compensation at Kustom Entertainment has been updated for 2026, with base salaries and performance-based bonuses set for the CEO, COO, and CFO.","company":"Kustom Entertainment, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1342958/000149315226003780/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:43:55"},{"signal_id":"906e26998a9f5863721212a10dc1b585","headline":"Lucid Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lucid Group, Inc. announced changes in compensatory arrangements for Taoufiq Boussaid, the Company’s Chief Financial Officer, including an extension of the temporary housing subsidy and an increase in the annual stipend.","talent_readthrough":"Lucid Group's CFO receives an increased annual stipend and extended housing subsidy, reflecting changes in executive compensation.","company":"Lucid Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811210/000162828026003278/lcid-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:44:14"},{"signal_id":"ebbcf954fe62637b7b5581fe02e37663","headline":"Chevron Corp 8-K filing: officer or director change","summary":"Chevron Corporation announced the appointment of Thomas W. Horton as a member of the Board and the Audit Committee, effective January 27, 2026.","talent_readthrough":"Chevron Corporation appoints Thomas W. Horton to its Board and Audit Committee, effective January 27, 2026.","company":"Chevron Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93410/000009341026000010/cvx-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:45:47"},{"signal_id":"0de9e4f674e5b894d68432127e22f547","headline":"El Pollo Loco Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark Buller resigned from the Board of Directors of El Pollo Loco Holdings, Inc., effective February 28, 2026, and Frank Garrido was appointed as an independent director, effective March 1, 2026.","talent_readthrough":"El Pollo Loco's board sees a change with Mark Buller's departure and Frank Garrido's appointment in Costa Mesa. The announcement does not specify impacts on other roles.","company":"El Pollo Loco Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1606366/000110465926007246/tm264297d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:46:02"},{"signal_id":"4a3dcb8731d3410ce54e94ee8de9b7ab","headline":"HORIZON BANCORP INC /IN/ 8-K filing (Item 5.02): officer or director change","summary":"James B. Dworkin, a member of the Board of Directors of Horizon Bancorp, Inc., has announced his retirement at the end of his current term and will not stand for re-election at the Company's 2026 annual meeting of shareholders.","talent_readthrough":"James B. Dworkin retires from Horizon Bancorp's board, a planned succession with no stated disagreement.","company":"Horizon Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/706129/000070612926000011/hbnc-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:46:11"},{"signal_id":"52fd789a509bb24f4677702a9094f2a0","headline":"Marpai, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dallas Scrip resigned as President of Marpai, Inc., effective January 30, 2026, with Damien Lamendola appointed to the position.","talent_readthrough":"Marpai's leadership in Tampa shifts as Damien Lamendola takes on the role of President, replacing Dallas Scrip.","company":"Marpai, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1844392/000121390026007191/ea027392101-8k_marpai.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:46:53"},{"signal_id":"62c4f51fc37e95c73b9a4772560bd3c3","headline":"Health Catalyst, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kevin Freeman will cease to serve as the Chief Commercial Officer of Health Catalyst, Inc. on February 1, 2026, as determined by the Board of Directors.","talent_readthrough":"Health Catalyst's Chief Commercial Officer departs in February; watch for a successor in the executive team.","company":"Health Catalyst, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636422/000163642226000010/hcat-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:47:02"},{"signal_id":"0875041031914cddae7d509ffa669842","headline":"Lexeo Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lexeo Therapeutics, Inc. announced the appointment of Jose Manuel Otero, Ph.D., as Chief Operating Officer, effective January 2, 2026.","talent_readthrough":"Lexeo Therapeutics appoints a new COO in New York, signaling a leadership change in its executive team.","company":"Lexeo Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1907108/000119312526023339/lxeo-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:47:26"},{"signal_id":"9c91548d0ef512199bb92aa24ac58199","headline":"DIGITAL ALLY, INC. 8-K filing (Item 5.02): officer or director change","summary":"Digital Ally, Inc filed an 8-K form announcing a change in officer or director, with the event reported on January 22, 2026.","talent_readthrough":"Digital Ally announces a leadership change in Overland Park, KS; the filing does not disclose hiring or displacement plans.","company":"Digital Ally, Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1342958/000149315226003786/form8-ka.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:48:22"},{"signal_id":"37ca9fc528a1e89bba2622be5dfc02eb","headline":"LGL GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"The LGL Group, Inc. announced changes to the compensation arrangements for Marc Gabelli, the Company's Executive Chairman of the Board, including an annual base salary of $250,000 and a grant of stock options to purchase 100,000 shares of the Company's common stock.","talent_readthrough":"Marc Gabelli's compensation as Executive Chairman of The LGL Group in Orlando shifts with a new salary and stock options, signaling a comp shift for the executive role.","company":"The LGL Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/61004/000143774926001772/lglg20251219_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:48:32"},{"signal_id":"cc7976d053e685c28bd3799b00d0888c","headline":"Matinas BioPharma Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Keith Kucinski, Chief Financial Officer of Matinas BioPharma Holdings, Inc., resigned effective January 17, 2026. Jerome D. Jabbour was appointed as interim Chief Financial Officer on January 22, 2026.","talent_readthrough":"Matinas BioPharma's CFO resigned, and the CEO assumed interim CFO duties. The announcement does not indicate changes for other roles.","company":"Matinas BioPharma Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1582554/000149315226003445/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:48:59"},{"signal_id":"3cb7100bbbd47dc86b144059256962c8","headline":"CATHAY GENERAL BANCORP 8-K filing (Item 5.02): officer or director change","summary":"Heng W. Chen will retire as Chief Financial Officer of Cathay General Bancorp and Cathay Bank, and Treasurer of the Company effective March 1, 2026, and will serve as Special Advisor to the Office of the President for Cathay Bank through December 31, 2026. Albert J. Wang will succeed him as Chief Financial Officer of Cathay and Treasurer of the Company.","talent_readthrough":"Cathay General Bancorp's CFO is retiring, with a successor named for the Los Angeles-based financial services firm.","company":"Cathay General Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"Albert J. Wang will take over as CFO from March 1, 2026.","check_after_date":"2026-03-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/861842/000143774926001931/caty20260123_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:49:06"},{"signal_id":"d9e5b67d7c33c49cf2cede17f6c61551","headline":"Target Hospitality Corp. 8-K filing (Item 5.02): officer or director change","summary":"Target Hospitality Corp. announced an amendment to the Executive Performance Stock Unit Agreement for certain employees, including named executive officers, to preserve the pay-for-performance intent and align with stockholder interests.","talent_readthrough":"Executive compensation at Target Hospitality Corp. has been adjusted to maintain alignment with stockholder interests, affecting named executive officers.","company":"Target Hospitality Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712189/000110465926007003/tm264081d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:49:20"},{"signal_id":"8c24e20b8ba8b967d9f368219e560ccb","headline":"OCULAR THERAPEUTIX, INC 8-K filing (Item 5.02): officer or director change","summary":"Donald Notman, CFO and COO of Ocular Therapeutix, Inc., is taking a temporary medical leave of absence. Jason Robins, Senior Vice President, Finance, has been appointed as interim CFO.","talent_readthrough":"Ocular Therapeutix appoints Jason Robins as interim CFO in Bedford, MA, during Donald Notman's medical leave.","company":"Ocular Therapeutix, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393434/000110465926006015/tm263902d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:49:35"},{"signal_id":"f45d6c78df4534ddb025c1790a549f41","headline":"Duos Technologies Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Duos Technologies Group, Inc. entered into an Employment Agreement with Leah F. Brown, the Company’s Chief Financial Officer, for a three-year term, with provisions for automatic extension.","talent_readthrough":"Leah F. Brown continues as CFO at Duos Technologies in Jacksonville under a new three-year contract, with potential extensions.","company":"Duos Technologies Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1396536/000107997326000110/duot_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:49:53"},{"signal_id":"c5396dc29437fc60cfd068929e1f60c8","headline":"Fidelity National Information Services, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Fidelity National Information Services, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Fidelity National Information Services affects executive roles in Jacksonville.","company":"Fidelity National Information Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1136893/000113689326000003/fis-20260119.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:50:11"},{"signal_id":"4a4abc6c63185a73349d1f18cad345db","headline":"GENERAL MILLS INC 8-K filing (Item 5.02): officer or director change","summary":"General Mills, Inc. reported a change in its officers or directors in an SEC filing.","talent_readthrough":"An executive change at General Mills in Minneapolis; the filing does not disclose hiring or displacement plans.","company":"General Mills, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/40704/000162828026003542/gis-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:50:17"},{"signal_id":"765c9b1cd04f8a9a89027da2acf130a6","headline":"Assurant, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Assurant, Inc. appointed Lynn Blake to the Board of Directors and to the Finance and Risk Committee and Nominating and Corporate Governance Committee of the Board.","talent_readthrough":"Assurant adds Lynn Blake to its board and committees in Atlanta, a leadership change with no immediate impact on headcount.","company":"Assurant, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267238/000126723826000003/aiz-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:50:32"},{"signal_id":"0534f502f8db670f31f156722593cf85","headline":"NWPX Infrastructure, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Miles Brittain, Executive Vice President of NWPX Infrastructure, Inc., will retire on April 3, 2026. Mike Wray has been named Executive Vice President, effective January 19, 2026.","talent_readthrough":"NWPX Infrastructure sees a leadership change in Vancouver, with Mike Wray stepping into the Executive Vice President role as Miles Brittain retires.","company":"NWPX Infrastructure, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-03","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001385/000143774926001761/nwpx20260115_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:50:45"},{"signal_id":"e096660f982a5bbabf30a1fa8829bfb9","headline":"Eagle Financial Services Inc 8-K filing (Item 5.02): officer or director change","summary":"Eagle Financial Services, Inc. appointed Brian T. Strosser and Susan D. Davies as new directors of the Company and its subsidiary bank, Bank of Clarke, effective February 25, 2026.","talent_readthrough":"Eagle Financial Services adds two new directors to its board and its subsidiary bank, effective February 2026. The filing does not disclose any changes to other roles.","company":"Eagle Financial Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-25","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880641/000119312526024242/efsi-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:51:03"},{"signal_id":"a876da78fd57fb8c3faea0393d0d8a5e","headline":"BrooQLy Inc. 8-K filing (Item 5.02): officer or director change","summary":"BrooQLy Inc. appointed Robin Hoops, CPA-CA, as Interim Chief Financial Officer, effective immediately, bringing over 20 years of experience in accounting, finance, and senior management.","talent_readthrough":"BrooQLy Inc. appoints a new interim CFO in Ann Arbor, signaling a leadership change in finance without disclosed hiring or displacement.","company":"BrooQLy Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1854526/000147793226000313/brql_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:51:20"},{"signal_id":"e93d64d99ab699e8aa98cff6b37489f9","headline":"Greenlane Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Greenlane Holdings, Inc. announced the appointment of Jonathan Hue-Fay Ip to its Board of Directors, filling the vacancy left by Barbar Sher's resignation.","talent_readthrough":"Greenlane Holdings appoints a new board member in Boca Raton, signaling a leadership change but not indicating any immediate impact on hiring or roles.","company":"Greenlane Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743745/000149315226003839/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:51:31"},{"signal_id":"f9880ec378daa9a032d2d3b1c58bf65a","headline":"Cardiff Oncology, Inc. 8-K filing (Item 5.02): officer or director change","summary":"On January 27, 2026, Dr. Mark Erlander, Ph.D., CEO of Cardiff Oncology, Inc., and James Levine, CFO of the Company stepped down from their respective roles at the Company as part of a strategic leadership review. The Board of Directors of the Company has appointed Dr. Mani Mohindru, a member of the Company’s Board of Directors, as interim CEO of the Company. In addition, Brigitte Lindsay, the Company’s Senior Vice President, Finance has been promoted to Chief Accounting Officer.","talent_readthrough":"Cardiff Oncology's CEO and CFO have stepped down in San Diego, with an interim CEO appointed and a finance executive promoted. The biotech firm's leadership changes do not indicate immediate hiring or displacement.","company":"Cardiff Oncology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1213037/000119312526024375/crdf-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:51:45"},{"signal_id":"99052e677def006679b7ff85ab036906","headline":"US BANCORP \\DE\\  (USB, USB-PA, USB-PH, USB-PP, USB-PQ, USB-PR, USB-PS) 8-K filing (Item 5.02): officer or director change","summary":"U.S. Bancorp filed an 8-K form reporting a change in officer or director, as per the SEC EDGAR filing.","talent_readthrough":"U.S. Bancorp reports a leadership change in Minneapolis; the filing does not disclose hiring or displacement plans.","company":"U.S. Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/36104/000119312526026195/d15559d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:51:54"},{"signal_id":"ffcf590f3f185a8971cfc4f6e3385e72","headline":"MarketAxess Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"MarketAxess Holdings Inc. announced the election of Douglas A. Cifu and Kenneth T. Schiciano to its Board of Directors, effective March 1, 2026.","talent_readthrough":"MarketAxess adds two independent directors to its board in New York, effective March 2026. The announcement does not disclose any changes to executive roles or headcount.","company":"MarketAxess Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1278021/000119312526021629/mktx-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:52:10"},{"signal_id":"ae5024795008e2040c0a4b3e78a31e0b","headline":"STANLEY BLACK & DECKER, INC. 8-K filing (Item 5.02): officer or director change","summary":"Andrea Ayers announced her retirement from the board of Stanley Black & Decker, Inc., and Shane O'Kelly was elected as a new director.","talent_readthrough":"Stanley Black & Decker's board sees a planned change with one director retiring and a new one appointed.","company":"Stanley Black & Decker, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93556/000119312526021636/d75341d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:52:18"},{"signal_id":"81af8a80e06f6100a14b4271df0268d9","headline":"Highland Opportunities & Income Fund 8-K filing: officer or director change","summary":"Highland Opportunities and Income Fund announced the resignation of Dorri McWhorter and her subsequent appointment to a different role within the Board of Trustees following the passing of Bryan A. Ward.","talent_readthrough":"Highland Opportunities and Income Fund adjusts its Board of Trustees in Dallas following a trustee's passing, with no immediate impact on headcount.","company":"Highland Opportunities and Income Fund","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710680/000119312526026852/d79673d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:52:44"},{"signal_id":"2d32c9ce4763656f6865e132c1f67b25","headline":"Target Corporation 8-K filing: John R. Hoke III elected as director","summary":"Target Corporation announced the election of John R. Hoke III as a director, effective March 1, 2026, and his appointment to the Compensation & Human Capital Management Committee and the Governance & Sustainability Committee.","talent_readthrough":"Target adds a former Nike executive to its board and committees, signaling no immediate change in hiring or operations.","company":"Target Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27419/000002741926000002/tgt-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:52:51"},{"signal_id":"230d5af81c909b1b703bd4a39497645e","headline":"Lyft, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lyft, Inc. appointed Deborah Hersman to serve as a member of the Board of Directors and as a member of the Nominating and Corporate Governance Committee, effective immediately.","talent_readthrough":"Lyft adds a new board member with a background in transportation safety and nonprofit leadership, based in San Francisco.","company":"Lyft, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759509/000162828026003601/lyft-20260125.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:53:08"},{"signal_id":"6a801fc39d24620fed48b5234e61cb3b","headline":"CB Financial Services, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Amanda L. Engles was promoted to Chief Financial Officer of CB Financial Services, Inc., effective January 21, 2026, after serving as Interim Chief Financial Officer since February 2025.","talent_readthrough":"Amanda L. Engles steps into the CFO role at CB Financial Services in Pennsylvania, a leadership change with no stated impact on headcount.","company":"CB Financial Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1605301/000160530126000004/cbfv-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:53:16"},{"signal_id":"b521ecae9c20763cb7d48983769e4a93","headline":"H&R BLOCK INC 8-K filing (Item 5.02): officer or director change","summary":"H&R Block, Inc. increased its Board of Directors from eight to eleven members and elected Geralyn R. Breig, Christian H. Charnaux, and Stephanie C. Plaines to the Board, with appointments to various committees.","talent_readthrough":"H&R Block adds three executives to its board in Kansas City, expanding governance without immediate hiring or displacement.","company":"H&R BLOCK, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/12659/000001265926000003/hrb-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:53:47"},{"signal_id":"5b5f5dc79e5a27d2ecfc1e8a851d927f","headline":"Cantor Equity Partners I, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cantor Equity Partners I, Inc. appointed Charlotte Blechman as a member of the Board and to the audit and compensation committees, effective January 26, 2026.","talent_readthrough":"Cantor Equity Partners adds an executive to its board and committees in New York, with no stated impact on hiring or roles.","company":"Cantor Equity Partners I, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2027708/000121390026008287/ea0274216-8k_cantor1.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:53:55"},{"signal_id":"0ec294e7fab16bd8fff87fe48256be41","headline":"HASBRO, INC. 8-K filing (Item 5.02): officer or director change","summary":"Hasbro, Inc. increased the size of its Board from ten to twelve and appointed Carla Vernón and Douglas Bowser to the Board.","talent_readthrough":"Hasbro adds two executives to its board in Pawtucket, with no stated impact on other roles.","company":"Hasbro, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"RI","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46080/000004608026000003/has-20260119.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:54:04"},{"signal_id":"64e61645585e43145bcf51cca7df9d22","headline":"Acadia Healthcare Company, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Christopher H. Hunter has departed from his role as Chief Executive Officer of Acadia Healthcare Company, Inc. and resigned from its Board of Directors, effective January 20, 2026.","talent_readthrough":"Acadia Healthcare's CEO departure in Franklin marks a leadership change in the healthcare sector, with no immediate hiring or displacement indicated.","company":"Acadia Healthcare Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520697/000119312526020169/d78515d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:54:12"},{"signal_id":"9e7939f25206ead768a8b655ab5fa605","headline":"Highland Global Allocation Fund 8-K filing (Item 5.02): officer or director change","summary":"Highland Global Allocation Fund announced the reallocation of Trustees following the passing of Bryan A. Ward, with Dorri McWhorter resigning and then being appointed as a Class I Trustee, effective January 16, 2026.","talent_readthrough":"Dorri McWhorter transitions to a Class I Trustee role at Highland Global Allocation Fund, resuming her previous committee assignments including chair of the audit committee.","company":"Highland Global Allocation Fund","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-16","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1622148/000119312526026847/d81667d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:54:44"},{"signal_id":"2bd3c43956ef885884b9035c89d12073","headline":"Oncotelic Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Oncotelic Therapeutics, Inc. has entered into a restricted stock agreement with Dr. Vuong Trieu, its chief executive officer, involving the issuance of up to 26,512 shares of the Company’s convertible Series A Preferred Stock based on the achievement of certain performance milestones.","talent_readthrough":"Oncotelic Therapeutics' CEO has a new restricted stock agreement tied to performance milestones. The announcement does not disclose any changes to hiring plans.","company":"Oncotelic Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908259/000149315226003606/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:54:59"},{"signal_id":"06b96701f1895a0e77c27d099f7c608b","headline":"MBX Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MBX Biosciences, Inc. appointed Laurie Stelzer as a director effective January 20, 2026, following the recommendation of the Nominating and Corporate Governance Committee.","talent_readthrough":"MBX Biosciences adds Laurie Stelzer to its board in Carmel, Indiana, effective January 2026.","company":"MBX Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1776111/000119312526018700/mbx-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 08:55:11"},{"signal_id":"345518727f3d8e13402c7dc1d7eef765","headline":"NEW JERSEY RESOURCES CORP 8-K filing (Item 5.02): officer or director change","summary":"New Jersey Resources Corporation announced the appointment of Christoper D’Antuono as Principal Accounting Officer and the approval of the 2026 Stock Award and Incentive Plan by shareowners.","talent_readthrough":"New Jersey Resources appoints a new Principal Accounting Officer in Wall, New Jersey, with no disclosed impact on headcount.","company":"NEW JERSEY RESOURCES CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/356309/000114036126002201/ef20063592_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:55:19"},{"signal_id":"5167b882524965a21be9c3ed351bd94f","headline":"CREDIT ACCEPTANCE CORP 8-K filing (Item 5.02): officer or director change","summary":"Arthur L. Smith, Chief Analytics Officer, and Daniel A. Ulatowski, Chief Sales Officer of Credit Acceptance Corporation, announced their retirement effective February 1, 2026, with plans to serve as non-employee advisors until July 31, 2026.","talent_readthrough":"Two executives at Credit Acceptance Corp in Michigan are retiring and transitioning to advisory roles. The announcement does not indicate changes in hiring or workforce.","company":"Credit Acceptance Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885550/000088555026000007/cacc-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:55:48"},{"signal_id":"4430d992bccb75a8a861606b1ec7b65d","headline":"PLUMAS BANCORP 8-K filing (Item 5.02): officer or director change","summary":"Plumas Bancorp approved a cash non-equity incentive plan for 2026, targeting eligible employees of its subsidiary, Plumas Bank, with incentives based on the bank's performance metrics.","talent_readthrough":"Plumas Bancorp introduces a 2026 cash incentive plan for Plumas Bank employees in Reno, tying bonuses to the bank's return on assets performance.","company":"Plumas Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-09-30","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1168455/000143774926001817/plbc20260122_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:55:56"},{"signal_id":"1862a87c31e46fda6f326c98f550975c","headline":"ASHLAND INC. 8-K filing (Item 5.02): officer or director change","summary":"Ashland Inc. approved a one-time equity award grant to Guillermo Novo, the company's Chair and Chief Executive Officer, to encourage his continued employment through at least December 31, 2028.","talent_readthrough":"Ashland's CEO in Wilmington receives a $2M equity award to stay through 2028, signaling a compensation shift for the executive role.","company":"Ashland Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674862/000119312526024553/ash-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:56:06"},{"signal_id":"84cd46b2cfcc7381c8918b1863bb0a8e","headline":"EON Resources Inc. 8-K filing: officer or director change","summary":"EON Resources Inc. appointed Kyle Bulpitt to fill the vacancy on the Board created by the resignation of Byron Blount.","talent_readthrough":"EON Resources Inc. has a new Class II director, Kyle Bulpitt, following Byron Blount's resignation. The change affects executive leadership in Houston.","company":"EON Resources Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2027-01-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1842556/000121390026007933/ea0274195-8k_eonresour.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:56:29"},{"signal_id":"3ed8c9f7e2434ba28fe2eddc7115a68b","headline":"ANALOG DEVICES INC 8-K filing (Item 5.02): officer or director change","summary":"Susie Wee has informed the Board of Directors of Analog Devices, Inc. of her decision to retire from the Board and not to stand for re-election.","talent_readthrough":"Susie Wee retires from the board of Analog Devices in Wilmington, a planned succession with no immediate hiring or displacement.","company":"Analog Devices, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/6281/000000628126000008/adi-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 08:56:47"},{"signal_id":"d57dac7456f346abae5e6a565f689902","headline":"JABIL INC 8-K filing (Item 5.02): officer or director change","summary":"Jabil Inc. announced the appointment of Thomas T. Edman and Raejeanne Skillern to its Board of Directors, increasing the board size from seven to nine directors.","talent_readthrough":"Jabil adds two independent directors to its board in St. Petersburg, signaling governance changes at the manufacturing firm.","company":"Jabil Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898293/000119312526027194/d67315d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:56:55"},{"signal_id":"4429df82d0f8de4cc85dba5662744198","headline":"Accenture plc 8-K filing (Item 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Operating Officer, effective January 28, 2026.","talent_readthrough":"Executive compensation increases at Zoned Properties in Scottsdale, affecting the CEO and COO roles.","company":"Zoned Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1279620/000121390026008939/ea0274464-8k_zoned.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:57:25"},{"signal_id":"6ecf0e2cf93ce6b9924832332ad932d0","headline":"NICOLET BANKSHARES INC 8-K filing (Item 5.02): officer or director change","summary":"Nicolet Bankshares, Inc. announced equity awards to its executive team and certain senior management members for their role in the integration of Midwest One Financial Group, Inc., consisting of 101,000 restricted stock units vesting over a 3-year performance period.","talent_readthrough":"Nicolet Bankshares' executive team in Green Bay receives equity awards tied to performance metrics over three years.","company":"Nicolet Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1174850/000117485026000039/nic-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:57:34"},{"signal_id":"938ba5aec64e948698e0c8cf355ba7a1","headline":"Federal Home Loan Bank of Indianapolis 8-K filing (Item 5.02): officer or director change","summary":"The Federal Home Loan Bank of Indianapolis approved an incentive compensation plan for its principal executive officer, principal financial officer, and other named executive officers, effective January 1, 2026.","talent_readthrough":"Executives at the Federal Home Loan Bank of Indianapolis will see changes in their compensation structure starting January 2026.","company":"Federal Home Loan Bank of Indianapolis","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1331754/000133175426000015/fhlbi-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 08:57:44"},{"signal_id":"6bdbee87c0b36eea056ebfd3895aafec","headline":"Limoneira CO 8-K filing (Item 5.02): officer or director change","summary":"Mark Palamountain resigned as CFO and Treasurer of Limoneira Company, with Gregory C. Hamm appointed as his successor.","talent_readthrough":"Limoneira's CFO and Treasurer role transitions from Mark Palamountain to Gregory C. Hamm in Santa Paula, CA.","company":"Limoneira Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1342423/000110465926007452/tm264339d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:57:54"},{"signal_id":"662d5f723c5a946c68b89383e0b798b0","headline":"ARCBEST CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"ArcBest Corporation increased its Board size from eleven to thirteen members and elected Ann G. Bordelon and Bobby K. George to the Board as directors, effective immediately.","talent_readthrough":"ArcBest adds two directors to its board in Fort Smith, signaling governance expansion without immediate hiring or displacement.","company":"ArcBest Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/894405/000110465926007406/arcb-20260126x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 08:58:02"},{"signal_id":"3ef9ef08001942198ac578f307f77fc8","headline":"UNITED THERAPEUTICS Corp 8-K filing (Item 5.02): officer or director change","summary":"United Therapeutics Corporation appointed Kevin J. 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Merdian announced her intention to resign as a director of FirstSun Capital Bancorp and its wholly owned subsidiary, Sunflower Bank, N.A., effective as of the earlier of the closing of the proposed merger with First Foundation Inc. or the 2026 Annual Meeting of Stockholders.","talent_readthrough":"Diane L. Merdian steps down from the board of FirstSun Capital Bancorp and Sunflower Bank, N.A., marking a leadership change in the Denver-based financial services firm.","company":"FirstSun Capital Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1709442/000170944226000004/fcb-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 08:58:20"},{"signal_id":"cbb2b044404f3973f557ff8f22284d7b","headline":"ONEOK INC /NEW/ 8-K filing (Item 5.02): officer or director change","summary":"ONEOK, Inc. elected Mark A. 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Bradley Southern, CEO and Chairperson of the Board of Louisiana-Pacific Corporation, notified the Board of his intention to retire from the Board, including the role of Chairperson, effective February 19, 2026.","talent_readthrough":"Louisiana-Pacific Corporation's CEO and Chairperson retires in Nashville, part of planned leadership succession. The announcement does not indicate changes to other roles.","company":"Louisiana-Pacific Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60519/000006051926000002/lpx-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:00:10"},{"signal_id":"fe712483bbf37934e1fd75783d471402","headline":"COLONY BANKCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Colony Bankcorp, Inc. announced Derek Shelnutt's continued role as Chief Financial Officer under a new employment agreement.","talent_readthrough":"Derek Shelnutt remains CFO at Colony Bankcorp in Fitzgerald, with no disclosed changes to the executive team's size or structure.","company":"Colony Bankcorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/711669/000071166926000004/cban-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:00:20"},{"signal_id":"ba5e30ab21f18ac41c755a9c453a7979","headline":"Drilling Tools International Corp 8-K filing (Item 5.02): officer or director change","summary":"Drilling Tools International Corporation appointed Ira H. 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The change does not indicate any immediate shifts in hiring or workforce.","company":"Drilling Tools International Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1884516/000119312526024422/d66516d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 09:00:33"},{"signal_id":"86780b345df66ad622d153ce1cb946cb","headline":"PERMA FIX ENVIRONMENTAL SERVICES INC 8-K filing (Item 5.02): officer or director change","summary":"Perma-Fix Environmental Services, Inc. announced changes in its executive leadership with the approval of individual Management Incentive Plans for the calendar year 2026 for its executive officers.","talent_readthrough":"Executive leadership at Perma-Fix Environmental Services in Atlanta sees changes with new Management Incentive Plans for 2026.","company":"Perma-Fix Environmental Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-22","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891532/000149315226003909/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:00:55"},{"signal_id":"7ae46aa877e7f8b929404ad9d74e7450","headline":"Schneider National, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Schneider National, Inc. announced leadership changes, appointing Mark B. Rourke as Executive Chair of the Board and James S. Filter as President and Chief Executive Officer, effective July 1, 2026.","talent_readthrough":"Schneider National's leadership changes affect executive roles, with Mark B. Rourke moving to Executive Chair and James S. Filter becoming President and CEO. 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(CUBB, CUBI) 8-K filing (Item 5.02): officer or director change","summary":"Customers Bancorp, Inc. announced the appointment of Stephen Wyremski as Executive Vice President, Chief Operating Officer of Customers Bank, effective January 26, 2026.","talent_readthrough":"Stephen Wyremski joins Customers Bank as COO in West Reading, bringing executive leadership from financial services consulting.","company":"Customers Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000015/cubi-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 09:01:56"},{"signal_id":"80a34aad2c8623791eebd19c1d870159","headline":"Michael S. 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Cagney resigned as CEO of Figure Certificate Company following a reorganization and IPO, remaining as board chair, while Michael Tannenbaum was appointed as the new CEO.","talent_readthrough":"Figure Certificate Company in San Francisco sees a leadership change with a new CEO appointment, affecting executive roles.","company":"Figure Certificate Company","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1974395/000149315226003419/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 09:02:13"},{"signal_id":"88b5dcee6685a96591c18c26c1844839","headline":"ContextLogic Holdings Inc. 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The filing does not disclose hiring plans.","company":"Greystone Housing Impact Investors LP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1059142/000119312526019565/ghi-20260114.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 09:02:58"},{"signal_id":"31fe6df9965f9de4e85146b880b3c59d","headline":"Ocean Power Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ocean Power Technologies, Inc. amended its Employment Inducement Incentive Award Plan to increase the number of shares available for issuance under the plan from 990,000 to 1,990,000 shares.","talent_readthrough":"Ocean Power Technologies increases equity awards for new hires in Monroe Township, signaling a comp shift but no disclosed headcount change.","company":"Ocean Power Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1378140/000149315226004017/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:03:14"},{"signal_id":"edcf9862acb7ca78d3cf856024e5c670","headline":"Repare Therapeutics Inc. 8-K filing (Item 5.02): officer or director change","summary":"Repare Therapeutics Inc. reported a change in officer or director as per their 8-K filing with the SEC.","talent_readthrough":"Repare Therapeutics Inc. has announced a leadership change, affecting executive roles in the company.","company":"Repare Therapeutics Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1808158/000119312526027394/d95398d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:03:38"},{"signal_id":"865bac64b2513686580fb3fbc0a7cbf4","headline":"Navan, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Navan, Inc. increased its Board size from nine to ten directors and elected Shai Weiss as a Class III director, effective January 28, 2026.","talent_readthrough":"Navan adds a director with travel, tech, and finance experience to its board in Palo Alto.","company":"Navan, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639723/000162828026003867/navn-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:03:47"},{"signal_id":"c68985434f7421ad1b29cfb967a24f74","headline":"WORKIVA INC 8-K filing (Item 5.02): officer or director change","summary":"David S. Mulcahy resigned from the Board of Directors of Workiva Inc., and Suku Radia was appointed as Lead Independent Director.","talent_readthrough":"Workiva's board sees a leadership change in Iowa with no disclosed impact on hiring or roles.","company":"Workiva Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1445305/000144530526000005/wk-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:04:00"},{"signal_id":"c436fd052411b7bb8aa03ee9791dd990","headline":"Nuwellis, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Nuwellis, Inc. reports the resignation of three directors and the appointment of Katharyn Field to its board, with no disagreements cited for the departures.","talent_readthrough":"Nuwellis reshapes its board in Eden Prairie with one new appointment and three departures, signaling a leadership transition without disclosed hiring or displacement.","company":"Nuwellis, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1506492/000114036126002241/ef20063743_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 09:04:13"},{"signal_id":"a654b78e7517e8fb15a9db6088b1aab3","headline":"TEAM INC 8-K filing (Item 5.02): officer or director change","summary":"TEAM, Inc. announced that Keith Tucker will depart from his role as Chief Executive Officer, effective January 31, 2026, with no disagreement cited.","talent_readthrough":"Keith Tucker departs as CEO of TEAM, Inc. in Sugar Land, Texas. The announcement does not indicate any broader leadership changes.","company":"TEAM, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318833/000119312526022764/d45852d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 09:04:51"},{"signal_id":"3d67bd00f4ab022b468e61ed6d3cdabc","headline":"Trade Desk, Inc. 8-K filing (Item 5.02): officer or director change","summary":"The Trade Desk, Inc. has reported a change in its officer or director as per its 8-K filing with the SEC.","talent_readthrough":"The Trade Desk has announced a leadership change in Ventura, California, affecting executive roles.","company":"The Trade Desk, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671933/000119312526021804/d20637d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 09:04:59"},{"signal_id":"0c172e3cced49f7fb9cfabfd77bf57df","headline":"Conduent Inc 8-K filing (Item 5.02): officer or director change","summary":"Clifford Skelton stepped down as President and CEO of Conduent Incorporated and from its Board of Directors, with Harsha V. Agadi appointed as Chief Executive Officer.","talent_readthrough":"Conduent's CEO change in Florham Park affects executive roles; the filing does not disclose broader workforce impacts.","company":"Conduent Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677703/000114036126002237/ef20063381_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 09:05:58"},{"signal_id":"eac254b3dc268e003e238af9891672a9","headline":"TON Strategy Co 8-K filing (Item 5.02): officer or director change","summary":"TON Strategy Company announced that Veronika Kapustina, Chief Executive Officer, will be transitioning out of her position. The company has engaged Intersection Growth Partners to conduct the search for her successor.","talent_readthrough":"TON Strategy Company is searching for a new CEO in Las Vegas, with Veronika Kapustina transitioning out of the role.","company":"TON Strategy Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1566610/000149315226004034/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:06:42"},{"signal_id":"9c2c2c96d65619464edf075afacb5e27","headline":"Lionsgate Studios Corp. 8-K filing (Item 5.02): officer or director change","summary":"Lionsgate Studios Corp. has appointed Steven T. Mnuchin as a director under a Governance, Standstill and Voting Agreement with Liberty 77 Capital L.P. and related parties.","talent_readthrough":"Lionsgate adds a director in a leadership change; the filing does not disclose hiring plans.","company":"Lionsgate Studios Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2052959/000119312526021731/d101361d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 09:06:50"},{"signal_id":"3f0d7e0dec953c057d591c9b016e5eb4","headline":"ALT5 Sigma Corp 8-K filing (Item 5.02): officer or director change","summary":"ALT5 Sigma Corporation appointed Steven M. Plumb as its Chief Financial Officer, effective November 24, 2025.","talent_readthrough":"ALT5 Sigma appoints a new CFO in Las Vegas, adding to its executive team.","company":"ALT5 Sigma Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/862861/000149315226003885/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:07:01"},{"signal_id":"01a95dc451709e822464854e3042587e","headline":"Sonoma Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Jay Birnbaum retired from the Board of Directors of Sonoma Pharmaceuticals, Inc. and will continue to serve the company under a consulting agreement.","talent_readthrough":"A board director retires at Sonoma Pharmaceuticals in Boulder, transitioning to a consulting role with equity compensation.","company":"Sonoma Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1367083/000168316826000589/sonoma_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:07:08"},{"signal_id":"93d91fc197f874868a229b3304ccb66e","headline":"JPMORGAN CHASE & CO 8-K filing (Item 5.02): officer or director change","summary":"JPMorgan Chase & Co reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"JPMorgan Chase has announced a leadership change in New York; watch for updates on executive roles.","company":"JPMorgan Chase & Co","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19617/000001961726000052/jpm-20260120.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 09:07:16"},{"signal_id":"7e8e30f3ba3448305eff589e6edb8616","headline":"Edgemode, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Edgemode, Inc. reported a change in officer or director in its Form 8-K filing with the SEC.","talent_readthrough":"Edgemode's leadership change in Ft. Lauderdale affects executive roles; the filing does not disclose hiring or displacement plans.","company":"Edgemode, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652958/000168316826000590/edgemode_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:07:42"},{"signal_id":"2797d4c8dae157d8124904cd02a56cba","headline":"Inuvo, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Inuvo, Inc. reported a change in officer or director in its 8-K filing with the SEC, indicating a leadership change within the company.","talent_readthrough":"Inuvo has a leadership change in Little Rock; the filing does not disclose hiring or displacement plans.","company":"Inuvo, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/829323/000165495426000656/inuvo_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:07:49"},{"signal_id":"40016bb9d7f6b9c64822f607532562b7","headline":"IROBOT CORP 8-K filing (Item 5.02): officer or director change","summary":"iRobot Corporation reported an officer or director change in its 8-K filing with the SEC, amidst its ongoing financial reorganization under chapter 11 of the Bankruptcy Code.","talent_readthrough":"iRobot's executive team changes during its financial reorganization in Bedford, MA; watch for stability signals in leadership roles.","company":"iROBOT CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1159167/000115916726000006/irbt-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 09:07:59"},{"signal_id":"bef4d4eef3b390425a1509e4d5d16e97","headline":"ZYNEX INC 8-K filing (Item 5.02): officer or director change","summary":"Zynex, Inc. reported a change in its officers or directors in an SEC filing dated January 22, 2026.","talent_readthrough":"Zynex's leadership change in Englewood affects executive roles; the filing does not disclose hiring or displacement plans.","company":"ZYNEX, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/846475/000110465926006240/zyxi-20260122x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 09:08:08"},{"signal_id":"d52614acfa4b128e5746ef5f54b23168","headline":"Burke & Herbert Financial Services Corp. 8-K filing (Item 5.02): officer or director change","summary":"H. Charles Maddy, III notified the board of directors of Burke & Herbert Financial Services Corp. of his decision not to stand for re-election as a director at the Company’s 2026 annual meeting of shareholders and his retirement as the President of the Company, effective June 30, 2026.","talent_readthrough":"H. Charles Maddy, III will retire as President of Burke & Herbert Financial Services Corp. in Alexandria, Virginia, effective June 30, 2026. The company has time to manage the transition.","company":"Burke & Herbert Financial Services Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1964333/000196433326000008/bhrb-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:08:34"},{"signal_id":"e1cc9c52221be3e704b4760fab8aedcc","headline":"Ventyx Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ventyx Biosciences, Inc. approved cash bonus awards for certain executives in lieu of regular annual equity grants.","talent_readthrough":"Executives at Ventyx Biosciences in San Diego receive cash bonuses instead of equity grants.","company":"Ventyx Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851194/000119312526019453/d36232d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-22","captured_at":"2026-07-28 09:08:42"},{"signal_id":"f3a497dd176d1a49668b2e385602a3de","headline":"DIAMOND HILL INVESTMENT GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"Diamond Hill Investment Group, Inc. reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Diamond Hill Investment Group in Columbus has announced a change in its executive leadership, with no disclosed impact on headcount.","company":"Diamond Hill Investment Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/909108/000095010326001111/dp240409_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-28","captured_at":"2026-07-28 09:08:50"},{"signal_id":"9adc2753ab67c8a79d34007d2d170dd9","headline":"ADOBE INC. 8-K filing (Item 5.02): officer or director change","summary":"Adobe Inc. approved the 2026 Performance Share Program under its 2019 Equity Incentive Plan, granting performance shares to members of its executive management team.","talent_readthrough":"Adobe's executive team receives performance shares under a new program aimed at enhancing stockholder value and retaining talent.","company":"Adobe Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/796343/000079634326000019/adbe-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-27","captured_at":"2026-07-28 09:09:37"},{"signal_id":"37b49d96d21348a726d77b24ed1a34ab","headline":"Trailblazer Merger Corp I  (TBMC, TBMCR) 8-K filing (Item 5.02): officer or director change","summary":"Arie Rabinowitz resigned as a director and the Chief Executive Officer of Trailblazer Merger Corporation I, with no disagreement cited, and also resigned from similar positions at its subsidiary, Trailblazer Holdings, Inc.","talent_readthrough":"Trailblazer Merger Corporation I's CEO and director Arie Rabinowitz has resigned in New York, with no stated plans for replacement in the filing.","company":"Trailblazer Merger Corporation I","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New 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Goitia and Ron D. Sturzenegger have notified their intention to resign from the Board of Trustees of Elme Communities, effective after the filing of the Trust’s Form 10-K for the fiscal year ended December 31, 2025.","talent_readthrough":"Two executives resign from Elme Communities' board in Bethesda; the departures are not due to disagreements.","company":"Elme Communities","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/104894/000010489426000004/elme-20260121.htm","source_name":"SEC EDGAR","published_date":"2026-01-23","captured_at":"2026-07-28 09:11:07"},{"signal_id":"a276a36aa181a14dd68a3864c4f61c50","headline":"Indivior Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Indivior Pharmaceuticals, Inc. has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Indivior Pharmaceuticals has announced a change in its executive leadership. The filing does not specify the nature of the change or its impact on the company's operations.","company":"Indivior Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1625297/000119312526021660/d87169d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-26","captured_at":"2026-07-28 09:11:20"},{"signal_id":"73b610ec6357b3844ef600b91400d70a","headline":"MARCHEX INC 8-K filing (Item 5.02): officer or director change","summary":"Marchex, Inc. approved annual cash bonuses for fiscal year 2025 for its President and Chief Revenue Officer, Chief Operating Officer, Chief Legal Officer, and Corporate Secretary, and Chief Financial Officer.","talent_readthrough":"Marchex executives in Seattle receive annual cash bonuses, signaling a compensation shift for leadership roles.","company":"Marchex, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"Seattle","region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1224133/000119312526031831/mchx-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:12:23"},{"signal_id":"9df577158d2ca660cc502a8cb056998a","headline":"DOLLAR TREE, INC. 8-K filing (Item 5.02): officer or director change","summary":"Dollar Tree, Inc. reports an update to its merchandising leadership succession plan, with Richard McNeely retiring as Chief Merchandising Officer in April 2026 and Brent Beebe named as his successor.","talent_readthrough":"Dollar Tree's Chief Merchandising Officer in Virginia will retire in April 2026, with a successor already named.","company":"Dollar Tree, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/935703/000093570326000017/dltr-20250909.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:12:33"},{"signal_id":"be7b252aaf6a3f7583b7f5345b954e21","headline":"Toughbuilt Industries, Inc 8-K filing (Item 5.02): officer or director change","summary":"On January 14, 2026, the board of directors of Toughbuilt Industries, Inc. approved certain conversions into shares, with Messrs. Panosian and Keeler abstaining from voting resolutions pertaining to themselves due to conflicts of interest.","talent_readthrough":"Toughbuilt Industries has made changes in its executive leadership in Irvine. The announcement does not specify hiring plans.","company":"Toughbuilt Industries, Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1668370/000121390026009595/ea0274690-8k_toughbuilt.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:12:46"},{"signal_id":"9ae4468aa35e804b3041e38230d7f3f2","headline":"Federal Home Loan Bank of Boston 8-K filing (Item 5.02): officer or director change","summary":"The Federal Home Loan Bank of Boston filed an Amendment No. 1 on Form 8-K/A to disclose the 2026 Board committee assignments.","talent_readthrough":"The Federal Home Loan Bank of Boston has updated its board committee assignments for 2026, affecting leadership roles.","company":"Federal Home Loan Bank of Boston","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1331463/000133146326000016/fhlbbost-20251212.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:12:56"},{"signal_id":"1621301b452f8a7c3450fb9905ca8f22","headline":"E. Kendrick Smith Elected to Haverty Furniture Companies Board","summary":"The Board of Directors of Haverty Furniture Companies, Inc. elected E. Kendrick Smith to the Board effective February 17, 2026, expanding the Board to eleven members.","talent_readthrough":"E. Kendrick Smith joins Haverty Furniture's board in Atlanta, expanding it to eleven members. The announcement does not disclose changes to executive roles or hiring plans.","company":"Haverty Furniture Companies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-17","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/216085/000162828026004136/hvt-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:13:08"},{"signal_id":"6ecdb207562f4383d1502ac9c443d59f","headline":"GXO Logistics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Paul Blanchett, Chief Accounting Officer of GXO Logistics, Inc., has notified the company of his decision to resign to pursue a new professional opportunity outside of the logistics industry, with his last working day being April 24, 2026.","talent_readthrough":"GXO Logistics' Chief Accounting Officer resigns in Greenwich, Connecticut, with no disclosed hiring or displacement impact.","company":"GXO Logistics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852244/000110465926008073/tm264491d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:13:31"},{"signal_id":"23fb55cd18966125fb3323f4084ac0a4","headline":"Sezzle Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sezzle Inc. announced the appointment of Lee Brading as Chief Financial Officer, effective February 1, 2026, with Karen Hartje stepping down from the role and transitioning to a consulting position.","talent_readthrough":"Sezzle appoints a new CFO in Minneapolis, with the outgoing executive moving to a consulting role.","company":"Sezzle Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662991/000166299126000006/sezl-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:13:39"},{"signal_id":"af286454480c86b715419fbcb2b8fd01","headline":"urban-gro, Inc. 8-K filing (Item 5.02): officer or director change","summary":"urban-gro, Inc. shareholders approved an amendment to the Company’s 2021 Omnibus Stock Incentive Plan to increase the number of shares authorized for issuance under the 2021 Plan by 5,000,000 and to increase the individual award limit.","talent_readthrough":"urban-gro, Inc. has amended its stock incentive plan, increasing shares and individual award limits, signaling a shift in compensation structure.","company":"urban-gro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1706524/000121390026010322/ea0274894-8k_urban.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:13:58"},{"signal_id":"0687341b9ce2074927eccefa7aaf673c","headline":"SIRIUS XM HOLDINGS INC. 8-K filing (Item 5.02): officer or director change","summary":"Richard N. Baer, Executive Vice President, General Counsel and Secretary, intends to retire in March, with Eve Konstan appointed as the new Executive Vice President, Chief Legal Officer and Secretary.","talent_readthrough":"A leadership transition is planned at Sirius XM in New York, with the legal executive role changing hands in March.","company":"SIRIUS XM HOLDINGS INC.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-06","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908937/000110465926007737/tm264347d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:14:03"},{"signal_id":"5d0250685a3493eef5eace5eca63074c","headline":"Traeger, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Harjit Shoan, a Class II director, resigned from the Board of Directors of Traeger, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A director resigns at Traeger in Salt Lake City; the filing describes no disagreement and states no change yet expected for roles under the board.","company":"Traeger, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857853/000162828026004139/tra-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:14:16"},{"signal_id":"7c98f643e3d3c9ac1ddabf30702205a6","headline":"Houlihan Lokey, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Robert A. Schriesheim, a director of Houlihan Lokey, Inc., informed the company that he does not intend to stand for reelection when his term expires at the company’s 2027 Annual Meeting of Shareholders.","talent_readthrough":"A director at Houlihan Lokey in Los Angeles will not seek reelection in 2027.","company":"Houlihan Lokey, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2027-01-24","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1302215/000119312526029644/d63878d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:14:41"},{"signal_id":"b90d1a3592961f347e24fb3e7b8ec0eb","headline":"OPENLANE, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sanjeev Mehra resigned from OPENLANE, Inc.'s Board of Directors on January 29, 2026, with his resignation not related to any disagreement with the company.","talent_readthrough":"Sanjeev Mehra leaves OPENLANE's board in Indiana. The announcement does not state a successor or broader leadership changes.","company":"OPENLANE, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1395942/000139594226000002/kar-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:14:55"},{"signal_id":"205568e6561c7487c4e9d8898dc1862f","headline":"Design Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Deepa Prasad notified Design Therapeutics, Inc. of her decision to resign from the Company’s Board of Directors, effective February 1, 2026, due to required conflict-avoidance policies associated with her newly appointed role with a major bank.","talent_readthrough":"A board member resigns at Design Therapeutics, Inc., a pharma and biotech firm in Carlsbad, California. The departure is due to conflict-avoidance policies linked to her new role at a major bank.","company":"Design Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1807120/000119312526031772/d14213d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:15:09"},{"signal_id":"7947592592764de1b56b25911272c34a","headline":"First Advantage Corporation 8-K filing (Item 5.02): officer or director change","summary":"Bianca Stoica resigned from the Board of Directors and the Compensation Committee of First Advantage Corporation, effective immediately, with no disagreement cited.","talent_readthrough":"First Advantage Corporation's board member Bianca Stoica resigns in Atlanta, with no stated impact on operations or hiring.","company":"First Advantage Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210677/000119312526031830/fa-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:15:18"},{"signal_id":"4610a78464ff17a21da2b3999db40688","headline":"Marc Angell Resigns from The Marquie Group, Inc.","summary":"Marc Angell resigned from his positions as Chief Financial Officer, Treasurer, and Secretary of The Marquie Group, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"Marc Angell steps down from executive roles at The Marquie Group in Florida, transitioning to a non-officer advisory capacity.","company":"The Marquie Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434601/000168316826000642/tmgi_i8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:15:27"},{"signal_id":"0c4390e81ba4f5e1c65cfc8026a47bba","headline":"Caro Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Christoper McEachnie resigned as CEO and from the Board of Caro Holdings Inc., and Meriesha Rennalls was appointed interim CEO, continuing her role as Chief Operating Officer.","talent_readthrough":"Caro Holdings in Sheffield sees a leadership change with the CEO's resignation and the COO stepping in as interim, affecting executive roles.","company":"Caro Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1678105/000164033426000176/caro_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:15:33"},{"signal_id":"de645b24c81969d02388260c24777f0a","headline":"HERC HOLDINGS INC 8-K filing (Item 5.02): officer or director change","summary":"Mr. John M. Engquist informed the Board of Directors of Herc Holdings Inc. of his intent not to stand for re-election to the Board of Directors at the 2026 annual meeting of stockholders.","talent_readthrough":"A board member at Herc Holdings in Bonita Springs will not seek re-election, marking a planned leadership change with no stated impact on operations.","company":"Herc Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1364479/000136447926000012/hri-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:15:40"},{"signal_id":"aa0d4a52522c23f6effee0704ef3406c","headline":"Surrozen, Inc./DE  (SRZN, SRZNW) 8-K filing (Item 5.02): officer or director change","summary":"Shao-Lee Lin, M.D., Ph.D. resigned from the Board of Directors of Surrozen, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board director resigns at Surrozen in South San Francisco; the filing does not name a successor.","company":"Surrozen, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1824893/000119312526031798/srzn-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:15:51"},{"signal_id":"08f279bcebd9ffd205faab31815d49a2","headline":"Strawberry Fields REIT, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Strawberry Fields REIT, Inc. has granted its Chairman of the Board of Directors and Chief Executive Officer Moishe Gubin 114,504 limited partnership units of the OP, along with an increase in his annual salary to $700,000 and an annual bonus of $700,000, retroactive to July 2024.","talent_readthrough":"Strawberry Fields REIT's CEO in South Bend receives a salary increase and bonus, with no disclosed impact on other roles.","company":"Strawberry Fields REIT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1782430/000149315226004513/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:16:02"},{"signal_id":"11bc3f8c82d2c3b565a9644f67e028bf","headline":"LEVI STRAUSS & CO 8-K filing (Item 5.02): officer or director change","summary":"Christopher McCormick announced his retirement from the Board of Levi Strauss & Co., effective at the 2026 annual meeting of shareholders, with no disagreement cited.","talent_readthrough":"A board member at Levi Strauss & Co. in San Francisco will retire in 2026, marking a planned leadership transition.","company":"Levi Strauss & Co.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-23","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/94845/000199937126002055/levi-8k_012926.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:16:11"},{"signal_id":"61590179dbc0e9e86dad9f48d939866f","headline":"Byrna Technologies Inc. 8-K filing (Item 5.02): officer or director change","summary":"John Brasseur, Chief Operating Officer of Byrna Technologies Inc., has notified the company of his decision to depart to pursue other professional opportunities, with his final date of employment set for February 17, 2026.","talent_readthrough":"Byrna Technologies' COO departs in February; the executive role in Andover will need filling.","company":"Byrna Technologies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1354866/000143774926002563/byrn20260130_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:16:20"},{"signal_id":"a9362671b45f3de7f5e244dac07f7357","headline":"OFF THE HOOK YS INC. 8-K filing (Item 5.02): officer or director change","summary":"Robert Gonnelli resigned from the Board of Directors of Off The Hook YS Inc., effective immediately, reducing the Board size to seven members with no immediate plans for a replacement.","talent_readthrough":"A board member has resigned at Off The Hook YS Inc. in Wilmington, NC, reducing the board size to seven. The company has not announced plans to fill the vacancy.","company":"Off The Hook YS Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2067767/000149315226004536/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:16:29"},{"signal_id":"0a96ffb2b3fbc66db0520fbaf37e1379","headline":"Esquire Financial Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Joseph Melohn resigned from his director and committee positions at Esquire Financial Holdings, Inc. and from all its affiliates, effective January 28, 2026, to focus on other professional and personal commitments.","talent_readthrough":"A director resigns at Esquire Financial Holdings in Jericho, NY, reducing the board size from ten to nine members.","company":"Esquire Financial Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1531031/000110465926008653/tm264393d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:16:37"},{"signal_id":"08fad49a418ca44122840eb5afac3fc9","headline":"Universal Corp /VA/ 8-K filing (Item 5.02): officer or director change","summary":"Universal Corporation withdrew its offer of employment to Anubhav Mittal, who was previously elected as Senior Vice President and Chief Financial Officer. Johan C. Kroner will continue in the role until a successor is elected.","talent_readthrough":"Universal Corporation's CFO role remains open in Richmond after a withdrawn offer to Anubhav Mittal. Candidates for executive finance roles should monitor the company's leadership updates.","company":"Universal Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-17","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/102037/000119312526029470/d36934d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:16:54"},{"signal_id":"ded918e5573a73853b13a294c05627a4","headline":"PEOPLES FINANCIAL SERVICES CORP. 8-K filing (Item 5.02): officer or director change","summary":"Thomas P. Tulaney announced his retirement from his roles as President of Peoples Financial Services Corp. and President and Director of Peoples Security Bank and Trust Company, effective April 3, 2026.","talent_readthrough":"Peoples Financial Services Corp. in Moosic, PA, sees the retirement of its President, Thomas P. Tulaney, marking a leadership change in the financial services sector.","company":"Peoples Financial Services Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056943/000110465926008637/tm264508d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:17:03"},{"signal_id":"640e6dd231fab6ba1992683bb010d0a4","headline":"Immunocore Holdings plc 8-K filing (Item 5.02): officer or director change","summary":"Immunocore Holdings plc reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Immunocore's leadership change in the UK affects executive roles; the announcement does not state hiring or displacement plans.","company":"Immunocore Holdings plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671927/000114036126002894/ef20064300_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:17:11"},{"signal_id":"ee8b35981ce0665545c5f466294fdde8","headline":"Franklin BSP Capital Corp 8-K filing (Item 5.02): officer or director change","summary":"Franklin BSP Capital Corporation appointed Jamie Smith as Chief Operating Officer, effective immediately, while he continues his roles at Benefit Street Partners L.L.C.","talent_readthrough":"Franklin BSP Capital appoints a new COO in New York, adding to its executive team without disclosing further hiring plans.","company":"Franklin BSP Capital Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825248/000121390026009596/ea027441701-8k_franklin.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:17:19"},{"signal_id":"9eb2d4758b70843b0a6563a046426bed","headline":"Ondas Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ondas Inc. approved an increase to the annual base salary of Neil Laird, the Company's Chief Financial Officer and Treasurer, and a one-time discretionary cash bonus to Mr. Laird and Patrick Huston, the Company's Chief Operating Officer, General Counsel and Secretary.","talent_readthrough":"Ondas Inc. has adjusted compensation for its CFO and COO, signaling a shift in executive rewards in the technology sector.","company":"Ondas Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1646188/000121390026010317/ea0274868-8k_ondas.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:17:29"},{"signal_id":"312a40e4af86bfcd7a7ffd55a4895167","headline":"Cincinnati Financial Corporation and Subsidiaries Recognize Promotions and Appointments","summary":"Cincinnati Financial Corporation announced promotions and appointments within its leadership team, as detailed in their SEC filing.","talent_readthrough":"Cincinnati Financial Corporation has updated its executive team in Fairfield, Ohio, with no disclosed impact on headcount.","company":"Cincinnati Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/20286/000002028626000003/cinf-20260130.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:17:46"},{"signal_id":"a3e45f547e398ee0da689e01e1f94412","headline":"Wendi B. Carpenter to retire from Comtech Telecommunications Corp. Board of Directors","summary":"Wendi B. Carpenter has notified Comtech Telecommunications Corp. of her intention to retire from the Board of Directors and not stand for re-election at the Fiscal 2025 Annual Meeting of Stockholders.","talent_readthrough":"A board director retires at Comtech Telecommunications in Chandler, with no stated disagreement or immediate replacement announced.","company":"Comtech Telecommunications Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-09","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23197/000002319726000011/cmtl-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:18:02"},{"signal_id":"f9151bc644746c1cfcc766222a034d75","headline":"Winvest Group Ltd 8-K filing (Item 5.02): officer or director change","summary":"On January 27, 2026, Wan Nyuk Ming resigned as Chairman of the Board and Director, and Ng Chian Yin resigned as Director of Winvest Group Ltd., each for personal reasons. Khiow Hui Lim was appointed as Chairman of the Board.","talent_readthrough":"Winvest Group Ltd sees leadership changes with the resignation of its Chairman and a Director, and the appointment of a new Chairman in Nevada.","company":"Winvest Group Ltd","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1558740/000147793226000520/wnlv_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:18:12"},{"signal_id":"63cf4d10d2b081d14f677bd89296d896","headline":"Spero Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ankit Mahadevia, MD notified the Board of Directors of Spero Therapeutics, Inc. of his intention to resign from the Board and all officer and director positions he holds with any and all subsidiaries of the Company, effective as of January 30, 2026.","talent_readthrough":"Ankit Mahadevia resigns from Spero Therapeutics' board and executive roles, transitioning to a consulting agreement. The move affects leadership in the pharma and biotech sector in Cambridge.","company":"Spero Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701108/000119312526032004/d55903d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:18:22"},{"signal_id":"0f212a5dc357c8cc5e463f2114cfdc79","headline":"Ovintiv Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ovintiv Inc. announced the appointment of Gregory P. Hill to its Board of Directors, effective January 30, 2026, with the Board size set at twelve.","talent_readthrough":"Ovintiv adds a director to its board in Denver, with no stated impact on hiring or workforce changes.","company":"Ovintiv Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792580/000119312526029650/ovv-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:18:30"},{"signal_id":"6caae29df0e944c83a1acf0590d8830e","headline":"Gloo Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Scott Beck and Patrick Gelsinger of Gloo Holdings, Inc. volunteered to reduce their annual salaries to $1 starting February 1, 2026.","talent_readthrough":"Gloo's top executives in Boulder cut their own pay to $1 annually.","company":"Gloo Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2069785/000119312526028307/gloo-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:18:38"},{"signal_id":"43d4d78221c1c554f1c63a612f898414","headline":"Borealis Foods Inc. 8-K filing: officer or director change","summary":"Borealis Foods Inc. appointed Mr. Amin Ajami as a director to fill a vacancy on the Board resulting from the resignation of Mr. Kanat Mynzhanov.","talent_readthrough":"Borealis Foods Inc. appoints a new director to its board, affecting executive leadership roles.","company":"Borealis Foods Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852973/000121390026009496/ea0274689-8k_borealis.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:18:46"},{"signal_id":"353524ff421f45e25c4ed81e2cff1783","headline":"Eve Holding, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eve Holding, Inc. appointed Uallace Moreira Lima as a Class I director of the Board, effective February 1, 2026, filling the vacancy created by the resignation of Maria Cordón.","talent_readthrough":"Eve Holding adds a new director in Melbourne, filling a board vacancy left by Maria Cordón's departure.","company":"Eve Holding, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Melbourne","region":"Oceania","country":"AU","hq_city":"Melbourne","hq_country":"AU","state":null,"functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823652/000155485526000039/evex-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:18:54"},{"signal_id":"8e9ebea8832019f6b8bd3aa2f7860f2e","headline":"USCB FINANCIAL HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"USCB Financial Holdings, Inc. and U.S. Century Bank entered into Amendment No. 2 to the employment agreement of Robert Anderson, the Executive Vice President and Chief Financial Officer, modifying severance terms.","talent_readthrough":"Robert Anderson's employment terms as CFO at USCB Financial Holdings in Doral have been amended, with changes to severance conditions.","company":"USCB Financial Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1901637/000092708926000015/uscb20260129_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:19:02"},{"signal_id":"2d486ddc5a18ca147ba62769ca836d30","headline":"AXT INC 8-K filing (Item 5.02): officer or director change","summary":"AXT, Inc. reported a change in the independence status of Mr. Leonard J. LeBlanc, a board member, under the Nasdaq Listing Rules.","talent_readthrough":"AXT's board re-evaluated Mr. LeBlanc's independence status, affecting executive governance in Fremont.","company":"AXT, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1051627/000121390026009482/ea0274550-8k_axt.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:19:10"},{"signal_id":"dbe487c4c786e14468f7fcc9b97dea55","headline":"Olema Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Olema Pharmaceuticals announced the departure of Shane Kovacs, its Chief Operating and Financial Officer, effective January 30, 2026, with a consulting role through August 1, 2026, and is searching for a successor CFO.","talent_readthrough":"Olema Pharmaceuticals seeks a new CFO in San Francisco after its current executive departs.","company":"Olema Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750284/000119312526031792/d126625d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:19:20"},{"signal_id":"acbdba35c7cef0e9cc5c8958689f30cd","headline":"Designer Brands Inc. 8-K filing (Item 5.02): officer or director change","summary":"Designer Brands Inc. announced the appointment of Andrea O’Donnell as the Company’s Chief Operating Officer, effective February 8, 2026, while she continues to serve as Executive Vice President and President of the brands business.","talent_readthrough":"Designer Brands Inc. appoints Andrea O’Donnell as COO in Columbus, adding to her roles as EVP and President of the brands business.","company":"Designer Brands Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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2026.","talent_readthrough":"Crane Co appoints Alejandro Alcala as President and CEO, with Max Mitchell transitioning to Executive Chairman, effective April 2026.","company":"Crane Co","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-27","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1944013/000194401326000026/cr-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:19:42"},{"signal_id":"b39fcc42032ae55dee073a37b33a99b8","headline":"Solo Brands, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Dennison notified Solo Brands, Inc. of his resignation as a member of the Company’s Board of Directors, from the Board’s committees, and as Lead Independent Director, effective March 3, 2026. The Company expects that the Board will appoint Peter Laurinaitis to fill the resulting vacancy on the Board’s Audit Committee prior to the effectiveness of Mr. Dennison’s resignation.","talent_readthrough":"Solo Brands' board sees a leadership change in Grapevine, with one director departing and a new appointment expected.","company":"Solo Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-03","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1870600/000187060026000004/dtc-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:19:52"},{"signal_id":"3c324b70879a52dc6c4bd53a2019b198","headline":"Chevron Corp 8-K filing (Item 5.02): officer or director change","summary":"Chevron Corporation's independent Directors approved a $75,000 increase to CEO Michael K. 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Incentive Plan.","talent_readthrough":"Valvoline updates its incentive plan for officers and directors, with no disclosed impact on hiring or workforce changes.","company":"Valvoline Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674910/000167491026000006/vvv-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:20:17"},{"signal_id":"3c7901f118a7d84d7bcbbea7d397ebe4","headline":"Open Text Corp 8-K filing (Item 5.02): officer or director change","summary":"Open Text Corporation announced the appointment of Ayman Antoun as Chief Executive Officer and a member of the Board of Directors, effective April 20, 2026, succeeding James McGourlay.","talent_readthrough":"OpenText appoints a new CEO from IBM, with no stated impact on headcount.","company":"Open Text Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1002638/000100263826000008/otex-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:20:32"},{"signal_id":"043c978d94f0346eb30d3502b01c9390","headline":"Director Miller to Retire","summary":"Elizabeth A. Miller notified the Board of Directors of Arrow Financial Corporation that she will retire from the Board after serving out the rest of her term which ends at the 2026 Annual Meeting.","talent_readthrough":"Elizabeth A. Miller retires from the board of Arrow Financial Corporation in New York, marking a planned leadership transition.","company":"Arrow Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-28","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/717538/000071753826000007/arow-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:20:38"},{"signal_id":"aa8db040f506a1f14ca26dfa37404051","headline":"IO Biotech, Inc. 8-K filing (Item 5.02): officer or director change","summary":"IO Biotech, Inc. has announced a restructuring and workforce reduction plan as part of efforts to reduce operating expenses, expecting to incur one-time charges primarily related to employee termination costs.","talent_readthrough":"IO Biotech is reducing its workforce globally as part of a restructuring plan, with significant severance and termination costs expected in the first quarter of 2026.","company":"IO Biotech, Inc.","pillar":"company_development","signal_direction":"displacement","city":null,"region":"Europe","country":"DK","hq_city":"Copenhagen","hq_country":"DK","state":null,"functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1865494/000119312526031987/d13704d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:20:56"},{"signal_id":"5d0d43275543862dfb904c6d1ef02039","headline":"SCHWAB CHARLES CORP  (SCHW, SCHW-PD, SCHW-PJ) 8-K filing (Item 5.02): officer or director change","summary":"The Charles Schwab Corporation appointed Dennis Howard as Managing Director, Chief Technology, Operations and Data Officer, effective immediately.","talent_readthrough":"Dennis Howard joins Charles Schwab's executive team in Westlake as Chief Technology, Operations and Data Officer.","company":"The Charles Schwab Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/316709/000119312526029376/d57309d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:21:05"},{"signal_id":"3f9f21d882d4f51c36f917fcda38248f","headline":"DONALDSON Co INC 8-K filing (Item 5.02): officer or director change","summary":"Donaldson Company, Inc. announced the appointment of Richard B. Lewis as President and CEO, effective March 2, 2026, succeeding Tod E. Carpenter who is retiring.","talent_readthrough":"Donaldson Company appoints a new CEO in Minneapolis, with the outgoing CEO transitioning to Executive Chairman.","company":"Donaldson Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/29644/000119312526029665/d18391d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:21:15"},{"signal_id":"f16a993ebb575ae2c02d0f8c90e81cf7","headline":"DeFi Development Corp. 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The announcement does not specify changes to other roles or functions.","company":"DeFi Development Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805526/000121390026009173/ea0274507-8k_defi.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:21:22"},{"signal_id":"b26ac5b9e6c7326b2dd861e90f06a802","headline":"Definium Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Definium Therapeutics, Inc. increased its Board size from six to seven directors and appointed Roger Adsett to fill the vacancy, effective January 29, 2026.","talent_readthrough":"Definium Therapeutics adds a new director to its board in New York, affecting executive leadership.","company":"Definium Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1813814/000119312526028186/dftx-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:21:29"},{"signal_id":"4e9a64b811a9afcd3dbb649336ecc65a","headline":"Genasys Inc. 8-K filing (Item 5.02): officer or director change","summary":"Genasys Inc. announced compensation details for Richard Danforth, the company's Chief Executive Officer, including a base salary, cash bonus plan, and restricted stock units.","talent_readthrough":"Genasys Inc. adjusts executive compensation in San Diego, affecting the CEO role with a new salary, bonus plan, and stock grants.","company":"Genasys Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/924383/000119312526031771/gnss-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:21:43"},{"signal_id":"9fe9e4e208b2bf439fe36b2e832d11a6","headline":"QuantumScape Corp 8-K filing (Item 5.02): officer or director change","summary":"Geoffrey Ribar was appointed to the Board of Directors of QuantumScape Corporation, effective January 29, 2026.","talent_readthrough":"Geoffrey Ribar joins QuantumScape's board in San Jose, adding executive leadership in technology.","company":"QuantumScape Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811414/000119312526030259/qs-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:21:49"},{"signal_id":"151403b722ba0ff292859dda35ff413e","headline":"GENESCO INC 8-K filing (Item 5.02): officer or director change","summary":"Cassandra E. Harris, Senior Vice President and Chief Financial Officer of Genesco Inc., resigned to pursue opportunities outside the retail industry, with her departure effective March 6, 2026, and will continue to support the company as a consultant until the filing of the fiscal year 2026 Form 10-K.","talent_readthrough":"Genesco's CFO departs Nashville for a role outside retail; the company names no successor.","company":"Genesco Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18498/000119312526029634/gco-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:21:59"},{"signal_id":"e900b56832b530a7f7f2dfdf75588a6e","headline":"AN2 Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"AN2 Therapeutics, Inc. appointed Sarah Williams as Vice President, Controller and Principal Accounting Officer, effective February 1, 2026, succeeding Lucy Day who remains as Chief Financial Officer.","talent_readthrough":"AN2 Therapeutics appoints a new Vice President of Controller and Principal Accounting Officer in Menlo Park, with no immediate change to headcount.","company":"AN2 Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1880438/000119312526029540/d84725d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:22:18"},{"signal_id":"1c7246edc33f691fc5e9e99f0ad6e89a","headline":"Mondelez International, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mondelez International, Inc. reported a change in its officers or directors in an SEC 8-K filing.","talent_readthrough":"Mondelez International has a leadership change in Chicago; the filing does not disclose hiring plans.","company":"Mondelez International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1103982/000162828026004388/mdlz-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:22:26"},{"signal_id":"3cd104bbafe5d52224a40dc8592eaf37","headline":"NewtekOne, Inc. 8-K filing (Item 5.02): officer or director change","summary":"NewtekOne, Inc. has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"NewtekOne's leadership change in Boca Raton affects executive roles; the filing does not disclose hiring or displacement plans.","company":"NewtekOne, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1587987/000162828026003992/newt-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:22:42"},{"signal_id":"b1db1863df686b322a9778898f2b5249","headline":"INTERNATIONAL BUSINESS MACHINES CORP 8-K filing (Item 5.02): officer or director change","summary":"IBM reports a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"IBM announces a leadership change in Armonk, New York; the filing does not disclose hiring plans.","company":"INTERNATIONAL BUSINESS MACHINES CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/51143/000005114326000006/ibm-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:22:57"},{"signal_id":"ee48a30aa60913ec139a1b350fda4721","headline":"CANADIAN PACIFIC KANSAS CITY LTD/CN 8-K filing (Item 5.02): officer or director change","summary":"Marc Parent was appointed to the Board of Directors of Canadian Pacific Kansas City Limited, effective January 27, 2026.","talent_readthrough":"Marc Parent joins the board of Canadian Pacific Kansas City Limited in Calgary, a leadership change with no immediate impact on hiring or roles.","company":"Canadian Pacific Kansas City Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/16875/000119312526029569/d38530d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:23:06"},{"signal_id":"12a0a49a8f7558a338b9c05633f239af","headline":"InnovAge Holding Corp. 8-K filing (Item 5.02): officer or director change","summary":"InnovAge Holding Corp. appointed Pavithra Mahesh and Sean Traynor as members of the Board, effective immediately, with Mahesh joining the Quality and Compliance Committee and Traynor the Compensation, Nominating and Governance Committee.","talent_readthrough":"InnovAge Holding Corp. has appointed two new board members, affecting executive leadership in Denver.","company":"InnovAge Holding Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834376/000183437626000005/innv-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:23:15"},{"signal_id":"abbc8cd832d6753ecced295babc2e6c5","headline":"First Financial Bankshares Inc 8-K filing (Item 5.02): officer or director change","summary":"First Financial Bankshares, Inc. announced the promotion of David Bailey to President and Chief Executive Officer, succeeding F. Scott Dueser who transitions to Executive Chairman.","talent_readthrough":"David Bailey steps into the CEO role at First Financial Bankshares in Texas, succeeding F. 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The filing does not disclose any hiring or displacement plans.","company":"American Tower Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053507/000105350726000028/amt-20260126.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:23:41"},{"signal_id":"250aaa3b015f9ff993a8f24fb0a9305b","headline":"Power Integrations, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Power Integrations, Inc. approved the Amended and Restated 2025 Inducement Award Plan, increasing the number of shares reserved for issuance under the plan by 500,000 shares.","talent_readthrough":"Power Integrations adjusts executive compensation with additional shares under its inducement plan.","company":"Power Integrations, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/833640/000083364026000016/powi-20260127x8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:23:49"},{"signal_id":"33ee6491e33c576fedfa25c5a6d320de","headline":"BECTON DICKINSON & CO 8-K filing (Item 5.02): officer or director change","summary":"BECTON, DICKINSON AND COMPANY reported a change in its officers or directors in an SEC EDGAR filing.","talent_readthrough":"Becton Dickinson has a leadership change in Franklin Lakes; the filing does not disclose hiring plans.","company":"BECTON, DICKINSON AND COMPANY","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/10795/000162828026004393/bdx-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:23:58"},{"signal_id":"b1b24ed88cd8a33a5e8f75e36680bf67","headline":"Stardust Power Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stardust Power Inc. appointed Bruce Czachor as General Counsel, Chief Compliance Officer and Secretary, effective immediately.","talent_readthrough":"Stardust Power adds a General Counsel and Chief Compliance Officer in Greenwich, bringing legal and corporate experience to its executive team.","company":"Stardust Power Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["legal_compliance","executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831979/000149315226004539/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:24:15"},{"signal_id":"4a76ea3a5a9434c142b368f1b59b941c","headline":"ESS Tech, Inc. 8-K filing: officer or director change","summary":"ESS Tech, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"ESS Tech, Inc. has announced a leadership change in Wilsonville, Oregon. The filing does not disclose hiring plans.","company":"ESS Tech, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819438/000162828026003973/gwh-20260123.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:24:21"},{"signal_id":"f26cc7883669dce1c5774e5488b3cb5c","headline":"SCOTTS MIRACLE-GRO CO 8-K filing (Item 5.02): officer or director change","summary":"The Scotts Miracle-Gro Company's shareholders approved an amendment to increase the maximum number of common shares available for grant under the Long-Term Incentive Plan by 2,750,000 Common Shares.","talent_readthrough":"The Scotts Miracle-Gro Company has amended its Long-Term Incentive Plan to increase share grants, affecting compensation for participants in Marysville.","company":"The Scotts Miracle-Gro Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/825542/000082554226000005/smg-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:24:29"},{"signal_id":"6d9988ef8e4c2daf9f6db743f18135b5","headline":"AMERICAN BATTERY TECHNOLOGY Co 8-K filing (Item 5.02): officer or director change","summary":"American Battery Technology Company appointed Alejandro Flores Arteaga as Chief Financial Officer, effective February 9, 2026.","talent_readthrough":"American Battery Technology Company appoints a new CFO in Reno, bringing financial leadership from global industries.","company":"American Battery Technology Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1576873/000149315226004242/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-01-29","captured_at":"2026-07-28 09:24:39"},{"signal_id":"a3ea3b770e75b6ba4cc87301fcc26183","headline":"Laird Superfood, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Laird Superfood, Inc. reported a change in officer or director in its 8-K filing, alongside details of a $50.0 million investment agreement.","talent_readthrough":"Laird Superfood has announced a leadership change in Boulder. The filing does not disclose hiring plans.","company":"Laird Superfood, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":"$50.0 million","funding_amount_usd":50000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650696/000143774926002541/lsf20260130c_8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:24:46"},{"signal_id":"95434b2ffd04ba3737a2865b947dbf0d","headline":"GigCapital9 Corp.  (GIX, GIXXU) 8-K filing (Item 5.02): officer or director change","summary":"GigCapital9 Corp. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"GigCapital9 Corp. in Palo Alto has announced a change in its executive leadership, with no disclosed impact on headcount.","company":"GigCapital9 Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2098712/000119312526031857/d788016d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:25:18"},{"signal_id":"430aa521d3d8e02fe3a8e1134088d7da","headline":"KELLY SERVICES INC  (KELYA, KELYB) 8-K filing (Item 5.02): officer or director change","summary":"Kelly Services, Inc. reported a leadership change in its 8-K filing with the SEC, indicating an officer or director change.","talent_readthrough":"Kelly Services has a leadership change in Troy, Michigan; the filing does not disclose hiring or displacement plans.","company":"Kelly Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/55135/000119312526031768/d48966d8k.htm","source_name":"SEC EDGAR","published_date":"2026-01-30","captured_at":"2026-07-28 09:25:35"},{"signal_id":"5cd6de1d1d09884491b18bcde87bd869","headline":"LAM RESEARCH CORP 8-K filing (Item 5.02): officer or director change","summary":"Lam Research Corporation announced the retirement of Patrick J. Lord, Ph.D. and the appointment of Seshasayee (Sesha) Varadarajan as the Company’s executive vice president and chief operating officer.","talent_readthrough":"Lam Research in Fremont sees a leadership change with a new COO appointed and an executive retiring, affecting top management roles.","company":"Lam Research Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/707549/000070754926000014/lrcx-20260130.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:28:10"},{"signal_id":"8e7e2cdd5a6f0f9b59e275a69a5b7c93","headline":"Capitol Federal Financial, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Capitol Federal Financial, Inc. reported a change in its officers or directors in an SEC filing, with stockholders approving the 2026 Omnibus Incentive Plan.","talent_readthrough":"Executive roles at Capitol Federal Financial in Topeka are affected by leadership changes, with no disclosed impact on headcount.","company":"Capitol Federal Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1490906/000149090626000008/cffn-20260127.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:28:21"},{"signal_id":"6e269f34d5f74647b0dfb777946809e6","headline":"IMMUCELL CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"ImmuCell Corporation entered into new employment agreements with Timothy C. Fiori, the Company’s Chief Financial Officer, and Bobbi Jo Brockmann, the Company’s Senior Vice President of Sales and Marketing, setting new annual base salaries and introducing formulaic annual cash bonuses based on financial and strategic targets.","talent_readthrough":"ImmuCell Corporation adjusts compensation for its CFO and Senior VP of Sales and Marketing in Portland, introducing performance-based bonuses for future fiscal years.","company":"ImmuCell Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ME","functions":["finance","sales","marketing"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811641/000143774926002685/iccc20260202_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:28:33"},{"signal_id":"132beaaeb59c3de75b3f899c31c3efc8","headline":"ITC Holdings Corp. 8-K filing (Item 5.02): officer or director change","summary":"Linda H. Apsey notified the Board of Directors of ITC Holdings Corp. that she is retiring from the Board and as the Company’s Chief Executive Officer, effective March 22, 2026.","talent_readthrough":"ITC Holdings Corp.'s CEO is retiring in March 2026, marking a leadership transition in the energy sector in Novi, Michigan.","company":"ITC Holdings Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-22","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1317630/000110465926010930/tm265289d1_8ka.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:28:40"},{"signal_id":"c0888a0a370dbe8bcc126a59e54d73aa","headline":"Virginia National Bankshares Corp 8-K filing (Item 5.02): officer or director change","summary":"Virginia National Bankshares Corporation appointed Robert Lee Burrows, Jr. as a director of the Company and its subsidiary bank, Virginia National Bank, effective February 25, 2026.","talent_readthrough":"Robert Lee Burrows, Jr. joins the board of Virginia National Bankshares Corporation and its subsidiary bank, Virginia National Bank, in Charlottesville, Virginia.","company":"Virginia National Bankshares Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-25","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1572334/000119312526038845/vabk-20260130.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:28:52"},{"signal_id":"6d5b38dfc126e05e9098872de6f845ed","headline":"Post Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Post Holdings, Inc. announced Greg Pearson as the successor President and Chief Executive Officer of the Post Consumer Brands segment, effective April 1, 2026, with Nicolas Catoggio transitioning to his existing role of Executive Vice President and Chief Operating Officer of the Company.","talent_readthrough":"Post Holdings appoints a new CEO for its Post Consumer Brands segment in St. Louis, with the current CEO transitioning to a different executive role within the company.","company":"Post Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530950/000153095026000013/post-20260205.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:29:03"},{"signal_id":"988eea010faa865c2ffa28b63068e565","headline":"Inspirato Inc  (ISPO, ISPOW) 8-K filing (Item 5.02): officer or director change","summary":"Inspirato Incorporated reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Inspirato's leadership change in Denver does not indicate immediate hiring or displacement; watch for updates on executive roles.","company":"Inspirato Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820566/000182056626000018/ispo-20260203.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:29:12"},{"signal_id":"0fca4182db2cf7a47f5720b2c32a3749","headline":"Rubrik, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Rubrik, Inc. filed an 8-K form with the SEC reporting a change in its officers or directors.","talent_readthrough":"Rubrik has announced a change in its executive leadership in Palo Alto. The filing does not disclose hiring plans.","company":"Rubrik, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1943896/000119312526037791/d52441d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:29:19"},{"signal_id":"4bb8ff493b86a51d8e2cbdbab3859f7d","headline":"American Healthcare REIT, Inc. 8-K filing (Item 5.02): officer or director change","summary":"American Healthcare REIT, Inc. announced that Danny Prosky, Chief Executive Officer, President and director, is taking a leave of absence, and Jeffrey T. 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The announcement does not disclose plans for his successor.","company":"Bank of Hawaii Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"HI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-30","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46195/000004619526000007/boh-20260130.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:30:52"},{"signal_id":"3ada8dba7183e4bac18751c4ef21c58f","headline":"Pyxis Oncology, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Lara Sullivan, M.D. ceased serving as the Chief Executive Officer of Pyxis Oncology, Inc., and Tom Civik was 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Randall Data, President, Global Operations and Data Center Solutions of SPX Technologies, Inc., has informed the company of his decision to retire effective March 20, 2026.","talent_readthrough":"SPX Technologies' President of Global Operations and Data Center Solutions is retiring; the company will need to fill this executive role in Charlotte.","company":"SPX Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88205/000110465926009344/tm264821d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:35:06"},{"signal_id":"4914cb0d3a17a880eb584c691ceb87e6","headline":"SpringBig Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Matt Sacks and Mark Silver resigned as members of the Board of Directors of SpringBig Holdings, Inc., with no disagreements cited.","talent_readthrough":"Two board members resigned at SpringBig Holdings in Boca Raton; the announcement does not indicate any operational changes.","company":"SpringBig Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801602/000121390026013048/ea0275872-8k_springbig.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:35:14"},{"signal_id":"2ffa35dabc71b6ef5bbd0d94d8b87340","headline":"SharonAI Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Brent Lanier, a member of the Board of Directors of SharonAI Holdings Inc., resigned from the Board effective January 29, 2026.","talent_readthrough":"SharonAI Holdings Inc. sees a change in its board leadership with the resignation of Mr. Brent Lanier.","company":"SharonAI Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2068385/000182912626000831/sharonai_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:35:26"},{"signal_id":"6fc18d12ac8f7ff64b326ec2470a78af","headline":"Powerfleet, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Brodsky resigned as a director of Powerfleet, Inc., and the company announced the appointment of Mr. Martin as Chairman of the Board.","talent_readthrough":"Powerfleet's board sees a leadership change in New Jersey, with no immediate impact on headcount disclosed.","company":"Powerfleet, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1774170/000149315226004836/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:35:35"},{"signal_id":"3ce4f226fc1f4252a79fed72a758f685","headline":"Azenta, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Alan P. Malus resigned from Azenta, Inc.'s Board of Directors and the Human Resources and Compensation Committee, effective January 29, 2026, due to full-time responsibilities with another company.","talent_readthrough":"Azenta's board loses a director in Burlington, with no stated impact on hiring or operations.","company":"Azenta, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/933974/000143774926002593/azta20260130_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:35:52"},{"signal_id":"2778aa02540f9d6c4947c46f6d152650","headline":"Global AI, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Global AI, Inc. has approved and adopted the Global Equity Incentive Plan (2026), which provides for the grant of equity-based awards to employees, directors, and other service providers.","talent_readthrough":"Global AI, Inc. introduces equity-based awards for employees, directors, and service providers under its new Global Equity Incentive Plan.","company":"Global AI, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1473490/000149315226005096/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:36:01"},{"signal_id":"7778558de15ee0601325c289b431f8e2","headline":"Hewlett Packard Enterprise Co  (HPE, HPE-PC) 8-K filing (Item 5.02): officer or director change","summary":"Raymond E. Ozzie notified the Board of Directors of Hewlett Packard Enterprise Company that he does not intend to seek re-election at the 2026 Annual Meeting of Stockholders.","talent_readthrough":"Raymond E. Ozzie will not seek re-election to the board of Hewlett Packard Enterprise in Spring, Texas, leaving an executive vacancy.","company":"Hewlett Packard Enterprise Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645590/000164559026000010/hpe-20260203.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:36:11"},{"signal_id":"3be691cee0aead4c4a08013f44e2bcae","headline":"Quince Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Five members of the Board of Directors of Quince Therapeutics, Inc. resigned, effective January 30, 2026, with no disagreements cited.","talent_readthrough":"Five board members resign at Quince Therapeutics in South San Francisco; the announcement does not name replacements.","company":"Quince Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662774/000119312526033758/d52597d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:36:28"},{"signal_id":"927a1de41907fa7aac4ef70185c51678","headline":"Exelon Corporation 8-K filing (Item 5.02): officer or director change","summary":"Exelon Corporation announced the appointment of David DeWalt to the Board of Directors, effective April 27, 2026, where he will serve on the Talent Management and Compensation Committee and the Operations, Safety, and Customer Experience Committee.","talent_readthrough":"David DeWalt joins Exelon's board, affecting executive leadership in Chicago. The announcement does not disclose changes to hiring plans.","company":"Exelon Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-27","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109357/000110935726000004/exc-20260203.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:36:38"},{"signal_id":"ff48338beae2b7289108faed0aa5210c","headline":"Glimpse Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lemuel Amen resigned as a member of the board of directors of The Glimpse Group, Inc., effective January 30, 2026.","talent_readthrough":"Lemuel Amen has resigned from the board of The Glimpse Group, Inc. in New York. The resignation does not indicate any disagreement with the company.","company":"The Glimpse Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1854445/000149315226004904/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:36:47"},{"signal_id":"d420dd2bdc936bb9dc279b6cd4a8e874","headline":"DOMINION ENERGY, INC 8-K filing (Item 5.02): officer or director change","summary":"Dominion Energy, Inc. approved the 2026 Annual Incentive Plan, making its officers eligible for performance-based cash awards based on certain performance goals.","talent_readthrough":"Dominion Energy's officers in Richmond are now eligible for performance-based cash awards under the new 2026 Annual Incentive Plan.","company":"Dominion Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/715957/000119312526035749/d37893d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:36:54"},{"signal_id":"9cea5f3cbe239dff770aa73eb8b41047","headline":"CONSUMER PORTFOLIO SERVICES, INC. 8-K filing (Item 5.02): officer or director change","summary":"William B. Roberts resigned as a director of Consumer Portfolio Services, Inc., effective January 30, 2026, with no dispute or disagreement cited.","talent_readthrough":"A director resigns at Consumer Portfolio Services in Las Vegas; the announcement names no successor or hiring plans.","company":"Consumer Portfolio Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/889609/000168316826000793/cps_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:37:04"},{"signal_id":"5af73857b4cf5baa21b1781d5563222c","headline":"ACACIA RESEARCH CORP 8-K filing (Item 5.02): officer or director change","summary":"Geoff Ribar, a member of the Board of Directors of Acacia Research Corporation, has notified the company that he does not intend to stand for reelection at the Company’s 2026 Annual Meeting of Stockholders due to personal reasons.","talent_readthrough":"A board member at Acacia Research in New York steps down, creating a vacancy in its governance leadership.","company":"ACACIA RESEARCH CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/934549/000093454926000004/actg-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:37:13"},{"signal_id":"10dff021f3bdbfdbe229ebab914e32aa","headline":"Atlas Energy Solutions Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stacy Hock informed the Board of Directors of Atlas Energy Solutions Inc. of her intent not to stand for reelection at the Company’s 2026 Annual Meeting of Shareholders, with no disagreement cited.","talent_readthrough":"Stacy Hock will step down from the board of Atlas Energy Solutions in Austin after the 2026 Annual Meeting, leaving an executive vacancy.","company":"Atlas Energy Solutions Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-28","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1984060/000119312526033720/aesi-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:37:22"},{"signal_id":"19c6bec46174ee057d6ec7c6a35caf58","headline":"XCF Global, Inc. 8-K filing (Item 5.02): officer or director change","summary":"XCF Global, Inc. terminated the employment of Gregory Surette, Chief Strategy Officer, as reported in their 8-K filing.","talent_readthrough":"XCF Global's Chief Strategy Officer departs in Houston; the filing does not name a successor.","company":"XCF Global, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2019793/000149315226005573/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:37:30"},{"signal_id":"712bd64f75b646eae4501f76a6d40a1b","headline":"OLENOX INDUSTRIES INC. 8-K filing (Item 5.02): officer or director change","summary":"Christopher Melton resigned from his position as a member of the Board of Directors of Olenox Industries Inc. and its committees, effective January 31, 2026.","talent_readthrough":"Christopher Melton's departure from Olenox Industries Inc. affects executive roles in Texas. The resignation does not indicate any disagreement with the company's operations.","company":"Olenox Industries Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1023994/000121390026012921/ea0275885-8k_olenox.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:37:41"},{"signal_id":"b97555b687199aa4c22c30a20f779083","headline":"Sky Quarry Inc. 8-K filing (Item 5.02): officer or director change","summary":"Todd Palin and Leo Womack resigned from the Board of Directors of Sky Quarry, Inc., effective January 28, 2026, with no disagreement cited.","talent_readthrough":"Sky Quarry's board sees two departures in Utah; the filing does not name replacements.","company":"Sky Quarry Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1812447/000109690626000187/skyq-20260128_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:37:48"},{"signal_id":"64117eb67d3746cd5f106eda6d54405c","headline":"Tri-State Generation & Transmission Association, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Tri-State Generation and Transmission Association, Inc. certified the election of Dewey Hageman and Dan Carnine to its Board of Directors, replacing Kevin Stuart.","talent_readthrough":"Tri-State's board adds two directors in Colorado, with no stated impact on hiring or roles.","company":"Tri-State Generation and Transmission Association, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1637880/000163788026000006/tris-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:37:56"},{"signal_id":"d7170feaf53970c49dd9de91233d6e07","headline":"Owens Corning 8-K filing (Item 5.02): officer or director change","summary":"Maryann T. Mannen, a director of Owens Corning, will not stand for re-election at the Company's 2026 Annual Meeting of Stockholders, with no disagreement cited.","talent_readthrough":"Owens Corning's board will shrink from ten to nine directors after the 2026 Annual Meeting, with one executive departure.","company":"Owens Corning","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-04","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370946/000137094626000041/oc-20260204.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:38:05"},{"signal_id":"9966e43cf2b401befa3aef169cd354cf","headline":"LanzaTech Global, Inc.  (LNZA, LNZAW) 8-K filing (Item 5.02): officer or director change","summary":"Jill Frizzley, an independent member of the Board of Directors of LanzaTech Global, Inc., voluntarily resigned from the Board, effective January 31, 2026.","talent_readthrough":"LanzaTech Global sees a board member departure in Skokie, with no stated impact on hiring or operations.","company":"LanzaTech Global, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1843724/000162828026005717/amci-20260131.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:38:14"},{"signal_id":"ca8a896abce4d034fbc702dfd796d465","headline":"Arcadia Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Albert D. Bolles, Ph.D., and Deborah Carosella resigned as directors of Arcadia Biosciences, Inc. and its subsidiaries, effective February 4, 2026, with no disagreement cited.","talent_readthrough":"Two directors step down at Arcadia Biosciences in Dallas; the company states no operational disagreements.","company":"Arcadia Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1469443/000119312526041144/rkda-20260204.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:38:22"},{"signal_id":"787b357de2f0601c4429788788eb836a","headline":"Kinsale Capital Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Frederick L. Russell, Jr. will not stand for re-election to Kinsale Capital Group's Board of Directors at the 2026 Annual Meeting, with no disagreement cited. The Board size will decrease from 10 to 9 directors.","talent_readthrough":"A board member steps down at Kinsale Capital Group in Richmond, with no stated impact on hiring or operations.","company":"Kinsale Capital Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669162/000166916226000007/knsl-20260130.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:38:31"},{"signal_id":"8cbf1ca7697e37f9190699d14b136653","headline":"TRAVELERS COMPANIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Laurie J. Thomsen notified The Travelers Companies, Inc. that she will not stand for re-election to the Company’s Board of Directors at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"A board member at The Travelers Companies in New York will not seek re-election in 2026, marking a planned leadership transition.","company":"The Travelers Companies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/86312/000110465926011530/tm265043d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:38:39"},{"signal_id":"05dc3bb2dbbbeb054326411a952971d9","headline":"Fly-E Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Zhou Ou resigned as Chairman of the Board, Rui Feng as Chief Operating Officer, and Ke Zhang as Chief Human Resources Officer of Fly-E Group, Inc., with none of the resignations resulting from any disagreement.","talent_readthrough":"Fly-E Group's chairman and two C-suite executives have resigned in Flushing, New York, with no stated disagreement affecting executive roles.","company":"Fly-E Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1975940/000121390026012399/ea0275717-8k_flye.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:39:00"},{"signal_id":"ef8cfcf001d6ba8bc05d307f3dd0f626","headline":"Boston Scientific Corp 8-K filing: officer or director change","summary":"Yoshiaki Fujimori informed Boston Scientific Corporation that he will not stand for re-election at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Yoshiaki Fujimori will not seek re-election to the board of Boston Scientific in 2026, leaving an executive vacancy at the Massachusetts healthcare firm.","company":"Boston Scientific Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-02","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885725/000088572526000008/bsx-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:39:11"},{"signal_id":"c29f7b98dc6a0c99674eed76d15e14cd","headline":"INDEPENDENCE REALTY TRUST, INC. 8-K filing (Item 5.02): officer or director change","summary":"Michele Weisbaum, Executive Vice President, General Counsel and Secretary of Independence Realty Trust, Inc., will retire on or about March 31, 2026, and has been engaged as a consultant to assist with the transition of her duties, receiving $30,000 per month for these services.","talent_readthrough":"Independence Realty's legal chief is retiring and transitioning to a consulting role in Philadelphia; executive succession is under way.","company":"Independence Realty Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1466085/000143774926003380/irt20260204_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:39:19"},{"signal_id":"628e18b843a293aef3bb19528614fece","headline":"First Business Financial Services, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ralph R. Kauten announced his retirement from the Board of Directors of First Business Financial Services, Inc., effective after the 2026 Annual Meeting of Shareholders, with Jason R. Graham succeeding him as Chair of the Audit Committee.","talent_readthrough":"A leadership change at First Business Financial Services affects executive roles in Wisconsin, with Ralph R. Kauten retiring and Jason R. Graham taking over as Chair of the Audit Committee.","company":"First Business Financial Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-24","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1521951/000119312526033596/fbiz-20260129.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:39:36"},{"signal_id":"18f06935ae2973c516e45b92442e8da5","headline":"Waystar Holding Corp. 8-K filing (Item 5.02): officer or director change","summary":"Eric (Ric) Sinclair III, Chief Business Officer of Waystar Holding Corp., notified the company of his intention to resign effective March 2, 2026, to accept a position at another company.","talent_readthrough":"Waystar Holding Corp.'s Chief Business Officer is leaving for another company; watch for a replacement in executive roles.","company":"Waystar Holding Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-02","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1990354/000199035426000005/way-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:40:11"},{"signal_id":"aeba9030f501b62358ef61d41c9797ee","headline":"David Sigmon to resign from Greenlight Capital Re, Ltd.","summary":"David Sigmon has given notice of his intent to resign as General Counsel, Chief Compliance Officer, and Corporate Secretary of Greenlight Capital Re, Ltd., effective May 1, 2026.","talent_readthrough":"Greenlight Capital Re's legal and compliance leadership will change in May 2026.","company":"Greenlight Capital Re, Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385613/000138561326000003/glre-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:40:18"},{"signal_id":"f34611e06d17cad0b8301b75cf6b129e","headline":"PACIFIC BIOSCIENCES OF CALIFORNIA, INC. 8-K filing (Item 5.02): officer or director change","summary":"Pacific Biosciences of California, Inc. announced interim reassignment of responsibilities among its executive team, with no changes to titles or compensation.","talent_readthrough":"Pacific Biosciences reassigns executive responsibilities in Menlo Park without altering titles or compensation.","company":"Pacific Biosciences of California, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1299130/000129913026000012/pacb-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:40:24"},{"signal_id":"c213d1db82372a6223e03ff2ac776fa1","headline":"Fidelity Ethereum Fund 8-K filing (Item 5.02): officer or director change","summary":"Heather Bonner resigned as Treasurer of FD Funds Management LLC, and Craig S. Brown was appointed as her replacement.","talent_readthrough":"A leadership change at Fidelity Ethereum Fund in Boston affects finance roles, with Craig S. Brown taking over as Treasurer.","company":"Fidelity Ethereum Fund","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2000046/000119312526039513/ck0002000046-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:40:37"},{"signal_id":"b7da50ed3d589f586357e4c5db8db7bc","headline":"Coupang, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kevin M. Warsh, a member of the Board of Directors of Coupang, Inc., announced his intent to resign if confirmed as Chairman of the Board of Governors of the United States Federal Reserve System.","talent_readthrough":"Kevin M. Warsh plans to resign from Coupang's board if confirmed as Chairman of the Federal Reserve. The announcement does not indicate any disagreement with the company.","company":"Coupang, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834584/000183458426000005/cpng-20260203.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:40:55"},{"signal_id":"6f6781f26dd8a2f719195d4f5601d09d","headline":"MIDDLEBY Corp 8-K filing (Item 5.02): officer or director change","summary":"The Middleby Corporation appointed Christopher M. Hix as a director and member of the Audit Committee, with compensation arrangements for nonemployee members of the Board.","talent_readthrough":"The Middleby Corporation adds a new director to its board in Elgin, with no immediate change to executive roles.","company":"The Middleby Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769520/000119312526037682/d101015d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:41:03"},{"signal_id":"edf8164015a2d19fe639cf74d7cad05a","headline":"Hour Loop, Inc 8-K filing (Item 5.02): officer or director change","summary":"Hour Loop, Inc's Audit Committee and Board of Directors approved cash bonuses of $500,000 and $450,000 for Sam Lai and Maggie Yu, respectively.","talent_readthrough":"Hour Loop's top executives receive significant cash bonuses, reflecting a compensation shift for leadership roles.","company":"Hour Loop, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874875/000149315226004840/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:41:17"},{"signal_id":"6493680f6b3cdb6370d4aa9dd9fce31c","headline":"QuidelOrtho Corp 8-K filing (Item 5.02): officer or director change","summary":"Matthew W. Strobeck, a member of the board of directors of QuidelOrtho Corporation, provided notice to the Board of his decision not to stand for re-election at the Company’s 2026 annual stockholders meeting.","talent_readthrough":"Matthew W. Strobeck will not stand for re-election at QuidelOrtho's 2026 annual meeting, reducing the board size from eleven to ten directors.","company":"QuidelOrtho Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1906324/000119312526039440/d15685d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:41:29"},{"signal_id":"a55cde953c10af15b5f2ea5aa59ab291","headline":"Encompass Health Corp 8-K filing (Item 5.02): officer or director change","summary":"Encompass Health Corporation announced the election of Cain A. Hayes as director on January 30, 2026, following the recommendation of its Nominating/Corporate Governance Committee.","talent_readthrough":"Encompass Health Corporation appoints Cain A. Hayes to its board in Birmingham. The announcement does not indicate changes to executive roles or hiring plans.","company":"Encompass Health Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/785161/000078516126000025/ehc-20260130.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:41:51"},{"signal_id":"1065781e37ef00e1c5acda3def43dc93","headline":"Northfield Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Northfield Bancorp, Inc. approved the granting of 172,272 restricted stock units to directors and employees under its 2019 Equity Incentive Plan.","talent_readthrough":"Northfield Bancorp has approved equity awards for directors and employees, indicating a shift in compensation structure.","company":"Northfield Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1493225/000149322526000029/nfbk-20260204.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:42:15"},{"signal_id":"1dba9052e1f9bf904e8beebbac67ba17","headline":"UNITED PARCEL SERVICE INC 8-K filing (Item 5.02): officer or director change","summary":"Kevin M. Warsh, a member of the Board of Directors of United Parcel Service, Inc., has been nominated to serve as Chairman of the Board of Governors of the United States Federal Reserve System, subject to confirmation by the United States Senate.","talent_readthrough":"UPS board member Kevin Warsh is nominated for a federal role; his departure from UPS is pending Senate confirmation.","company":"United Parcel Service, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"Kevin M. Warsh may leave the UPS Board of Directors upon confirmation as Chairman of the Federal Reserve.","check_after_date":"2026-02-02","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090727/000162828026006089/ups-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:42:24"},{"signal_id":"984fd493ff5bee433e54e2b2097f32f4","headline":"Viatris Inc 8-K filing (Item 5.02): officer or director change","summary":"Viatris Inc announced the transition of Brian Roman from his role as Chief Legal Officer and the appointment of Matthew Maletta as his successor.","talent_readthrough":"Viatris replaces its Chief Legal Officer in Pennsylvania; legal professionals in pharma and biotech may see a leadership opportunity.","company":"Viatris Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792044/000114036126003477/ef20064574_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:42:32"},{"signal_id":"75d56927add2cb5cc95a660afea706e5","headline":"Aligos Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Aligos Therapeutics, Inc. appointed Nikhil Aneja as the Company’s Principal Accounting Officer, succeeding Lesley Ann Calhoun, who continues as Executive Vice President, Chief Operating Officer & Chief Financial Officer.","talent_readthrough":"Aligos Therapeutics appoints a new Principal Accounting Officer in South San Francisco, with no immediate change to finance roles.","company":"Aligos Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1799448/000119312526037558/d12642d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:42:41"},{"signal_id":"cb14d72a3b529cde50964c1beb107ea7","headline":"AMN HEALTHCARE SERVICES INC 8-K filing (Item 5.02): officer or director change","summary":"R. Jeffrey Harris announced his retirement from the Board of AMN Healthcare Services, Inc., effective at the 2026 annual meeting, with Eric Palmer nominated to stand for election.","talent_readthrough":"AMN Healthcare's board will see a change as R. Jeffrey Harris retires and Eric Palmer is nominated for election, affecting executive leadership in Dallas.","company":"AMN Healthcare Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1142750/000095014226000299/eh260734884_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:42:49"},{"signal_id":"ece1c49e8531c1da758ae6f8ac5dac68","headline":"DOLLAR GENERAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Warren F. Bryant announced his retirement from Dollar General Corporation's Board of Directors, effective upon the expiration of his current term at the 2026 annual meeting of shareholders. David P. Rowland was appointed as the new Chairman of the Board.","talent_readthrough":"A leadership change at Dollar General Corporation sees Warren F. Bryant retiring from the Board and David P. Rowland stepping in as Chairman.","company":"Dollar General Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-28","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/29534/000110465926009777/tm264806d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:43:03"},{"signal_id":"3ba3ad44d4e7abe3bfb3ae024018f14d","headline":"SPLASH BEVERAGE GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"Splash Beverage Group, Inc. increased the size of its Board to five directors and appointed Brady Cobb as a director, effective immediately.","talent_readthrough":"Brady Cobb joins Splash Beverage Group's board in Fort Lauderdale. The announcement does not disclose changes to executive roles or hiring plans.","company":"Splash Beverage Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1553788/000173112226000183/e7297_8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:43:26"},{"signal_id":"a087280405106ea87c26d3b554124d1d","headline":"Abpro Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Anthony D. 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The announcement does not disclose changes to headcount.","company":"Mastercard Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141391/000114139126000006/ma-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:44:17"},{"signal_id":"d5a164f4b319b0b89d8361face3631af","headline":"Charlton Aria Acquisition Corp 8-K filing (Item 5.02): officer or director change","summary":"Mr. Robert W. Garner, then Chairman, CEO and director of Charlton Aria Acquisition Corporation, departed on February 2, 2026.","talent_readthrough":"Charlton Aria's executive leadership changes in Wilmington with the departure of its Chairman and CEO.","company":"Charlton Aria Acquisition Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024459/000121390026012849/ea0275646-8k_charlton.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:44:31"},{"signal_id":"f179a20650cd2648d2edf577204de792","headline":"Snowflake Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jeremy Burton, a Class III director of the Board of Directors of Snowflake Inc., resigned effective January 30, 2026.","talent_readthrough":"Snowflake's board member Jeremy Burton resigns in Bozeman; the filing does not name a successor.","company":"Snowflake Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640147/000162828026004606/snow-20260128.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:44:49"},{"signal_id":"9c555c00e8531875f1b8eb193b0e6107","headline":"UTG INC 8-K filing (Item 5.02): officer or director change","summary":"UTG INC approved bonuses and salary increases for its executive officers based on the company's 2025 operating results.","talent_readthrough":"Executive officers at UTG INC received bonuses and salary increases effective February 1, 2026.","company":"UTG INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832480/000083248026000005/utg8k20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:45:08"},{"signal_id":"eca530be246476ccd4c59e3efd7b450f","headline":"DANA Inc 8-K filing (Item 5.02): officer or director change","summary":"Dana Incorporated's Board of Directors approved a grant of performance-vested restricted stock units to eligible participants, including named executive officers, under the Company’s 2021 Omnibus Incentive Plan.","talent_readthrough":"Dana Incorporated adjusts executive compensation with performance-vested stock units in Maumee, Ohio.","company":"Dana Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/26780/000119312526041304/d49676d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:45:16"},{"signal_id":"b4b6615ffa922eed12c856ec4b951751","headline":"FLUOR CORP 8-K filing (Item 5.02): officer or director change","summary":"Fluor Corporation appointed Mr. James P. 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(SPG, SPG-PJ) 8-K filing (Item 5.02): officer or director change","summary":"Simon Property Group, Inc. appointed Mr. Martin J. Cicco to the Board, increasing its size from 13 to 14 members.","talent_readthrough":"Simon Property Group adds a new board member in Indianapolis, with no immediate change to executive roles.","company":"Simon Property Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1063761/000110465926010904/tm265229d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-05","captured_at":"2026-07-28 09:48:15"},{"signal_id":"903d420e7672495e70fab728d14fc09d","headline":"BELLRING BRANDS, INC. 8-K filing (Item 5.02): officer or director change","summary":"BellRing Brands, Inc. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"BellRing Brands has a leadership change in St. Louis; the filing does not disclose hiring plans.","company":"BellRing Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1772016/000162828026004789/brbr-20260202.htm","source_name":"SEC EDGAR","published_date":"2026-02-03","captured_at":"2026-07-28 09:48:23"},{"signal_id":"4f1f88dc482d6a5f41d684538be0fbd2","headline":"Lifevantage Corp 8-K filing (Item 5.02): officer or director change","summary":"LifeVantage Corporation reported a change in its officers or directors as per the SEC EDGAR filing.","talent_readthrough":"LifeVantage Corporation has announced a change in its leadership team. The filing does not disclose specific roles affected.","company":"Lifevantage Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/849146/000162828026005431/lfvn-20260130.htm","source_name":"SEC EDGAR","published_date":"2026-02-04","captured_at":"2026-07-28 09:48:40"},{"signal_id":"728cf7903f84a0bb82b6dbeea35bccc6","headline":"SIMMONS FIRST NATIONAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Simmons First National Corporation filed an amendment to its Form 8-K to describe the compensatory arrangement for James M. Brogdon, who was appointed as the company's president and chief executive officer, effective January 1, 2026.","talent_readthrough":"James M. Brogdon's appointment as president and CEO at Simmons First National Corporation in Pine Bluff, Arkansas, is confirmed with a compensatory arrangement effective January 2026.","company":"Simmons First National Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-01-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/90498/000119312526033819/d816509d8ka.htm","source_name":"SEC EDGAR","published_date":"2026-02-02","captured_at":"2026-07-28 09:49:01"},{"signal_id":"8ba9260e1657aedac651595dd901a89b","headline":"Atmus Filtration Technologies Inc. 8-K filing (Item 5.02): officer or director change","summary":"Atmus Filtration Technologies Inc. appointed Heath Sharp as a director, increasing the Board size from seven to eight directors.","talent_readthrough":"Atmus Filtration Technologies adds an independent director in Nashville, signaling governance continuity in manufacturing leadership.","company":"Atmus Filtration Technologies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1921963/000192196326000008/atmu-20260205.htm","source_name":"SEC EDGAR","published_date":"2026-02-06","captured_at":"2026-07-28 09:49:09"},{"signal_id":"16eab291c3dc6b1057e54129e68a4863","headline":"PLUS THERAPEUTICS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Plus Therapeutics, Inc. reported a change in its officers or directors in an 8-K filing with the SEC, indicating a leadership change within the company.","talent_readthrough":"Plus Therapeutics has a leadership change in Houston; the filing does not disclose immediate hiring plans.","company":"Plus Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095981/000119312526051379/pstv-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:50:28"},{"signal_id":"f74fd82b438cefecc6f1c3b4cb7e5169","headline":"Verses AI Inc. 8-K filing (Item 5.02): officer or director change","summary":"Gabriel Rene, the Chief Executive Officer, and Dan Mapes, the President Emeritus and Global Brand Ambassador of Verses AI Inc., resigned from their positions and the Board of Directors, effective immediately, with no disagreements reported.","talent_readthrough":"Verses AI's CEO and President Emeritus resign in Los Angeles; the announcement does not name successors or indicate changes for other roles.","company":"Verses AI Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1879001/000149315226006413/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:50:38"},{"signal_id":"2d34c0b3269ef2fde170a46d8fc37426","headline":"RE/MAX Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Christine Riordan resigned from the Board of Directors of RE/MAX Holdings, Inc., effective February 10, 2026.","talent_readthrough":"A board member resigns at RE/MAX Holdings in Denver; the filing does not indicate any broader workforce impact.","company":"RE/MAX Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581091/000110465926013546/tm266082d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-11","captured_at":"2026-07-28 09:51:04"},{"signal_id":"7f5183d84545cce98c7bb33d66c8a777","headline":"SOUTHWEST AIRLINES CO 8-K filing (Item 5.02): officer or director change","summary":"C. David Cush and Gregg A. Saretsky submitted their resignations from the Board of Directors of Southwest Airlines Co., effective February 23, 2026, with no disagreements cited.","talent_readthrough":"Two executives depart Southwest Airlines' board in Dallas; the filing cites no operational disagreements.","company":"SOUTHWEST AIRLINES CO","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92380/000119312526044746/d107497d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 09:51:13"},{"signal_id":"bd727a50326b9d7dcc67b68c11af1b1f","headline":"Apple Hospitality REIT, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kristian Gathright resigned from the Board of Directors of Apple Hospitality REIT, Inc., effective February 9, 2026, after seven years of service, with no disagreement cited.","talent_readthrough":"A board member departs Apple Hospitality REIT in Richmond; no immediate impact on executive roles is disclosed.","company":"Apple Hospitality REIT, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1418121/000119312526051411/aple-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:51:23"},{"signal_id":"819522ca81ae6f8fe90021e32e0a463c","headline":"HALLIBURTON CO 8-K filing (Item 5.02): officer or director change","summary":"Halliburton Company announced the appointment of Timothy A. Leach to its Board of Directors and to its Audit Committee and Nominating and Corporate Governance Committee.","talent_readthrough":"Halliburton adds a new board member in Houston, with no immediate change to executive roles.","company":"Halliburton Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/45012/000004501226000019/hal-20251202.htm","source_name":"SEC EDGAR","published_date":"2026-02-11","captured_at":"2026-07-28 09:51:30"},{"signal_id":"2755ff63183dd119bc347a87b2ae4cef","headline":"Fifth District Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Fifth District Bancorp, Inc. and its bank subsidiary promoted Amie L. Lyons to serve as President and CEO on a permanent basis, following her interim service after the passing of the former President and CEO.","talent_readthrough":"Amie L. Lyons is now permanent President and CEO at Fifth District Bancorp in New Orleans, succeeding the late former leader.","company":"Fifth District Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2012726/000094337426000070/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:51:39"},{"signal_id":"12838f3bca56def9919ea0509be5037d","headline":"Edgemode, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Edgemode, Inc. approved grants of stock options to its CEO and CFO as part of their employment agreements.","talent_readthrough":"Edgemode's CEO and CFO in Ft. Lauderdale receive stock options as part of their compensation.","company":"Edgemode, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652958/000168316826000957/edgemode_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:51:49"},{"signal_id":"206c5605c609f3e70de8dd4e2cf5c8ab","headline":"Resources Connection, Inc. 8-K filing: officer or director change","summary":"Resources Connection, Inc. entered into a Retention Agreement with Jennifer Ryu to support leadership continuity, including a retention payment of $125,000 to be paid on specific dates subject to her continued employment.","talent_readthrough":"Jennifer Ryu's retention agreement at Resources Connection in Dallas underscores leadership stability but does not indicate hiring or displacement.","company":"Resources Connection, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084765/000108476526000015/rgp-20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:52:29"},{"signal_id":"15f22b4f0d68ac5b9176ea6ee677f863","headline":"Public Storage 8-K filing: officer or director change","summary":"Public Storage has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Public Storage has announced a leadership change in its Texas headquarters. The filing does not disclose any immediate impact on hiring or roles.","company":"Public Storage","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393311/000119312526048660/d793613d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:52:47"},{"signal_id":"0fcc24f09f845edcf8a7c850787f972d","headline":"Republic Services, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Republic Services, Inc. appointed Ian Craig to its Board of Directors, effective February 10, 2026, with roles on the Audit Committee and Sustainability & Corporate Responsibility Committee.","talent_readthrough":"Republic Services adds a new board member in Phoenix, with no immediate impact on hiring or workforce changes.","company":"Republic Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1060391/000106039126000066/rsg-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:53:15"},{"signal_id":"84bdca2e5bba94716eb1e0f5f39e7c14","headline":"SpyGlass Pharma, Inc. 8-K filing (Item 5.02): officer or director change","summary":"SpyGlass Pharma, Inc. reported a change in its officers or directors in an 8-K filing with the SEC, indicating a leadership adjustment within the company.","talent_readthrough":"SpyGlass Pharma adjusts its executive team in Aliso Viejo; the filing does not disclose hiring plans.","company":"SpyGlass Pharma, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1778922/000162828026008073/spyglass-form8xk502fx2025c.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:53:28"},{"signal_id":"cfd05990d09d639c27156531c1d3d835","headline":"EDAP TMS SA 8-K filing (Item 5.02): officer or director change","summary":"Mr. Glen French resigned from the Board of Directors and its committees of EDAP TMS SA, effective immediately, with no dispute or disagreement cited.","talent_readthrough":"EDAP TMS SA's board loses an executive member in France, with no immediate impact on hiring or operations disclosed.","company":"EDAP TMS SA","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"FR","hq_city":null,"hq_country":"FR","state":null,"functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041934/000117184326000769/f8k_021226.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:53:34"},{"signal_id":"ce8b3cc3f545364e8433f5b82be4a321","headline":"reAlpha Tech Corp. 8-K filing (Item 5.02): officer or director change","summary":"reAlpha Tech Corp. reported a change in its officer or director position following the resignation of Brian Cole, creating a vacancy on the audit committee.","talent_readthrough":"A leadership change at reAlpha Tech Corp. in Ohio affects executive roles, with a vacancy on the audit committee.","company":"reAlpha Tech Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Dublin","hq_country":"IE","state":"OH","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1859199/000121390026014381/ea0276404-8k_realpha.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 09:54:33"},{"signal_id":"9c740e070c6cfddcccbe916f61e6fcd3","headline":"OLYMPIC STEEL INC 8-K filing (Item 5.02): officer or director change","summary":"Olympic Steel, Inc. reported a leadership change in its 8-K filing with the SEC, following its merger with Ryerson Holding Corporation.","talent_readthrough":"Olympic Steel's executive team changes after its merger with Ryerson in Highland Hills, Ohio; watch for updates on leadership roles.","company":"OLYMPIC STEEL, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/917470/000119312526051373/d37005d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:54:42"},{"signal_id":"6935e10b283ded35e0ce354613ebee04","headline":"EXPAND ENERGY Corp  (EXE, EXEEL, EXEEW, EXEEZ) 8-K filing (Item 5.02): officer or director change","summary":"Expand Energy Corporation appointed Michael Wichterich as Interim President and CEO, replacing Domenic (Nick) J. Dell’Osso, Jr., who also resigned from the Board.","talent_readthrough":"Expand Energy's leadership change in Oklahoma City affects executive roles; the announcement does not disclose broader workforce impacts.","company":"Expand Energy Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OK","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/895126/000089512626000003/exe-20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:54:58"},{"signal_id":"d547bbd07835bb10d1425b295d36750b","headline":"Capital Bancorp Inc 8-K filing (Item 5.02): officer or director change","summary":"Capital Bancorp, Inc. and its subsidiary, Capital Bank, N.A., entered into a new employment agreement with Steven M. Poynot as President and CEO of the Bank and COO of the Company, superseding his prior agreement.","talent_readthrough":"Steven M. Poynot's new role as President and CEO of Capital Bank, N.A. and COO of Capital Bancorp, Inc. in Rockville marks a leadership change with no immediate hiring or displacement indicated.","company":"Capital Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419536/000141953626000012/cbnk-20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 09:55:07"},{"signal_id":"4fa80c5748e047be0c8b1f5cc300d143","headline":"PEAPACK GLADSTONE FINANCIAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Peapack-Gladstone Financial Corporation entered into Special Executive Retention Performance Restricted Stock Unit Award Agreements with its President and CEO, and Senior Executive Vice President, to incentivize their continued employment and align their interests with shareholders.","talent_readthrough":"Peapack-Gladstone Financial Corporation has adjusted compensation for its top executives in Bedminster to retain leadership through 2028.","company":"Peapack-Gladstone Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050743/000094337426000080/form8k_020626.htm","source_name":"SEC EDGAR","published_date":"2026-02-11","captured_at":"2026-07-28 09:55:17"},{"signal_id":"6200875ef8cca07b0ce1cc9d68dcb36a","headline":"EDGEWELL PERSONAL CARE Co 8-K filing (Item 5.02): officer or director change","summary":"Edgewell Personal Care Company reported a change in its officer or director position as per its 8-K filing with the SEC.","talent_readthrough":"Edgewell Personal Care has a leadership change in Shelton, Connecticut; the filing does not disclose hiring plans.","company":"EDGEWELL PERSONAL CARE Co","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1096752/000162828026006183/epc-20260205.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:55:27"},{"signal_id":"ed73ce983e453e8a72449cd6107b882d","headline":"KROGER CO 8-K filing (Item 5.02): officer or director change","summary":"The Kroger Co. appointed Gregory S. Foran as Chief Executive Officer and a member of the Board, effective February 10, 2026.","talent_readthrough":"Kroger appoints a new CEO in Cincinnati; the filing does not disclose hiring plans.","company":"The Kroger Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/56873/000110465926012061/tm265602d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:55:35"},{"signal_id":"bdad475a7cadab2427e0732f16152ca4","headline":"CARMAX INC 8-K filing (Item 5.02): officer or director change","summary":"CarMax, Inc. appointed Keith Barr as President and CEO, effective March 16, 2026, and added him to the Board, increasing its size from nine to ten directors.","talent_readthrough":"CarMax appoints a new CEO from the hospitality sector, adding one director to its board.","company":"CarMax, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1170010/000117001026000002/kmx-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:55:44"},{"signal_id":"af72c24c23e0ea3dd4be0a5e41c54a62","headline":"Pebblebrook Hotel Trust 8-K filing (Item 5.02): officer or director change","summary":"Pebblebrook Hotel Trust reported a change in its officers or directors in an SEC filing dated February 5, 2026.","talent_readthrough":"Pebblebrook Hotel Trust in Bethesda has announced a leadership change; the filing does not disclose hiring plans.","company":"Pebblebrook Hotel Trust","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474098/000147409826000007/peb-20260205.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:56:28"},{"signal_id":"66849c79b5ae1dc41168327e213923c1","headline":"GEO GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"J. David Donahue, CEO of The GEO Group, Inc., announced his retirement effective February 28, 2026, and entered into a Separation Agreement with the company.","talent_readthrough":"The GEO Group's CEO retires in Florida; executive leadership transitions are underway.","company":"The GEO Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/923796/000119312526048953/d91287d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:56:39"},{"signal_id":"58c61c0e935a962ab6cf3bd09639761e","headline":"Constellation Brands, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Constellation Brands, Inc. appointed Nicholas I. Fink as President and Chief Executive Officer, effective April 13, 2026.","talent_readthrough":"Nicholas I. Fink joins Constellation Brands as CEO in Rochester, NY, from his previous role at Fortune Brands Innovations.","company":"Constellation Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/16918/000119312526048815/d31913d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:56:47"},{"signal_id":"dd2b1a8fdfef296e3903542987d2cd47","headline":"SPS COMMERCE INC 8-K filing (Item 5.02): officer or director change","summary":"SPS Commerce, Inc. appointed Joseph Del Preto as the new Executive Vice President & Chief Financial Officer, effective March 16, 2026, succeeding Kimberly Nelson who announced her retirement.","talent_readthrough":"SPS Commerce appoints a new CFO in Minneapolis, marking a planned leadership transition.","company":"SPS Commerce, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1092699/000109269926000007/spsc-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:56:56"},{"signal_id":"532883cd4b3341d71c2a184ad334daab","headline":"UFP TECHNOLOGIES INC 8-K filing (Item 5.02): officer or director change","summary":"UFP Technologies, Inc. announced the appointment of Mitchell C. Rock as Chief Executive Officer, effective June 4, 2026, with a base salary of $700,000 per year.","talent_readthrough":"UFP Technologies appoints a new CEO in Newburyport, with no immediate change to executive roles beyond this planned succession.","company":"UFP Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914156/000162828026008183/ufpt-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:57:14"},{"signal_id":"2c137d680d1381bffa02ab9e8696a036","headline":"SYNCHRONOSS TECHNOLOGIES INC 8-K filing (Item 5.02): officer or director change","summary":"Synchronoss Technologies, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Synchronoss Technologies in Bridgewater, New Jersey, has reported a change in its executive leadership.","company":"Synchronoss Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1131554/000162828026008072/sncr-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:57:21"},{"signal_id":"20618e1991f5cf11cd2c8bddaf26cc2e","headline":"Generation Bio Co. 8-K filing (Item 5.02): officer or director change","summary":"Generation Bio Co. reports a change in officer or director as per its 8-K filing with the SEC.","talent_readthrough":"Generation Bio Co. announces a leadership change in Cambridge, Massachusetts, with no disclosed impact on hiring or roles.","company":"Generation Bio Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1733294/000110465926012121/gbio-20260206x8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:57:30"},{"signal_id":"40d738b32c2ab3a7090fb8854da1a237","headline":"Digimarc CORP 8-K filing (Item 5.02): officer or director change","summary":"George Karamanos notified Digimarc Corporation of his decision to resign as the Company's Executive Vice President, Chief Legal Officer and Secretary, effective February 20, 2026.","talent_readthrough":"Digimarc's Chief Legal Officer George Karamanos will resign in February 2026, continuing in an advisory role. The executive leadership change affects legal and compliance functions in Beaverton, Oregon.","company":"Digimarc Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438231/000143774926003950/dmrc20260212c_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:58:01"},{"signal_id":"5701af6bbe8cad96bec7cea02f6e749d","headline":"SOUTH DAKOTA SOYBEAN PROCESSORS LLC 8-K filing (Item 5.02): officer or director change","summary":"South Dakota Soybean Processors, LLC amended the employment agreement of its Chief Executive Officer, Thomas J. Kersting, increasing his base salary to $440,000 for the years ended December 31, 2026 and 2027.","talent_readthrough":"The CEO's compensation increases to $440,000 in Volga, South Dakota, with no disclosed impact on other roles.","company":"South Dakota Soybean Processors, LLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SD","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163609/000116360926000004/sdsp-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:58:11"},{"signal_id":"24cfddbbc60e8a92dd5f5c2b29e46cb1","headline":"Kim Marvin Steps Down from Titan International, Inc. Board of Directors","summary":"Mr. Kim A. Marvin resigned from the Board of Directors of Titan International, Inc. and all its committees, effective immediately, with no disagreement cited.","talent_readthrough":"A board member departs Titan International in Illinois; the announcement does not signal broader leadership changes.","company":"Titan International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899751/000089975126000003/twi-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:58:18"},{"signal_id":"480b1c69e5f713e7eef45922325487b0","headline":"Cyber App Solutions Corp. 8-K filing (Item 5.02): officer or director change","summary":"Douglas P. Heller resigned from the Board of Directors of Cyber App Solutions Corp., effective immediately, with no disagreement cited.","talent_readthrough":"Cyber App Solutions Corp. sees a board member departure in Houston, with no immediate impact on executive roles disclosed.","company":"Cyber App Solutions Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851048/000185104826000002/form8k.txt","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:58:27"},{"signal_id":"c5f0320469c3039c61f90c4b7d28aa5f","headline":"Knight-Swift Transportation Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ms. Amy Boerger advised Knight-Swift Transportation Holdings Inc. that she will not be standing for reelection at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"An executive at Knight-Swift in Phoenix will not seek reelection, marking a planned leadership change.","company":"Knight-Swift Transportation Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1492691/000149269126000012/knx-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:58:43"},{"signal_id":"22d2aec8758d6b6f4bcea7c17fa8737d","headline":"AMERIPRISE FINANCIAL INC 8-K filing (Item 5.02): officer or director change","summary":"Joseph E. Sweeney, President, Advice & Wealth Management Products & Service Delivery at Ameriprise Financial, Inc., has decided to retire on April 3, 2026.","talent_readthrough":"Joseph E. Sweeney, an executive at Ameriprise Financial, is retiring; the company will need to fill his leadership role in Minneapolis.","company":"Ameriprise Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/820027/000110465926014312/tm266105d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:58:51"},{"signal_id":"fb95890078c653b456f13a9f3b75a69d","headline":"Federal Home Loan Bank of Indianapolis 8-K filing (Item 5.02): officer or director change","summary":"Christopher S. Dawson, Senior Vice President – Chief Information Officer of the Federal Home Loan Bank of Indianapolis, has notified the Bank of his voluntary resignation effective March 10, 2026.","talent_readthrough":"The CIO of a federal home loan bank in Indianapolis is leaving; watch for a successor in this executive role.","company":"Federal Home Loan Bank of Indianapolis","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1331754/000133175426000028/fhlbi-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 09:59:00"},{"signal_id":"adff469d26a3409622bdcfe9b9539dbf","headline":"YUM BRANDS INC 8-K filing (Item 5.02): officer or director change","summary":"Keith Barr resigned from the Board of Directors of YUM! Brands Inc. effective February 10, 2026, due to his appointment to a leadership position outside of YUM, with no disagreement with the company.","talent_readthrough":"YUM Brands' board member Keith Barr resigns to take a leadership role elsewhere; no immediate impact on executive roles at the Louisville-based food and beverage company.","company":"YUM! BRANDS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041061/000104106126000069/yum-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 09:59:10"},{"signal_id":"3beaca41d60b1997e0256543f0f15fd6","headline":"Biogen Inc. 8-K filing (Item 5.02): officer or director change","summary":"Caroline Dorsa, Chair of the Biogen Inc. Board of Directors, announced she would not stand for re-election at the 2026 Annual Meeting of Stockholders. Dr. Maria C. Friere was elected to serve as Chair of the Board, effective after the Annual Meeting.","talent_readthrough":"Biogen Inc. sees a leadership change with Dr. Maria C. Friere stepping in as Chair of the Board, following Caroline Dorsa's decision not to seek re-election.","company":"Biogen Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-11","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/875045/000119312526046803/d937279d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-11","captured_at":"2026-07-28 09:59:45"},{"signal_id":"cf96578c23a8125abcb95a00eadacf8d","headline":"COMMONWEALTH EDISON Co 8-K filing (Item 5.02): officer or director change","summary":"Commonwealth Edison Company announced that Glenn Rippie, Senior Vice President, General Counsel, will depart ComEd effective April 1, 2026, to assume the role of Senior Vice President, Deputy General Counsel of Infrastructure and Development of Exelon Corporation.","talent_readthrough":"ComEd's general counsel is moving to a role at parent company Exelon; the utility will search for a successor.","company":"Commonwealth Edison Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/22606/000002260626000002/exc-20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 09:59:53"},{"signal_id":"9516c52d9207b797f0916f7239b93e73","headline":"IDEX CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"IDEX Corporation announced the elimination of Roopa Unnikrishnan's position as Senior Vice President, Chief Strategy and Innovation Officer, effective February 28, 2026.","talent_readthrough":"IDEX eliminates its Chief Strategy and Innovation Officer role in Northbrook, affecting executive leadership.","company":"IDEX Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832101/000119312526042918/d103123d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:00:12"},{"signal_id":"bf0aa1df20f9068ee79993fb7647b7f2","headline":"FIRSTENERGY CORP 8-K filing (Item 5.02): officer or director change","summary":"Melvin Williams, a member of the Board of Directors of FirstEnergy Corp, has decided not to stand for re-election following the expiration of his current term at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"A board member at FirstEnergy Corp in Akron will not seek re-election, marking a planned leadership change.","company":"FirstEnergy Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1031296/000103129626000020/fe-20260208.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:00:33"},{"signal_id":"2f954617487ffcd859e6213e0def85e3","headline":"Intuitive Machines, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Intuitive Machines, Inc. announced cash transaction bonuses for its President and CEO, Stephen Altemus, and Senior Vice President and CFO, Peter McGrath, amounting to $512,750 and $247,500 respectively, in recognition of the company's acquisitions.","talent_readthrough":"Executives at Intuitive Machines receive cash bonuses following company acquisitions.","company":"Intuitive Machines, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1844452/000162828026007275/lunr-20260205.htm","source_name":"SEC EDGAR","published_date":"2026-02-11","captured_at":"2026-07-28 10:00:50"},{"signal_id":"224e2a6f2c8d25326ab2ac46f2aaccc5","headline":"YORK WATER CO 8-K filing (Item 5.02): officer or director change","summary":"George W. Hodges retired from the Board of Directors of The York Water Company on February 9, 2026, after serving for over 25 years.","talent_readthrough":"The York Water Company sees a leadership change in York, Pennsylvania, with the retirement of a long-serving board member.","company":"The York Water Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/108985/000010898526000009/form8k-02102026.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:01:05"},{"signal_id":"9fe6dfea4c6c2a4e6c5bae26a9bc8f58","headline":"MVB FINANCIAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Board Chairman W. Marston Becker informed MVB Financial Corp that he will not stand for re-election at the Company’s 2026 Annual Meeting and will step down as Chair upon notification of the Company and as a director at the conclusion of his current term.","talent_readthrough":"The Board plans to appoint Vice Chair Dr. Kelly R. Nelson to succeed W. Marston Becker as Chair, as part of the Board’s ongoing leadership succession planning.","company":"MVB Financial Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WV","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-17","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1277902/000127790226000010/mvbf-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:01:33"},{"signal_id":"72ed686eaa995bd010ef46dfc02e0857","headline":"Teladoc Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Thomas G. McKinley notified Teladoc Health, Inc. of his intention to retire from the Board effective February 20, 2026.","talent_readthrough":"Teladoc Health's board sees a planned departure in New York. Thomas G. McKinley retires from the executive role for personal reasons.","company":"Teladoc Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477449/000147744926000002/tdoc-20260208.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:01:51"},{"signal_id":"5060173f6f97496163cfd886ba041f3f","headline":"Masco Corporation 8-K filing: Officer or Director Change","summary":"Masco Corporation's Compensation and Talent Committee approved a full-value RSU award of $1,749,000 for President and CEO Jonathon J. Nudi, replacing a previously disclosed pro-rata RSU award.","talent_readthrough":"Masco Corporation's CEO Jonathon J. Nudi receives a $1.7M RSU award, altering his compensation structure.","company":"Masco Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62996/000121390026015557/ea0276633-8k_masco.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:02:02"},{"signal_id":"12a08ad1fd98986623a65eaded2761c4","headline":"Unity Software Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark Barrysmith, Chief Accounting Officer of Unity Software Inc., has notified the company of his intention to retire effective June 15, 2026, with the company commencing a search for a new Chief Accounting Officer.","talent_readthrough":"Unity Software seeks a new Chief Accounting Officer in San Francisco as the current officer retires.","company":"Unity Software Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-15","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1810806/000181080626000006/unity-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:02:11"},{"signal_id":"40efd1069440f746b35f9a6761c5e332","headline":"IMMUCELL CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Two directors of ImmuCell Corporation have given notice that they prefer not to run for re-election at the 2026 Annual Meeting of Shareholders, citing time constraints from their full-time leadership roles at their respective companies.","talent_readthrough":"ImmuCell Corporation's board will see two directors step down in 2026, a planned succession with no immediate impact on roles.","company":"ImmuCell Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ME","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811641/000143774926003514/iccc20260209_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:02:20"},{"signal_id":"f27cac306cb8f5db2e4370a2e453cce7","headline":"LendingTree, Inc. 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of LendingTree, Inc. approved a bonus payment of $932,301 to the estate of Doug Lebda, the Founder and former Chairman and Chief Executive Officer, for his service prior to his passing.","talent_readthrough":"LendingTree's executive compensation shift includes a posthumous bonus for its late CEO, reflecting his contributions to the financial services firm in Charlotte.","company":"LendingTree, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434621/000168316826001013/lending_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:02:28"},{"signal_id":"3e4e3ae89f4148c6dd0997985aa266a2","headline":"Cloudflare, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Doug Kramer, Chief Legal Officer of Cloudflare, Inc., has decided to resign from his role effective March 31, 2026, and will remain as a Senior Advisor. Alissa Starzak, currently the Deputy Chief Legal Officer and Global Head of Public Policy, is expected to succeed him.","talent_readthrough":"Cloudflare's Chief Legal Officer is stepping down in San Francisco, with the Deputy Chief Legal Officer set to take over; legal and executive roles are affected.","company":"Cloudflare, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["legal_compliance","executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477333/000147733326000009/cloud-20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:02:40"},{"signal_id":"009316a1565ec80bc7ff7e17b9ed63f8","headline":"Bravo Multinational Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Frank Hagan, Jr. resigned as a Director and President of Bravo Multinational Incorporated, with his decision not resulting from any dispute or disagreements with the Company.","talent_readthrough":"Bravo Multinational's president and director resigns in Virginia Beach, with no stated impact on operations or hiring.","company":"Bravo Multinational Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1444839/000109181826000004/brvo-020426_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-11","captured_at":"2026-07-28 10:02:48"},{"signal_id":"02a0309667d29f850c364cf45bb7fb7f","headline":"DELTA AIR LINES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Delta Air Lines, Inc. announced the retirement of William C. Carroll, its principal accounting officer, effective March 31, 2026, and the appointment of Julia A. McConnell as his successor effective April 1, 2026.","talent_readthrough":"Delta Air Lines appoints Julia A. McConnell as principal accounting officer in Atlanta, succeeding William C. Carroll upon his retirement. Finance professionals in the transport sector should note the leadership transition.","company":"Delta Air Lines, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["finance"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27904/000168316826001033/delta_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:03:02"},{"signal_id":"29a8804a9e335d683f213b7057fedcc5","headline":"Destiny Media Technologies Inc. Announces Leadership Transition","summary":"Fred Vandenberg has stepped down as President and CEO of Destiny Media Technologies Inc., with Hyonmyong Cho appointed as interim-CEO while the company searches for a permanent replacement.","talent_readthrough":"Destiny Media Technologies seeks a new CEO in Vancouver after the departure of its president and chief executive.","company":"Destiny Media Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099369/000106299326000714/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:03:09"},{"signal_id":"ce33780a264088405a9e2a7649661865","headline":"GRACO INC 8-K filing (Item 5.02): officer or director change","summary":"Brett C. Carter resigned from the Board of Directors of Graco Inc. effective February 13, 2026, to pursue other commitments, with no disagreement cited.","talent_readthrough":"Graco Inc. sees a board member departure in Minneapolis, with no immediate impact on executive roles disclosed.","company":"Graco Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/42888/000004288826000036/ggg-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:03:18"},{"signal_id":"87c2f4e97e86b2e7a6638863bf278749","headline":"Constellation Energy Corp 8-K filing (Item 5.02): officer or director change","summary":"Constellation Energy Corporation reported the election of Alan Armstrong to the Board of Directors, effective January 1, 2026, and his subsequent appointment to the Compensation Committee and the Nuclear Oversight Committee on February 10, 2026.","talent_readthrough":"Alan Armstrong joins Constellation Energy's board in Baltimore, with committee assignments in compensation and nuclear oversight.","company":"Constellation Energy Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1868275/000186827526000016/ceg-20250923.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:03:26"},{"signal_id":"c4d6bcd55349e70c0d8c8f404e4a51b8","headline":"Under Armour, Inc. 8-K filing: officer or director change","summary":"Reza Taleghani has joined Under Armour, Inc. as Executive Vice President, Chief Financial Officer, effective February 11, 2026, replacing David Bergman in such capacity.","talent_readthrough":"Under Armour appoints a new CFO in Baltimore, signaling a leadership change in its executive team.","company":"Under Armour, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1336917/000133691726000029/ua-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:03:41"},{"signal_id":"debc72faec8686f50ff93725c605b5ca","headline":"NXP Semiconductors N.V. 8-K filing (Item 5.02): officer or director change","summary":"Jennifer Wuamett, EVP, General Counsel, Secretary and Chief Sustainability Officer of NXP Semiconductors N.V., will retire as General Counsel and Secretary on June 30, 2026, with Michael Hoffmann appointed as her successor.","talent_readthrough":"NXP Semiconductors' General Counsel and Secretary is retiring; the Deputy General Counsel will step into the role.","company":"NXP Semiconductors N.V.","pillar":"leadership_change","signal_direction":"neutral","city":"Eindhoven","region":"Europe","country":"NL","hq_city":"Eindhoven","hq_country":"NL","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1413447/000141344726000005/nxpi-20260204.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:03:51"},{"signal_id":"426d8bf8db01a32594e4cf8024902f72","headline":"Amrize Ltd 8-K filing (Item 5.02): officer or director change","summary":"Amrize Ltd announced changes to its Board of Directors, including the resignation of Theresa Drew and the appointment of Robert S. Rivkin as Chair of the Audit Committee and Holli Ladhani to the Audit Committee.","talent_readthrough":"Amrize Ltd's board changes in Zug, Switzerland, with one departure and two appointments to its audit committee, signaling a shift in governance but no immediate impact on hiring or roles.","company":"Amrize Ltd","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"CH","hq_city":null,"hq_country":"CH","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2035989/000114036126004899/ef20065536_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:04:00"},{"signal_id":"cbedf5c5c7da7e796ce72a130bfc0660","headline":"Repay Holdings Corp 8-K filing (Item 5.02): officer or director change","summary":"Shaler V. Alias, President of Repay Holdings Corporation, will end his employment and resign from the board of directors on February 27, 2026, with severance benefits under his executive employment agreement.","talent_readthrough":"Repay Holdings' President and board member Shaler V. Alias departs Atlanta with severance; the filing does not name a successor.","company":"Repay Holdings Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720592/000119312526048694/rpay-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:04:10"},{"signal_id":"db2f9e6560cde583ecc97ca60f1eca8d","headline":"Saga Communications Inc 8-K filing (Item 5.02): officer or director change","summary":"Saga Communications, Inc. announced that Christopher S. Forgy, the Chief Executive Officer, began a temporary medical leave of absence, with Wayne Leland, the Chief Operating Officer, and Samuel D. Bush, the Chief Financial Officer, designated to assist with his responsibilities during his recovery.","talent_readthrough":"Saga Communications' CEO is on medical leave, with the COO and CFO temporarily taking on his duties. The announcement does not indicate any broader impact on hiring or roles.","company":"Saga Communications, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/886136/000110465926015217/sga-20260213x8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:04:28"},{"signal_id":"10e72023bb863ec8777c0446c9ef4520","headline":"TIMKEN CO 8-K filing (Item 5.02): officer or director change","summary":"James F. Palmer and The Timken Company mutually agreed on his retirement effective March 31, 2026, to facilitate the transition of the Audit Committee chair role to Sarah C. Lauber.","talent_readthrough":"The Timken Company's Audit Committee chair retires in a planned succession; executive roles in Ohio are unaffected.","company":"The Timken Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/98362/000009836226000014/tkr-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:04:36"},{"signal_id":"e692ac45cf7f08e75965958c55fa0c29","headline":"LITHIA MOTORS INC 8-K filing (Item 5.02): officer or director change","summary":"Lithia Motors, Inc. announces the transition of George Hines from his role as Senior Vice President, Chief Innovation and Technology Officer, effective March 1, 2026, as part of a strategic alignment of its technology teams.","talent_readthrough":"George Hines steps down as Chief Innovation and Technology Officer at Lithia Motors in Medford, Oregon, transitioning to a non-executive role.","company":"Lithia Motors, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1023128/000102312826000006/lad-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:04:44"},{"signal_id":"da682d6f16a7e91c9b45c29d64282e06","headline":"LIQUIDITY SERVICES INC 8-K filing (Item 5.02): officer or director change","summary":"George H. Ellis, a member of the Board of Directors of Liquidity Services, Inc., has notified the company of his intention to retire, as part of the company's long-term succession planning process.","talent_readthrough":"A board member retires in a planned succession at Liquidity Services in Bethesda, with no immediate hiring or displacement indicated.","company":"Liquidity Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1235468/000119312526042756/lqdt-20260203.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:04:52"},{"signal_id":"91bdd2fea28c9f8a6ef10ede4bd54f08","headline":"PHOENIX MOTOR INC. 8-K filing (Item 5.02): officer or director change","summary":"John Walsh resigned as President of Phoenix Motor Inc. effective February 6, 2026, with no disagreement cited. The company has begun a search for a new President.","talent_readthrough":"Phoenix Motor Inc. seeks a new President in Anaheim, with no immediate change to operations during the search.","company":"Phoenix Motor Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1879848/000149315226005679/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:04:58"},{"signal_id":"e28e3da75e40adec1670fbcfa5496105","headline":"GLACIER BANCORP, INC. 8-K filing (Item 5.02): officer or director change","summary":"Ron J. Copher, the Executive Vice President and CFO of Glacier Bancorp, Inc., announced his plans to retire after 20 years of service. The company is searching for a successor.","talent_readthrough":"Glacier Bancorp's CFO is retiring in Montana after 20 years; the bank is seeking a successor.","company":"Glacier Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/868671/000086867126000009/gbci-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:05:05"},{"signal_id":"350326fdccbbc3b65d047ed9fe7d6bd7","headline":"Voyager Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Toby Ferguson, M.D., Ph.D. resigned as Chief Medical Officer of Voyager Therapeutics, Inc. to pursue a new opportunity, with Alfred W. Sandrock, Jr., M.D., Ph.D. assuming key responsibilities on an interim basis.","talent_readthrough":"Voyager Therapeutics' Chief Medical Officer departs in Massachusetts, with the CEO temporarily taking over clinical development leadership.","company":"Voyager Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640266/000110465926013897/tm266042d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:05:11"},{"signal_id":"969c568d6b4ef59e702056852ed22719","headline":"IN8BIO, INC. 8-K filing (Item 5.02): officer or director change","summary":"IN8bio, Inc. appointed Kate Rochlin, the company's Chief Operating Officer, as President, effective February 4, 2026.","talent_readthrough":"IN8bio promotes its COO Kate Rochlin to President, a leadership change in its executive team.","company":"IN8bio, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1740279/000119312526041975/d50284d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:05:22"},{"signal_id":"da81b7e4b5588c86ad19edfd097c7f1d","headline":"Hillenbrand, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Hillenbrand, Inc. filed an 8-K form with the SEC, reporting a change in officer or director as part of the completion of previously announced transactions.","talent_readthrough":"Hillenbrand announces a leadership change in Batesville, Indiana, as part of its merger process. The filing does not disclose hiring plans.","company":"Hillenbrand, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1417398/000119312526043797/d101200d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:05:38"},{"signal_id":"f177962fe357a1be3c341010e569b92c","headline":"Galera Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Galera Therapeutics, Inc. entered into a letter agreement with Joel Sussman, the company's Chief Accounting Officer, Treasurer, and Secretary, providing for retention-based cash bonus payments.","talent_readthrough":"Galera Therapeutics has adjusted executive compensation for Joel Sussman in Malvern, PA, with retention bonuses tied to reporting obligations.","company":"Galera Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563577/000119312526048696/d892515d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:05:53"},{"signal_id":"21be05af3367c59ab8f45c355c068e4b","headline":"Quetta Acquisition Corp 8-K filing: officer or director change","summary":"Mr. Hui Chen resigned as Chief Executive Officer and as a member of the Board of Directors of Quetta Acquisition Corporation, and Mr. Zihan Chen was appointed as Chief Executive Officer and as a member of the Board of Directors.","talent_readthrough":"Quetta Acquisition Corporation sees a leadership change in New York with the resignation of CEO Hui Chen and the appointment of Zihan Chen. The announcement does not indicate any broader workforce changes.","company":"Quetta Acquisition Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1978528/000149315226006730/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:06:08"},{"signal_id":"6746dbd3f178bb99189647c270d21bec","headline":"Texas Roadhouse, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kathleen M. Widmer notified the Board of Directors of Texas Roadhouse, Inc. of her decision to retire from the Board, effective immediately, to focus on the launch of her new business venture.","talent_readthrough":"Kathleen M. Widmer retires from the board of Texas Roadhouse, Inc. in Louisville, KY, to launch a new business venture.","company":"Texas Roadhouse, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1289460/000110465926015177/tm2534451d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:06:22"},{"signal_id":"725e040e17f74291f071e08013daee36","headline":"SONIC AUTOMOTIVE INC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Sonic Automotive, Inc. established performance-based cash bonus parameters for its executive officers for the 2026 performance period.","talent_readthrough":"Executive officers at Sonic Automotive in Charlotte will have their 2026 bonuses determined by new performance parameters.","company":"Sonic Automotive, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043509/000162828026007898/sah-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:06:31"},{"signal_id":"1c8b3f08e4a011ccf003ce097dfd88b9","headline":"Radian Group Inc. 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Harrison as a director and a member of the Board of Directors of its subsidiary, Farmers & Merchants Bank.","talent_readthrough":"Bret V. Harrison joins F&M Bank Corp.'s board in Virginia, a leadership change with no disclosed impact on headcount.","company":"F&M Bank Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/740806/000165495426001045/fmbm_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:07:36"},{"signal_id":"7f1a08d71d2411d4510104dbe41705ff","headline":"TRACTOR SUPPLY CO /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Tractor Supply Company appointed Sonia Syngal as an independent member of its Board of Directors, effective February 10, 2026.","talent_readthrough":"Tractor Supply Company adds Sonia Syngal to its board in Brentwood, Tennessee. The filing does not disclose hiring plans.","company":"Tractor Supply Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/916365/000091636526000009/tsco-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-11","captured_at":"2026-07-28 10:07:50"},{"signal_id":"069439c10de596da15de2418581ee3c7","headline":"Keurig Dr Pepper Inc. 8-K filing (Item 5.02): officer or director change","summary":"Keurig Dr Pepper Inc. announced the appointment of William Newlands and Amie Thuener as independent members of the Board, effective March 2, 2026.","talent_readthrough":"Keurig Dr Pepper adds two independent directors to its board in Massachusetts, a planned succession with no immediate impact on hiring.","company":"Keurig Dr Pepper Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1418135/000141813526000007/kdp-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:08:02"},{"signal_id":"4723288f54de7eba899689e8183c3081","headline":"Prudential Financial Inc 8-K filing (Item 5.02): officer or director change","summary":"Prudential Financial Inc has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Prudential Financial Inc has announced a change in its executive leadership. 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Sprowls, President and Chief Executive Officer of American States Water Company, Golden State Water Company, and American States Utility Services, Inc. and its subsidiaries.","talent_readthrough":"Executive compensation at American States Water Co in California has been updated for 2026, affecting leadership roles.","company":"American States Water Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056903/000162828026008178/awr-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:10:53"},{"signal_id":"a5ac99eb30a8fc07fd0c521ad83a3589","headline":"GOLDMAN SACHS GROUP INC  (GS, GSCE, GS-PA, GS-PC, GS-PD) 8-K filing (Item 5.02): officer or director change","summary":"The Goldman Sachs Group, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Goldman Sachs announces a leadership change in New York; the filing does not disclose hiring or displacement plans.","company":"The Goldman Sachs Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/886982/000119312526051527/gs-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:11:16"},{"signal_id":"1c3e6bbb32f378792525300ae123aecb","headline":"HARLEY-DAVIDSON, INC. 8-K filing (Item 5.02): officer or director change","summary":"James Duncan Farley, Jr., a member of the Board of Directors of Harley-Davidson, Inc., has notified the company that he does not wish to stand for re-election at the upcoming annual meeting of shareholders.","talent_readthrough":"A board member at Harley-Davidson in Milwaukee steps down; the company will need to fill the position at its next annual meeting.","company":"Harley-Davidson, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"Harley-Davidson will need to elect a new board member at its next annual meeting.","check_after_date":"2026-02-09","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/793952/000079395226000004/hog-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:11:57"},{"signal_id":"51cb4bf17493b85f85b99ca4d22664ec","headline":"World Gold Trust  (GLDM, GLDW) 8-K filing (Item 5.02): officer or director change","summary":"Joseph R. 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Rausch to the Board, with a term beginning on March 1, 2026, and appointed him to the Finance Committee and the Nuclear, Operations and Environmental Sustainability Committee.","talent_readthrough":"Ameren adds a new board member in St. Louis, with no immediate change to executive roles or headcount.","company":"Ameren Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1002910/000110465926012085/tm265625d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:12:25"},{"signal_id":"4f147889d277d7b87be453478aa1a0a1","headline":"Cue Biopharma, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cue Biopharma, Inc. appointed Lucinda Warren as Chief Financial and Business Officer, effective February 9, 2026, expanding her role from Chief Business Officer.","talent_readthrough":"Cue Biopharma promotes its Chief Business Officer to a combined financial and business leadership role in Boston, signaling continuity in executive leadership.","company":"Cue Biopharma, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645460/000119312526047717/cue-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:12:34"},{"signal_id":"08fe6ba26d837a86277d6ef919527680","headline":"SPDR GOLD TRUST 8-K filing (Item 5.02): officer or director change","summary":"Joseph R. 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watch for updates on executive roles.","company":"Rapid7, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560327/000156032726000004/rp-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:14:27"},{"signal_id":"03a0d28977116bc35cdf8b845b0672ae","headline":"Monte Rosa Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Edmund Dunn announced his retirement as SVP, Corporate Controller and Principal Accounting Officer of Monte Rosa Therapeutics, Inc., effective April 3, 2026, with Matthew Bowen set to succeed him.","talent_readthrough":"A leadership change in the finance department at Monte Rosa Therapeutics in Boston; 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Hill's employment with FIVE BELOW, INC ceased on February 3, 2026, and he entered into a Separation Agreement and Release on February 8, 2026, confirming his entitlement to severance benefits under the Company’s Executive Severance Plan.","talent_readthrough":"An executive departure at Five Below in Philadelphia; the filing does not indicate hiring or displacement.","company":"FIVE BELOW, INC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1177609/000119312526042901/d25218d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-09","captured_at":"2026-07-28 10:14:48"},{"signal_id":"4f767a98b79ad5a3d4898ecd05289422","headline":"DANAHER CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Danaher Corporation reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Danaher Corporation has announced a change in its executive leadership in Washington, DC.","company":"DANAHER CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DC","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/313616/000031361626000058/dhr-20260205.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:14:58"},{"signal_id":"6ee2ceaf9840ca61ebe84aa77a92f606","headline":"INTERNATIONAL TOWER HILL MINES LTD 8-K filing (Item 5.02): officer or director change","summary":"The board of directors of International Tower Hill Mines Ltd. approved an increase in the base salary for Karl Hanneman, Chief Executive Officer, to US$342,538 per year, effective as of December 1, 2025.","talent_readthrough":"CEO Karl Hanneman's salary increases to $342,538 annually in Vancouver, reflecting a return to full-time duties.","company":"International Tower Hill Mines Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134115/000110465926015257/tm266159d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:15:15"},{"signal_id":"df801f23c851a0acb3cef95704e407ef","headline":"TriSalus Life Sciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Arjun 'JJ' Desai resigned from the Board of TriSalus Life Sciences, Inc., and Michael P. 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(Nina) Henderson informed the Board of Directors of CNO Financial Group, Inc. that she will retire from the Board upon completion of her current term at the 2026 annual meeting of shareholders.","talent_readthrough":"A board member at CNO Financial Group in Carmel, Indiana, plans to retire in 2026. 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no immediate hiring or displacement indicated.","company":"FTAI Aviation Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590364/000114036126004913/ef20065529_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:20:43"},{"signal_id":"5bfe0a44364d0513593798383cc68fad","headline":"DYNAVAX TECHNOLOGIES CORP 8-K filing (Item 5.02): officer or director change","summary":"Dynavax Technologies Corporation reported a change in its officer or director as per its 8-K filing with the SEC.","talent_readthrough":"Dynavax Technologies in Emeryville has a leadership change; the filing does not disclose hiring plans.","company":"DYNAVAX TECHNOLOGIES CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1029142/000119312526043821/d945003d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:21:03"},{"signal_id":"33200f101caf14b393e5ea1c52b7f40b","headline":"Evolv Technologies Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bilal Zuberi resigned from the Board of Directors of Evolv Technologies Holdings, Inc. to pursue other endeavors, and Henrik Kühl was appointed to the Board.","talent_readthrough":"Evolv Technologies sees a board member departure and a new appointment in Waltham, with no immediate impact on executive roles.","company":"Evolv Technologies Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805385/000180538526000003/evlv-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:21:14"},{"signal_id":"e50625a42f7b869e3b87d80f2e726391","headline":"Robinhood Markets, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Robinhood Markets, Inc. reported a change in officer or director as per its 8-K filing with the SEC.","talent_readthrough":"Robinhood's leadership change in Menlo Park affects executive roles; the filing does not disclose hiring or displacement plans.","company":"Robinhood Markets, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783879/000178387926000013/hood-20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:21:23"},{"signal_id":"520f68c58d6dd65750bfba87aaf00371","headline":"FOX FACTORY HOLDING CORP 8-K filing (Item 5.02): officer or director change","summary":"Fox Factory Holding Corp appointed Alan L. 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Beauty, Inc. 8-K filing (Item 5.02): officer or director change","summary":"e.l.f. Beauty, Inc. appointed Matthew Farrell to the Board as a Class I director, effective February 12, 2026.","talent_readthrough":"e.l.f. Beauty adds a new director to its board in Oakland, with no immediate change to executive roles.","company":"e.l.f. 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The company plans to appoint an interim successor.","talent_readthrough":"Kenvue's CFO is leaving to become CEO elsewhere; the company will name an interim CFO.","company":"Kenvue Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-12","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1944048/000095015726000133/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-12","captured_at":"2026-07-28 10:22:37"},{"signal_id":"c4694ac02916aa1099f4407a123e49ba","headline":"HORMEL FOODS CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Jacinth Smiley ceased serving as Executive Vice President and Chief Financial Officer of Hormel Foods Corporation, with her last day of employment being November 30, 2025.","talent_readthrough":"Hormel Foods' CFO departure in Austin marks a leadership change in the food and beverage sector, with no immediate hiring or displacement indicated.","company":"Hormel Foods Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"MN","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/48465/000004846526000010/hrl-20251023.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:22:47"},{"signal_id":"9b86b43180def821ef6290123513112e","headline":"BUILD-A-BEAR WORKSHOP INC 8-K filing (Item 5.02): officer or director change","summary":"Build-A-Bear Workshop, Inc. increased the size of its Board to seven members and appointed James A. Goldman to the Board.","talent_readthrough":"James A. Goldman joins the board of Build-A-Bear Workshop in St. Louis. The announcement does not disclose any changes to roles or hiring plans.","company":"Build-A-Bear Workshop, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1113809/000143774926003641/bbw20260209_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:23:03"},{"signal_id":"73b5174bd2140f9390f446e058128728","headline":"EXICURE, INC. 8-K filing (Item 5.02): officer or director change","summary":"Exicure, Inc. reported the resignation of three board members and the appointment of three new directors, effective February 9, 2026.","talent_readthrough":"Exicure's board sees three departures and three appointments in Redwood City. The filing does not disclose changes for other roles.","company":"Exicure, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-09","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1698530/000169853026000009/xcur-20260206.htm","source_name":"SEC EDGAR","published_date":"2026-02-10","captured_at":"2026-07-28 10:23:42"},{"signal_id":"0bd1f76c5e8fe2f38cf7c5950d91cc97","headline":"NexMetals Mining Corp. 8-K filing: officer or director change","summary":"Morgan Lekstrom resigned from the board of directors of NexMetals Mining Corp., effective immediately, with no disagreement cited, and entered into a consulting services agreement with the company.","talent_readthrough":"NexMetals Mining Corp. sees a board director departure in Vancouver, transitioning to a consulting role with no disclosed impact on operations or hiring.","company":"NexMetals Mining Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/795800/000149315226006686/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-13","captured_at":"2026-07-28 10:23:51"},{"signal_id":"c3e6f2697fe17ba5c91ddf91edc50e9a","headline":"Consensus Cloud Solutions, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Consensus Cloud Solutions, Inc. reported a change in its officer or director position in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Consensus Cloud Solutions affects executive roles in Los Angeles. 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its majority shareholder and the cancellation of debt owed by the company.","talent_readthrough":"Invech Holdings undergoes a leadership change in Scottsdale, AZ, with no disclosed impact on hiring or roles.","company":"Invech Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1009919/000168316826001055/invech_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:33:36"},{"signal_id":"d682c944bc0ac72b8e4e6f72ba5092f7","headline":"OLD NATIONAL BANCORP /IN/  (ONB, ONBPO, ONBPP) 8-K filing (Item 5.02): officer or director change","summary":"Old National Bancorp reported a change in its officers or directors in an SEC filing dated February 17, 2026.","talent_readthrough":"Old National Bancorp in Evansville, Indiana, has a change in its executive leadership, as reported in an SEC filing.","company":"Old National Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/707179/000162828026009526/onb-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:33:46"},{"signal_id":"e2524bb85f3c4e255f0f59f72a287ad1","headline":"NATIONAL HEALTHCARE CORP 8-K filing (Item 5.02): officer or director change","summary":"The Board of Directors of National HealthCare Corporation increased its size by two directors and appointed Dr. David Gifford and Mr. Andrew Adams to fill the vacancies.","talent_readthrough":"National HealthCare Corporation in Murfreesboro adds two directors to its board, signaling governance changes but no immediate hiring or displacement.","company":"National HealthCare Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1047335/000143774926004270/nhc20260216_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:34:03"},{"signal_id":"59ae6f0e730bba6a63ab8f7ccd7f3438","headline":"Appointment of James C. Reagan as Chief Executive Officer","summary":"Science Applications International Corporation announced the appointment of James C. Reagan as Chief Executive Officer, effective February 17, 2026.","talent_readthrough":"James C. Reagan takes the CEO role at Science Applications International Corporation in Reston, Virginia, succeeding his interim tenure.","company":"Science Applications International Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571123/000119312526053003/d93127d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:34:19"},{"signal_id":"0ec7e38ff512257444acf549aeda4fc5","headline":"MidWestOne Financial Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MidWestOne Financial Group, Inc. completed its merger with Nicolet Bankshares, Inc., with Nicolet surviving the merger, and MidWest One Bank merging into Nicolet National Bank.","talent_readthrough":"Executive roles at MidWestOne Financial Group in Iowa City are affected by the merger with Nicolet Bankshares, with no disclosed changes to headcount.","company":"MidWestOne Financial Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1412665/000141266526000015/mofg-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:34:41"},{"signal_id":"e85c62fd4ad417a6de458dda36041440","headline":"CENTRAL GARDEN & PET CO  (CENT, CENTA) 8-K filing (Item 5.02): officer or director change","summary":"Central Garden & Pet Company appointed Kay M. Schwichtenberg to its Board of Directors effective March 1, 2026.","talent_readthrough":"Central Garden & Pet adds a board member in Walnut Creek, with no immediate change to executive roles.","company":"Central Garden & Pet Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887733/000119312526057026/d59477d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:34:49"},{"signal_id":"6289685e4c2209e3cd19d9a58a500306","headline":"Mister Car Wash, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mister Car Wash, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Mister Car Wash in Tucson has a change in executive leadership; watch for updates on the company's direction.","company":"Mister Car Wash, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1853513/000119312526056047/d113732d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:35:14"},{"signal_id":"e10c02aa8c7a3481863194ce39814227","headline":"ImageneBio, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Steven Hui Wang resigned as a member of the Board of Directors of ImageneBio, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board member has resigned at ImageneBio in San Diego; watch for potential shifts in governance or strategy.","company":"ImageneBio, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835579/000119312526054684/d18298d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:35:26"},{"signal_id":"f4712b7f4bd38f72be041c053b94e42d","headline":"Vistagen Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Paul Edick resigned from the Board of Directors of Vistagen Therapeutics, Inc., and the company is seeking new candidates to fill the vacancy.","talent_readthrough":"Vistagen Therapeutics seeks a new board member in South San Francisco after a director's resignation.","company":"Vistagen Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411685/000162828026010035/vtgn-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:35:35"},{"signal_id":"9c6be712c59ca08b75baedec2b405baa","headline":"Rein Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Manuel C. Alves Aivado, M.D., Ph.D., resigned from the Board of Directors of Rein Therapeutics, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board member resigns at Rein Therapeutics in Austin; the announcement does not suggest immediate changes to executive roles.","company":"Rein Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1420565/000119312526059545/d31606d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:35:45"},{"signal_id":"ec34e56f7c7bef6caa8a78b58348f715","headline":"John Ferry, CFO of Willamette Valley Vineyards Inc., Announces Resignation","summary":"John Ferry, the Chief Financial Officer of Willamette Valley Vineyards Inc., has announced his intention to resign in May 2026 and will assist in the transition of his successor.","talent_readthrough":"Willamette Valley Vineyards Inc. in Oregon will see a change in its executive leadership as CFO John Ferry plans to resign in May 2026.","company":"Willamette Valley Vineyards Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/838875/000119983526000047/wvvi_8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:36:08"},{"signal_id":"8287e062cec33b0f092c11285f768f78","headline":"LITHIUM AMERICAS CORP. 8-K filing (Item 5.02): officer or director change","summary":"Zach Kirkman notified Lithium Americas Corp. of his decision to resign from the Board of Directors, effective March 1, 2026, to pursue other opportunities, with no disagreement cited.","talent_readthrough":"A board director steps down at Lithium Americas in Vancouver; the departure is part of a planned succession with no stated impact on operations.","company":"Lithium Americas Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1966983/000119312526054933/d105622d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:36:16"},{"signal_id":"e5921c2f37f5dad60fa3a24a2320d35c","headline":"FARMER BROTHERS CO 8-K filing (Item 5.02): officer or director change","summary":"Farmer Bros. Co. amended Bonus Opportunities Letter Agreements with its President and CEO, CFO, and VP, General Counsel, Chief Compliance Officer and Secretary, revising the timing of bonuses and grants of performance-based restricted stock units.","talent_readthrough":"Farmer Bros. Co. adjusts executive compensation timing in Fort Worth, affecting top leadership roles.","company":"Farmer Bros. Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34563/000110465926018160/tm266754d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:36:24"},{"signal_id":"4356174f0c7471f383322f4b18c4f8a1","headline":"KALA BIO, Inc. 8-K filing (Item 5.02): officer or director change","summary":"David Lazar resigned as a member of the Board of Directors of KALA BIO, Inc., effective February 16, 2026, with no disagreement cited.","talent_readthrough":"A board member resigns at KALA BIO in Arlington; the filing does not indicate a replacement or broader leadership changes.","company":"KALA BIO, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1479419/000182912626001534/kalabio_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:36:32"},{"signal_id":"73f54c347c0ad22e0ff1beddbbf59e33","headline":"BALCHEM CORP 8-K filing (Item 5.02): officer or director change","summary":"William A. Backus, Vice President and Chief Accounting Officer of Balchem Corporation, is retiring on March 31, 2026, and Erin L. Gilson has been elected to succeed him effective April 1, 2026.","talent_readthrough":"Balchem Corporation appoints Erin L. Gilson as Vice President and Chief Accounting Officer in Montvale, NJ, following the retirement of William A. Backus.","company":"Balchem Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/9326/000114036126006184/ef20065786_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:36:41"},{"signal_id":"956893d14bd3692a29dd4dea2c3c5ea0","headline":"AMERICAN ELECTRIC POWER CO INC 8-K filing (Item 5.02): officer or director change","summary":"Henry P. Linginfelter, a member of the Board of Directors of American Electric Power Company, Inc., notified the Board that he would not stand for re-election at the Company's 2026 Annual Meeting of Shareholders.","talent_readthrough":"Henry P. Linginfelter will not seek re-election to the board of American Electric Power Company, Inc. in 2026, marking a planned leadership transition.","company":"American Electric Power Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-13","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/4904/000000490426000015/aep-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:36:54"},{"signal_id":"b46cd0fd9377719e637ee77ec16db1a8","headline":"Alternus Clean Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"David Farrell, the Chief Commercial Officer of Alternus Clean Energy, Inc., resigned effective February 13, 2026, stating his decision was not based on any disagreement with the company.","talent_readthrough":"Alternus Clean Energy's Chief Commercial Officer has resigned; watch for a new executive appointment in the energy sector.","company":"Alternus Clean Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1883984/000143774926004881/alce20260219_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:37:03"},{"signal_id":"8934eae4d67b0f3d77d597353231622a","headline":"EASTMAN KODAK CO 8-K filing (Item 5.02): officer or director change","summary":"The Compensation, Nominating and Governance Committee of the Board of Directors of Eastman Kodak Company approved revisions to the vesting terms of Terry R. Taber’s existing restricted stock units.","talent_readthrough":"Terry R. Taber's RSU vesting terms at Eastman Kodak in Rochester have been revised, affecting executive compensation.","company":"Eastman Kodak Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31235/000119312526059417/kodk-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:37:21"},{"signal_id":"5e465b1ebf2679b897adc7a667024a42","headline":"AXIS CAPITAL HOLDINGS LTD 8-K filing: officer or director change","summary":"Thomas Ramey notified the Board of Directors of AXIS Capital Holdings Limited of his decision to retire from the Board, effective February 20, 2026.","talent_readthrough":"Thomas Ramey retires from the board of AXIS Capital Holdings Limited, a financial services firm based in Bermuda.","company":"AXIS Capital Holdings Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1214816/000121481626000093/axs-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:37:35"},{"signal_id":"e54bb4f527fc7f8a853bc1359584b3ac","headline":"Columbia Financial, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Paul Van Ostenbridge notified the Board of Directors of Columbia Financial, Inc. of his intention to retire from the Boards of Directors of the Company and its wholly-owned bank subsidiary, Columbia Bank, effective upon the expiration of his current term at the Company’s 2026 annual meeting of shareholders.","talent_readthrough":"A board member at Columbia Financial plans to retire in 2026; the filing does not name a successor.","company":"Columbia Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-09","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1723596/000172359626000006/clbk-20260209.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:37:45"},{"signal_id":"0403c1477d545bc54a2bf3326aa2052e","headline":"MGP INGREDIENTS INC 8-K filing (Item 5.02): officer or director change","summary":"MGP Ingredients, Inc. announced a reorganization of certain leadership positions, resulting in the departure of Erika Lapish, Chief Human Resources Officer, and Amel Pasagic, Chief Commercial Officer, effective February 20, 2026.","talent_readthrough":"MGP Ingredients reorganizes leadership in Atchison, Kansas, with the departure of its Chief Human Resources Officer and Chief Commercial Officer. The filing does not disclose hiring plans.","company":"MGP Ingredients, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["hr_people","sales"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/835011/000083501126000006/mgpi-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:38:11"},{"signal_id":"8ce17f952b592116e605b9992f7a6c02","headline":"Meritage Homes CORP 8-K filing (Item 5.02): officer or director change","summary":"Dennis V. Arriola, a member of Meritage Homes Corporation's Board of Directors, notified the Company that he would step down from his position effective March 31, 2026.","talent_readthrough":"A board member at Meritage Homes Corporation in Scottsdale, Arizona, is stepping down, reducing the board size from 12 to 11 directors.","company":"Meritage Homes Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/833079/000083307926000016/mth-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:38:24"},{"signal_id":"f9d35d95b717075aba0371586652b627","headline":"Dine Brands Global, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Amanda Clark and Enrique R. Silva were elected to the Board of Directors of Dine Brands Global, Inc. as of February 1, 2026, with Ms. Clark and Mr. Silva appointed to serve as members of the Audit Committee effective February 19, 2026.","talent_readthrough":"Dine Brands Global appoints two new members to its Board of Directors and Audit Committee, signaling leadership changes in the hospitality sector.","company":"Dine Brands Global, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/49754/000119312526061624/d29687d8ka.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:38:38"},{"signal_id":"eadc2bec0ef4b249e7e11fdbc8b4c605","headline":"Dean Kamen Steps Down from BETA Technologies Board","summary":"Dean Kamen has voluntarily stepped down from the Board of Directors of BETA Technologies, Inc., effective February 18, 2026.","talent_readthrough":"Dean Kamen leaves the board of BETA Technologies in Vermont. Watch for changes in aerospace and defence leadership roles.","company":"BETA Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VT","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784570/000162828026009466/bta-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:39:00"},{"signal_id":"bddb371765adcc4c0f607d95ed082f87","headline":"Annexon, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Thomas G. Wiggans, Chairman of the Board of Directors of Annexon, Inc., notified the company of his intent to retire and not stand for reelection at the 2026 annual meeting of stockholders.","talent_readthrough":"Annexon's Chairman Thomas G. Wiggans will retire and not seek reelection at the 2026 annual meeting, marking a planned leadership transition in the biotech sector.","company":"Annexon, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-12","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528115/000119312526054695/d21497d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:39:27"},{"signal_id":"6900343a9884f50bc7d9d464f2813e46","headline":"WESCO INTERNATIONAL INC 8-K filing (Item 5.02): officer or director change","summary":"David S. Schulz continued as the Company’s Executive Vice President and Chief Financial Officer through February 16, 2026, with Indraneel 'Neel' Dev becoming Executive Vice President and Chief Financial Officer on that date. Mr. Schulz will continue at the Company as Executive Vice President and special advisor to the CEO until his retirement effective May 31, 2026.","talent_readthrough":"WESCO International's CFO transition in Pittsburgh is a planned succession, with no immediate hiring or displacement disclosed.","company":"WESCO International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/929008/000092900826000010/wcc-20260216.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:39:36"},{"signal_id":"ac3553c12ccc64b145129cb96d60886c","headline":"MarketAxess Holdings Inc. Announces Leadership Change","summary":"MarketAxess Holdings Inc. has identified a new Chief Technology Officer and announced the departure of Naineshkumar Panchal as Chief Information Officer effective April 1, 2026.","talent_readthrough":"MarketAxess Holdings Inc. is undergoing a leadership change with the appointment of a new Chief Technology Officer and the departure of its Chief Information Officer in New York.","company":"MarketAxess Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1278021/000119312526055003/mktx-20260216.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:39:59"},{"signal_id":"8e99077a661f947993d1db44b75a1ae3","headline":"CVB Financial Corp. 8-K filing (Item 5.02): officer or director change","summary":"Kimberly Sheehy notified CVB Financial Corp. and its subsidiary, Citizens Business Bank, of her decision not to stand for reelection at the upcoming annual shareholder meeting, with no disagreements cited.","talent_readthrough":"Kimberly Sheehy steps down from CVB Financial Corp. and Citizens Business Bank board in Ontario, California, with no stated impact on operations.","company":"CVB Financial Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354647/000119312526057597/cvbf-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:40:08"},{"signal_id":"6de4ffda339407669f625737c6a0620b","headline":"NOV Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ben A. Guill resigned as a director of NOV Inc. effective February 19, 2026, due to personal schedule and other time commitments, with no dispute or disagreement with the company.","talent_readthrough":"A director at NOV Inc. in Houston has resigned, marking a change in the company's executive leadership.","company":"NOV Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1021860/000119312526060618/nov-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:40:34"},{"signal_id":"1c012ec4a0c4d4c28584b13d2b7c473a","headline":"NewMarket Corporation Appoints Susan M. Ridlehoover as Principal Accounting Officer","summary":"NewMarket Corporation appointed Susan M. Ridlehoover as Principal Accounting Officer, effective immediately, bringing over 20 years of accounting and finance experience.","talent_readthrough":"Susan M. Ridlehoover joins NewMarket Corporation in Richmond as Principal Accounting Officer, bringing extensive finance experience.","company":"NewMarket Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["finance"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1282637/000119312526057420/d22589d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:40:45"},{"signal_id":"de42de314bedf036305ab92891723669","headline":"Lucky Strike Entertainment Corp 8-K filing (Item 5.02): officer or director change","summary":"Lev Ekster resigned as President of Lucky Strike Entertainment Corporation, with Thomas Shannon appointed to replace him, and Ekster to receive a severance payment of $275,000.","talent_readthrough":"Lucky Strike Entertainment's president resigns; the CEO adds the title in a leadership change in Virginia.","company":"Lucky Strike Entertainment Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840572/000162828026009493/bowl-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:40:53"},{"signal_id":"898a7d47931da6334b0e0d223377b74f","headline":"SHARING ECONOMY INTERNATIONAL INC. 8-K filing (Item 5.02): officer or director change","summary":"Chan Pak Hei Jefferson resigned from his positions as the Chief Executive Officer, Chief Financial Officer, Secretary and Director of Sharing Economy International Inc., and Shanna Wu was appointed to serve in those roles.","talent_readthrough":"Sharing Economy International Inc. in Tuen Mun sees a leadership change with Shanna Wu taking over executive roles from Jefferson Chan.","company":"Sharing Economy International Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"HK","hq_city":null,"hq_country":"HK","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/819926/000121390026017648/ea0277209-8k_sharing.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:41:04"},{"signal_id":"b3e0419d8bfbfcf0f3a2478c426e7d1c","headline":"Quarta-Rad, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Quarta-Rad, Inc. appointed Dmitry Choulindin to serve as a member of the Board, effective immediately.","talent_readthrough":"Quarta-Rad adds a board member in Wilmington, with no immediate change to executive roles.","company":"Quarta-Rad, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1549631/000149315226007458/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:41:12"},{"signal_id":"0670c069d8cab80e7ad7bdf4ac599da2","headline":"Kraft Heinz Co 8-K filing (Item 5.02): officer or director change","summary":"Pedro Navio, Executive Vice President and President, North America, will step down from his role at The Kraft Heinz Company effective February 22, 2026, to pursue other opportunities.","talent_readthrough":"A senior executive departure at Kraft Heinz in Pennsylvania; candidates in executive roles should monitor for potential openings.","company":"The Kraft Heinz Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1637459/000163745926000013/khc-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:41:34"},{"signal_id":"9cc488d68bd400fcb3979a9149e74b67","headline":"ICU Medical, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ICU Medical, Inc. has amended its Executive Severance Plan to extend the expiration date by three years to December 31, 2028.","talent_readthrough":"ICU Medical extends executive severance terms in California, affecting top leadership roles.","company":"ICU Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883984/000088398426000010/icui-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:41:45"},{"signal_id":"05b26f0fd64361bf82b4cd01e900a296","headline":"GRAHAM CORP 8-K filing (Item 5.02): officer or director change","summary":"Alan Smith, Vice President and General Manager of Graham Manufacturing, announced his retirement effective April 1, 2026.","talent_readthrough":"Graham Corporation's VP and General Manager retires in Batavia; the filing does not name a successor.","company":"Graham Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/716314/000119312526053140/d55432d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:41:53"},{"signal_id":"18c511f76e1ec3697ac4902fc04042b0","headline":"Ventas, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Gregory R. Liebbe, Senior Vice President, Chief Accounting Officer and Controller of Ventas, Inc., has resigned to pursue other opportunities, with his last day being February 27, 2026.","talent_readthrough":"Ventas's Chief Accounting Officer is leaving the Chicago-based real estate firm; the departure is part of a planned transition with no stated impact on hiring.","company":"Ventas, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/740260/000110465926018206/tm266934d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:41:59"},{"signal_id":"6475048710bc9fd5e770678ccb75108c","headline":"Viper Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Will Krueger was promoted to Vice President, General Counsel and Secretary of Viper Energy, Inc., effective February 18, 2026.","talent_readthrough":"Will Krueger's promotion to Vice President, General Counsel and Secretary at Viper Energy, Inc. affects executive roles in Midland, Texas.","company":"Viper Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2074176/000110465926017566/tm266596d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:42:11"},{"signal_id":"f0bff5f40125bd43d09a8952cebaab14","headline":"Velo3D, Inc. 8-K filing: officer or director change","summary":"Velo3D, Inc. announced updated compensation for Arun Jeldi, the company's Chief Executive Officer, including an annual base salary of $650,000, an annual incentive bonus up to 100% of base salary, and an annual stock option grant.","talent_readthrough":"Velo3D's CEO in Fremont sees a compensation update, including a base salary increase and performance-based bonuses.","company":"Velo3D, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825079/000149315226007601/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:42:26"},{"signal_id":"4b21192d9503b48ee9db71ef6dc58f9c","headline":"VirTra, Inc 8-K filing (Item 5.02): officer or director change","summary":"Jeffrey D. Brown resigned as a director of VirTra, Inc, citing personal reasons, and Grant Barber was elected to fill the vacancy.","talent_readthrough":"VirTra's board sees a change with Jeffrey D. Brown resigning and Grant Barber stepping in, affecting executive leadership.","company":"VirTra, Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1085243/000149315226006967/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:43:05"},{"signal_id":"e65da268c566e5f724e8deb0611ef542","headline":"Reborn Coffee, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Andy Nasim, Alex Guo, and Mi Young Jeong resigned from the Board of Directors of Reborn Coffee, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"Reborn Coffee sees leadership changes with three board members resigning; watch for new appointments in executive roles.","company":"Reborn Coffee, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1707910/000121390026017327/ea0276598-8k_reborn.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:43:24"},{"signal_id":"1337a80940544d054cb7dbdd36641de9","headline":"KIRBY CORP 8-K filing (Item 5.02): officer or director change","summary":"Kirby Corporation expanded its Board of Directors from nine to ten members and elected Tracy A. Embree as a new independent director.","talent_readthrough":"Kirby Corporation adds a new independent director to its board in Houston, with no immediate change to executive roles.","company":"Kirby Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/56047/000119312526060772/kex-20260216.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:43:32"},{"signal_id":"2574c7867cfdeb4b304320fab5f8922f","headline":"EXXON MOBIL CORP 8-K filing (Item 5.02): officer or director change","summary":"Mr. Jeffrey W. Ubben announced his intention not to stand for re-election to the board at the annual meeting of shareholders on May 27, 2026, for reasons unrelated to the company.","talent_readthrough":"Exxon Mobil's board will see a change as Jeffrey W. Ubben steps down at the next annual meeting, with no immediate impact on executive roles.","company":"Exxon Mobil Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-27","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34088/000003408826000047/xom-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:43:40"},{"signal_id":"2910d509c38624f4a85d965ac0de95e2","headline":"Match Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pamela S. Seymon resigned from the Board of Match Group, Inc., and Sharmistha Dubey decided not to stand for re-election, with both decisions not resulting from any disagreement with the company.","talent_readthrough":"Two board members at Match Group in Dallas will not continue their roles after the 2026 annual meeting, with no stated impact on operations or hiring.","company":"Match Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891103/000089110326000022/mtch-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:43:58"},{"signal_id":"1898295afe6683162693bb05ddaef8f0","headline":"Phio Pharmaceuticals Corp. 8-K filing (Item 5.02): officer or director change","summary":"Phio Pharmaceuticals Corp. amended the employment agreement of its President and CEO, Robert J. Bitterman, to include a severance provision.","talent_readthrough":"Phio Pharmaceuticals Corp. has amended the severance terms for its CEO in King of Prussia. The change affects executive roles.","company":"Phio Pharmaceuticals Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1533040/000143774926004542/phio20260216_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:44:11"},{"signal_id":"ed85cf3d57b67ccbf00ba66df8b62518","headline":"FORMFACTOR INC 8-K filing (Item 5.02): officer or director change","summary":"Kevin Brewer, a director of FormFactor, Inc., will not stand for re-election at the Company’s 2026 annual meeting of stockholders, with no disagreement cited.","talent_readthrough":"A director at FormFactor steps down in Livermore; the board succession is now open.","company":"FormFactor, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1039399/000103939926000007/form-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:44:20"},{"signal_id":"4b0e8c7f50438ba1b559b4bede58f0dd","headline":"LiveRamp Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kristi Argyilan was appointed to the Board of Directors of LiveRamp Holdings, Inc., effective immediately, to fill a vacancy.","talent_readthrough":"LiveRamp adds a new director to its board in San Francisco, with no immediate change to executive roles.","company":"LiveRamp Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/733269/000110465926017077/tm266759d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:44:27"},{"signal_id":"a01dcf5893c7a9588888051a04897995","headline":"EXPEDITORS INTERNATIONAL OF WASHINGTON INC 8-K filing (Item 5.02): officer or director change","summary":"Expeditors International of Washington, Inc. entered into an employment agreement with Roberto A. Martinez, President, Global Products, effective June 1, 2025, detailing his compensation and severance benefits.","talent_readthrough":"Roberto A. Martinez joins as President, Global Products in Bellevue under a new employment agreement with Expeditors International.","company":"Expeditors International of Washington, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/746515/000119312526059724/expd-20250523.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:44:38"},{"signal_id":"14b33aaa7674812f0b6f1b0f000dc95c","headline":"ManpowerGroup Inc. 8-K filing (Item 5.02): officer or director change","summary":"ManpowerGroup Inc. entered into new letter agreements with Jonas Prising, Becky Frankiewicz, John ('Jack') McGinnis, and Michelle S. Nettles, providing for severance and other post-employment benefits, replacing previous agreements.","talent_readthrough":"Executives at ManpowerGroup Inc. have new severance agreements; watch for leadership changes in professional services.","company":"ManpowerGroup Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/871763/000119312526059576/d91686d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:44:49"},{"signal_id":"1d0c80d2df16d6a9086022fbdddcf6e9","headline":"Stran & Company, Inc. 8-K filing: officer or director change","summary":"Stran & Company, Inc. announced cash bonuses and restricted stock grants to its CFO, CIO, and CEO as approved by the Compensation Committee.","talent_readthrough":"Executives at Stran & Company in Quincy receive cash bonuses and restricted stock grants.","company":"Stran & Company, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1872525/000121390026018871/ea0277803-8k_stran.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:45:01"},{"signal_id":"e8268004af26a07b154a00e147b884d1","headline":"SOUTHERN CO  (SO, SOJC, SOJD, SOJE, SOJF, SOMN) 8-K filing (Item 5.02): officer or director change","summary":"The Southern Company filed an 8-K/A form with the SEC reporting a change in officer or director.","talent_readthrough":"The Southern Company reports a leadership change in Atlanta, affecting executive roles.","company":"The Southern Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92122/000009212226000002/so-20250721.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:45:09"},{"signal_id":"c64c68cf627a85bcf340e45b026e0619","headline":"Hanover Bancorp, Inc. /MD 8-K filing (Item 5.02): officer or director change","summary":"Hanover Bancorp, Inc. announced the departure of McClelland 'Mac' Wilcox, President of the Company and its wholly-owned bank subsidiary, Hanover Community Bank, as part of a management restructuring initiative.","talent_readthrough":"Hanover Bancorp's president departs in a management restructuring; executive roles in Mineola are affected.","company":"Hanover Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828588/000110465926017591/hnvr-20260212x8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:45:29"},{"signal_id":"ebcff1009002e2161d64957475b2be08","headline":"Sprouts Farmers Market, Inc. 8-K filing (Item 5.02): officer or director change","summary":"J. Scott Neal, Chief Merchandising Officer of Sprouts Farmers Market, Inc., announced his retirement, and Don Clark was appointed as the new Chief Merchandising Officer.","talent_readthrough":"Sprouts Farmers Market's Chief Merchandising Officer retires; a successor is named in Phoenix.","company":"Sprouts Farmers Market, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575515/000157551526000007/sfm-20260216.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:45:37"},{"signal_id":"dc31d3e8ec54884034bb987e153c2cc6","headline":"ROYAL CARIBBEAN CRUISES LTD 8-K filing (Item 5.02): officer or director change","summary":"Royal Caribbean Cruises Ltd. appointed Christopher Wiernicki as a director. Wiernicki, a recognized expert in the marine sector, will receive compensation consistent with other non-management directors.","talent_readthrough":"Royal Caribbean adds a maritime expert to its board in Miami, with no immediate change to executive roles.","company":"Royal Caribbean Cruises Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/884887/000110465926015899/tm265975d5_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:45:46"},{"signal_id":"793a9427898f9928b94c6b9f6fb3afdb","headline":"Aramark 8-K filing (Item 5.02): officer or director change","summary":"Aramark's Compensation and Human Resources Committee approved a special grant of Restricted Stock Units (RSUs) worth $3,000,000 to Marc Bruno, the company's Chief Operating Officer, U.S. Food and Facilities.","talent_readthrough":"Marc Bruno, Aramark's Chief Operating Officer, U.S. Food and Facilities, receives a $3M equity grant in Philadelphia.","company":"Aramark","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584509/000158450926000043/cik0-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:46:14"},{"signal_id":"b665383b28ec39dfb20b49de3d0fca51","headline":"Skillz Inc. 8-K filing (Item 5.02): officer or director change","summary":"Shannon Demus was appointed to the Board of Directors of Skillz Inc., effective immediately.","talent_readthrough":"Skillz Inc. adds a new board member with a background in finance and gaming, signaling no immediate change in hiring or operations.","company":"Skillz Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801661/000180166126000009/sklz-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:46:22"},{"signal_id":"8b34bea4c5467bafd0f52a43d28ecb12","headline":"ERIE INDEMNITY CO 8-K filing (Item 5.02): officer or director change","summary":"Erie Indemnity Company announced the retirement of its President and CEO, Timothy G. NeCastro, effective December 31, 2026, and the initiation of a search for his successor.","talent_readthrough":"Erie Indemnity Company's CEO is retiring; the board is searching for a successor in Erie.","company":"Erie Indemnity Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/922621/000162828026010105/erie-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:46:37"},{"signal_id":"ae29b2ff84b695dd3cc089783651ab63","headline":"INSMED Inc 8-K filing (Item 5.02): officer or director change","summary":"INSMED Incorporated reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"INSMED's leadership change in Bridgewater affects executive roles; the filing does not disclose hiring or displacement plans.","company":"INSMED INCORPORATED","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1104506/000114036126006116/ef20066055_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:47:04"},{"signal_id":"a84b4374264c79da067555b1baf711a4","headline":"HECLA MINING CO/DE/  (HL, HL-PB) 8-K filing (Item 5.02): officer or director change","summary":"Stephen F. Ralbovsky has retired from the Board of Directors of Hecla Mining Company effective February 19, 2026, after serving since 2016.","talent_readthrough":"Hecla Mining's board loses an executive member in Idaho; no immediate hiring or displacement is announced.","company":"Hecla Mining Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ID","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719413/000143774926004900/hl20260219_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:47:12"},{"signal_id":"e440f3e776f215095887124ea2f0d8b9","headline":"JFB Construction Holdings 8-K filing (Item 5.02): officer or director change","summary":"Bjarne Borg resigned from his position as a member of the Board of Directors of JFB Construction Holdings, and Stefan Passantino was appointed to serve as a member of the Board.","talent_readthrough":"A board member resigns and another is appointed at JFB Construction Holdings in Lantana, FL, with no stated impact on hiring or roles.","company":"JFB Construction Holdings","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024306/000149315226006871/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:47:21"},{"signal_id":"4c069c74bd720af79b4c081f35841e34","headline":"Quad/Graphics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Quad/Graphics, Inc. appointed Dave Honan as President, in addition to his current role as Chief Operating Officer, while Joel Quadracci continues as Chairman and CEO.","talent_readthrough":"Quad/Graphics promotes Dave Honan to President in Wisconsin, adding to his COO role, with Joel Quadracci remaining Chairman and CEO.","company":"Quad/Graphics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1481792/000148179226000038/quad-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:47:32"},{"signal_id":"04c6b7055a12b113929b8ce7ee12cf46","headline":"BRUKER CORP  (BRKR, BRKRP) 8-K filing (Item 5.02): officer or director change","summary":"Dr. Cynthia M. Friend informed the Board of Directors of Bruker Corporation of her decision not to stand for re-election as a Class II director when her current term expires at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Bruker Corporation's board will see a change with Dr. Cynthia M. Friend not seeking re-election in 2026. The announcement does not indicate any immediate impact on hiring or roles.","company":"Bruker Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109354/000119312526061500/brkr-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:47:46"},{"signal_id":"a8845ad40ab9157a2d63d4091a0c5494","headline":"Redwire Corp 8-K filing (Item 5.02): officer or director change","summary":"Raphael (“Ray”) Thomas Wallander resigned from the Board of Directors of Redwire Corporation effective February 11, 2026, with no disagreement cited.","talent_readthrough":"Redwire Corporation sees a board member departure in Jacksonville, Florida, with no immediate impact on executive roles disclosed.","company":"Redwire Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819810/000181981026000014/rdw-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:47:57"},{"signal_id":"ae4071b9ce56501e7e805c3e3fb58a33","headline":"AUTOLIV INC 8-K filing (Item 5.02): officer or director change","summary":"Mr. Martin Lundstedt and Mr. Franz-Josef Kortüm will not stand for re-election to the Board of Autoliv, Inc., with their terms ending at the 2026 Annual Stockholders Meeting.","talent_readthrough":"Autoliv's board will see two departures at the 2026 Annual Meeting in Stockholm, with no immediate replacement announced.","company":"Autoliv, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Stockholm","region":"Europe","country":"SE","hq_city":"Stockholm","hq_country":"SE","state":null,"functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-19","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1034670/000119312526060246/alv-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:48:06"},{"signal_id":"b0010112512cc92a602a09f8b7fd9fe6","headline":"BWX Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"BWX Technologies, Inc. announced the appointment of Daniel L. Jablonsky to its Board of Directors, increasing the board size from nine to ten members.","talent_readthrough":"BWX Technologies adds a new director to its board in Lynchburg, Virginia, with no immediate change to executive roles.","company":"BWX Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1486957/000110465926017868/tm266839d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:48:14"},{"signal_id":"3d92398795c533d1b26d5666dcd6e2ec","headline":"DOMINOS PIZZA INC 8-K filing (Item 5.02): officer or director change","summary":"James A. Goldman announced his retirement from Domino’s Pizza, Inc.'s Board of Directors after more than 15 years of service, effective after the 2026 Annual Meeting of Shareholders.","talent_readthrough":"James A. Goldman retires from Domino’s Pizza's board, marking a leadership change in the executive function.","company":"Domino’s Pizza, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1286681/000119312526061314/d72847d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:48:25"},{"signal_id":"8ffe9773aa0c868b632cced315ad98de","headline":"WASHINGTON TRUST BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation & Human Resources Committee of Washington Trust Bancorp, Inc. approved the Divisional Growth Incentive Plan for certain executives to incentivize achieving specific goals.","talent_readthrough":"Executives at Washington Trust in Westerly gain a new incentive plan tied to loan growth and strategic goals.","company":"Washington Trust Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"RI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/737468/000073746826000031/wash-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:48:43"},{"signal_id":"2b2b9b697a1c02ee8ef86a758af2153c","headline":"DeFi Development Corp. 8-K filing (Item 5.02): officer or director change","summary":"DeFi Development Corp. approved the grant of options and restricted stock units to directors and certain executive officers under its 2023 Equity Incentive Plan to align compensation with current market practices.","talent_readthrough":"Executive compensation at DeFi Development Corp. in Boca Raton shifts with new equity grants under its 2023 plan.","company":"DeFi Development Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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(PDYN, PDYNW) 8-K filing (Item 5.02): officer or director change","summary":"Palladyne AI Corp. announced the appointment of Mr. Matthew Muta as President, Commercial and Industrial, and his resignation from the board of directors, effective March 2, 2026.","talent_readthrough":"Palladyne AI appoints a new President in Salt Lake City; the executive transition does not indicate hiring or displacement.","company":"Palladyne AI Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826681/000119312526056033/pdyn-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:49:39"},{"signal_id":"179dc1a704f033f23eb84587b2c06c77","headline":"Lamb Weston Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lamb Weston Holdings, Inc. announced that James D. Gray will succeed Bernadette M. Madarieta as Chief Financial Officer, effective April 2, 2026, and entered into a transition and separation agreement with Ms. Madarieta.","talent_readthrough":"Lamb Weston's CFO transition affects executive roles in Idaho, with James D. Gray taking over from Bernadette M. 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the filing does not indicate changes to executive roles or hiring plans.","company":"Southside Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/705432/000070543226000029/sbsi-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:52:55"},{"signal_id":"858be847907c6507a2e8359082e73262","headline":"Applied Optoelectronics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Applied Optoelectronics, Inc. has amended the employment agreements of its CFO and Chief Strategy Officer, Senior Vice President and North America General Manager, Senior Vice President and Asia General Manager, and Senior Vice President, Chief Legal Officer, Chief Compliance Officer and Corporate Secretary to provide for enhanced severance payments and benefits.","talent_readthrough":"Executives at Applied Optoelectronics in Sugar Land, Texas, have secured enhanced severance terms.","company":"Applied Optoelectronics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158114/000168316826001184/aaoi_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 10:53:04"},{"signal_id":"ffad40cac64fd1870464589bdb5ba66a","headline":"EQUINIX INC 8-K filing (Item 5.02): officer or director change","summary":"EQUINIX, INC. has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"EQUINIX has announced a leadership change in its executive team in Redwood City, California.","company":"EQUINIX, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1101239/000110123926000039/eqix-20260216.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:53:11"},{"signal_id":"7695d3ba090c25c4ae79e1b86d576e83","headline":"ONE Gas, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ONE Gas, Inc. announced the promotion of Curtis L. Dinan to president and chief operating officer, with Robert S. 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Hudson notified American Coastal Insurance Corporation that he will not seek re-election to the Board of Directors, with Deirdre A. Brown, CPA, nominated to fill the vacancy.","talent_readthrough":"American Coastal Insurance Corporation in St. Petersburg sees a board change with Sherrill W. Hudson not seeking re-election and Deirdre A. 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Cantrell and Mathew Newfield as new directors to the board, increasing its size from five to seven members, and established a Compensation Committee.","talent_readthrough":"Independence Power Holdings adds two executives to its board in Dallas, with no disclosed impact on other roles.","company":"Independence Power Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2025878/000147793226000951/itxp_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:56:26"},{"signal_id":"03a1f745c5cb4439d4a3529ffe4aa6a4","headline":"Skye Bioscience, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kaitlyn Arsenault will step down from her position as Chief Financial Officer of Skye Bioscience, Inc., effective February 20, 2026, to pursue new professional opportunities and will receive a cash severance payment of $450,000.","talent_readthrough":"Skye Bioscience's CFO departs with a severance package; 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Kratovil resigned from the Board of Directors of MDWerks, Inc. due to health-related reasons, and Roy Milner was appointed as an independent director.","talent_readthrough":"A board member retires and is replaced at MDWerks in Florida, with no stated impact on hiring or operations.","company":"MDWerks, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295514/000149315226006970/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:57:29"},{"signal_id":"d162591400c510db3c2e3384b8d110a4","headline":"Solaris Energy Infrastructure, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Solaris Energy Infrastructure, Inc. appointed Stephan E. Tompsett as Chief Financial Officer and principal financial officer, effective February 12, 2026.","talent_readthrough":"Solaris Energy Infrastructure appoints a new CFO in Houston, signaling a leadership change in its executive team.","company":"Solaris Energy Infrastructure, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1697500/000119312526054550/d66847d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 10:57:38"},{"signal_id":"622a287c76c1e508b7712396273f8d01","headline":"Aveanna Healthcare Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Aveanna Healthcare Holdings, Inc. reported changes in employment agreements for its President and CEO, CFO, and Chief Legal Officer, effective February 17, 2026.","talent_readthrough":"Aveanna Healthcare's top executives have new employment agreements. The announcement does not disclose any changes in hiring plans.","company":"Aveanna Healthcare Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832332/000119312526061523/avah-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:58:09"},{"signal_id":"05ab951e163f18682a7bbfa2564696cf","headline":"Werner Enterprises Inc 8-K filing (Item 5.02): officer or director change","summary":"Werner Enterprises, Inc. announced changes in compensatory arrangements for its named executive officers, including base salaries, restricted stock awards, and performance stock awards.","talent_readthrough":"Executive compensation shifts at Werner Enterprises in Omaha, affecting top leadership roles with changes in base salaries and stock awards.","company":"Werner Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/793074/000079307426000049/wern-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:58:26"},{"signal_id":"fcc8c40d4339f162789d37ae6ae69534","headline":"Sintx Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eric Olson will cease serving as President of SINTX Technologies, Inc. and will continue as Chairman of the Board and CEO, while Ryan Elmore is appointed as President effective March 16, 2026.","talent_readthrough":"SINTX Technologies appoints a new President in Salt Lake City, signaling a leadership transition in its executive team.","company":"SINTX Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1269026/000149315226007271/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 10:58:35"},{"signal_id":"4d282bee88d71f5b849bac4dfc8c6559","headline":"Cingulate Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cingulate Inc. reported a change in its officers or directors in its 8-K filing, indicating a leadership change within the company.","talent_readthrough":"Cingulate Inc. has undergone a leadership change in Kansas City; 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Wiemann, the former Interim President and CEO, effective February 1, 2026.","talent_readthrough":"Daktronics' former interim CEO in Brookings, SD, has left; the company has not disclosed hiring plans for the role.","company":"Daktronics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SD","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/915779/000162828026010251/dakt-20260216.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:59:47"},{"signal_id":"e4c9d112e3fa60227a61488da5459471","headline":"Summit Networks Inc. 8-K filing (Item 5.02): officer or director change","summary":"Summit Networks Inc. reports the resignation of two directors and the appointment of three new independent directors as part of a corporate governance improvement initiative.","talent_readthrough":"Summit Networks Inc. in Richmond, Canada, restructures its board with three new independent directors, signaling a governance shift but disclosing no immediate hiring or displacement.","company":"Summit Networks Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1619096/000109181826000016/sntw022026_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 10:59:56"},{"signal_id":"96b45928241dca0d96bb32adbd1264fc","headline":"Advantage Solutions Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cameron Breitner resigned from the board of directors of Advantage Solutions Inc., and Thomas Turner was appointed to fill the vacancy.","talent_readthrough":"Advantage Solutions Inc. sees a change in its board of directors with Cameron Breitner's resignation and Thomas Turner's appointment.","company":"Advantage Solutions Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1776661/000119312526061543/adv-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 11:00:09"},{"signal_id":"0ea7bda07809280b2b6f650a03a4fcca","headline":"SYNOPSYS INC 8-K filing (Item 5.02): officer or director change","summary":"Synopsys, Inc. appointed Peter A. 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the filing does not disclose hiring or displacement plans.","company":"Wheeler Real Estate Investment Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1527541/000152754126000034/whlr-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 11:02:22"},{"signal_id":"fdd833e95d8dc447c3c0250b925547b0","headline":"MSP Recovery, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MSP Recovery, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"MSP Recovery has a leadership change in Miami; the filing does not disclose hiring plans.","company":"MSP Recovery, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1802450/000119312526061332/mspr-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 11:02:39"},{"signal_id":"b2926e06e7c2e3be95710c8c8cb5aec0","headline":"Sana Biotechnology, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sana Biotechnology, Inc. announced the appointment of Brian Piper as Executive Vice President, Chief Financial Officer, and Treasurer, effective February 17, 2026.","talent_readthrough":"Sana Biotechnology appoints a new CFO in Seattle, marking a leadership change in its executive team.","company":"Sana Biotechnology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Seattle","region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770121/000119312526053294/sana-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:02:54"},{"signal_id":"589fc361d016f26dad183e9c1ab657b8","headline":"NICOLET BANKSHARES INC 8-K filing (Item 5.02): officer or director change","summary":"Nicolet Bankshares, Inc. completed its merger with MidWest One Financial Group, Inc., with Nicolet surviving the merger and MidWest One Bank merging into Nicolet National Bank.","talent_readthrough":"Executive roles at Nicolet Bankshares in Green Bay are affected by the merger with MidWest One Financial Group, with no immediate changes to headcount disclosed.","company":"NICOLET BANKSHARES, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1174850/000117485026000072/nic-20260213.htm","source_name":"SEC EDGAR","published_date":"2026-02-20","captured_at":"2026-07-28 11:03:05"},{"signal_id":"eacd9bbc4906acb9290f0b2083c122fe","headline":"urban-gro, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Anita Britt resigned from her position as a member of the board of directors of urban-gro, Inc., effective February 17, 2026, without any disclosed dispute or disagreement with the company.","talent_readthrough":"Anita Britt steps down from urban-gro's board in Colorado; the filing does not name a successor.","company":"urban-gro, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1706524/000121390026018473/ea0277715-8k_urban.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 11:03:13"},{"signal_id":"55365bf80e9049460e33b536aaa36118","headline":"Sotherly Hotels Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sotherly Hotels Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Sotherly Hotels Inc. has a change in executive leadership in Memphis. The filing does not disclose any hiring or displacement plans.","company":"Sotherly Hotels Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1301236/000119312526056144/d107217d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 11:03:21"},{"signal_id":"5d9b191ddae53ebdab4e41cd45ee449a","headline":"ADVANCED MICRO DEVICES INC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation and Leadership Resources Committee of Advanced Micro Devices, Inc. approved annual cash performance bonuses for several executive officers for Fiscal 2025.","talent_readthrough":"Executive officers at Advanced Micro Devices in Santa Clara received annual cash performance bonuses for Fiscal 2025.","company":"Advanced Micro Devices, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2488/000000248826000029/amd-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:03:28"},{"signal_id":"6b91c239c46aed72563797ba3e542964","headline":"AKAMAI TECHNOLOGIES INC 8-K filing (Item 5.02): officer or director change","summary":"Akamai Technologies, Inc. has adopted bonus and equity compensation programs for 2026 for its principal executive officer, principal financial officer, and other named executive officers.","talent_readthrough":"Akamai's top executives in Cambridge receive updated bonus and equity compensation for 2026, signaling a shift in their rewards structure.","company":"Akamai Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1086222/000108622226000004/akam-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:03:47"},{"signal_id":"4bb83569ab848b0d94a28f788787da91","headline":"Coeur Mining, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Coeur Mining, Inc. reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"An executive leadership change at Coeur Mining in Chicago; the filing does not disclose hiring or displacement plans.","company":"Coeur Mining, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/215466/000114036126006019/ef20065606_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 11:03:54"},{"signal_id":"f06417327ca10b954315543c3f27fd60","headline":"AtaiBeckley Inc. 8-K filing (Item 5.02): officer or director change","summary":"AtaiBeckley Inc. appointed Michael Faerm as Chief Financial Officer, effective upon his commencement of employment with ATAI Life Sciences US, Inc., expected on March 9, 2026. Anne Johnson will transition to Chief Accounting Officer.","talent_readthrough":"AtaiBeckley Inc. appoints a new CFO in New York, transitioning the former CFO to a chief accounting role.","company":"AtaiBeckley Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2081043/000114036126006118/ef20066047_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 11:04:10"},{"signal_id":"c500f6fd1d88cb34edb965034febe44c","headline":"AirJoule Technologies Corp.  (AIRJ, AIRJW) 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of AirJoule Technologies Corporation approved grants of performance-based restricted stock unit awards to executives under the company's 2024 Incentive Award Plan.","talent_readthrough":"Executives at AirJoule Technologies in Ronan, Montana, received performance-based stock awards; the filing does not indicate changes to the executive team's composition.","company":"AirJoule Technologies Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1855474/000119312526055119/airj-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:04:18"},{"signal_id":"9e52ef0af8594d8aeac7dba9a5367a70","headline":"Bowman Consulting Group Ltd. 8-K filing (Item 5.02): officer or director change","summary":"Gary Bowman intends to retire from Bowman Consulting Group Ltd. and resign as a director later in 2026, as announced in an 8-K filing.","talent_readthrough":"Bowman Consulting's executive Gary Bowman will retire and leave the board in Reston, Virginia, marking a planned leadership transition.","company":"Bowman Consulting Group Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1847590/000119312526053182/d805620d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:04:27"},{"signal_id":"8a112b64abd0ca1811fb4a01159ff8bf","headline":"Park Hotels & Resorts Inc. 8-K filing (Item 5.02): officer or director change","summary":"Park Hotels & Resorts Inc. reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Park Hotels & Resorts has a leadership change in Tysons, VA; the announcement does not specify hiring or displacement.","company":"Park Hotels & Resorts Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1617406/000161740626000003/pk-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-19","captured_at":"2026-07-28 11:04:36"},{"signal_id":"2bc80c053042f2cb0abf9ad5362d4291","headline":"NorthWestern Energy Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"NorthWestern Energy Group, Inc. established the 2026 Annual Incentive Plan for officers and other eligible employees, with Brian Bird abstaining from the decision.","talent_readthrough":"NorthWestern Energy introduces a new incentive plan for executives and eligible employees in Sioux Falls, signaling a shift in compensation structure.","company":"NorthWestern Energy Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SD","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1993004/000199300426000010/nwe-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:05:07"},{"signal_id":"f25f34ab9b48f6f4555cb133201ceedb","headline":"Arbor Realty Trust, Inc. 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The announcement does not disclose changes to other roles.","company":"Arbor Realty Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1253986/000125398626000011/abr-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:06:38"},{"signal_id":"110fda08e2dde05f4796a04f18d0f5d0","headline":"Gemini Space Station, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Gemini Space Station, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Gemini Space Station has announced a leadership change in its executive team, as disclosed in the SEC filing.","company":"Gemini Space Station, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NV","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2055592/000205559226000015/gemi-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:06:54"},{"signal_id":"70955768c597b6b58f41973ce4fb53ae","headline":"ARKO Petroleum Corp. 8-K filing (Item 5.02): officer or director change","summary":"ARKO Petroleum Corp. reported a change in its officer or director positions in its 8-K filing with the SEC.","talent_readthrough":"ARKO Petroleum Corp. has announced a change in its executive leadership. The filing does not disclose specific roles affected.","company":"ARKO Petroleum Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2080921/000119312526057347/apc-20260212.htm","source_name":"SEC EDGAR","published_date":"2026-02-18","captured_at":"2026-07-28 11:07:19"},{"signal_id":"5aa2afcd6fc2c0c82a573887861f63e4","headline":"AIxCrypto Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"AIxCrypto Holdings, Inc. has entered into an advisor agreement with Yueting (YT) Jia to serve as Chief Advisor, providing strategic guidance and advisory services.","talent_readthrough":"AIxCrypto Holdings appoints a Chief Advisor in Carlsbad, signaling strategic leadership focus without disclosed hiring changes.","company":"AIxCrypto Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1460702/000149315226007102/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:07:41"},{"signal_id":"c7a2feba326ab2c6e0752c4184c5fef6","headline":"Marriott Vacations Worldwide Corp 8-K filing (Item 5.02): officer or director change","summary":"Marriott Vacations Worldwide Corporation appointed Matthew E. Avril as Chief Executive Officer, effective February 16, 2026.","talent_readthrough":"Marriott Vacations Worldwide appoints a new CEO in Orlando, signaling a leadership change in the hospitality and travel industry.","company":"Marriott Vacations Worldwide Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1524358/000152435826000004/vac-20260216.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:07:58"},{"signal_id":"d744a26d06d6e6d7a6cf460e0581b473","headline":"EKSO BIONICS HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Ekso Bionics Holdings, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Ekso Bionics has announced a change in its executive leadership. The filing does not disclose specific roles affected.","company":"Ekso Bionics Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1549084/000143774926004205/ekso20260216_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:08:26"},{"signal_id":"4743d7e7e43ae9c8cc45c72c0882b1a0","headline":"CBL & ASSOCIATES PROPERTIES INC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of CBL & Associates Properties, Inc. approved amendments to the Executive Employment Agreements with its Named Executive Officers and the 2026 Annual Incentive Compensation Plan.","talent_readthrough":"CBL's executive team in Chattanooga sees changes in compensation arrangements; watch for updates on executive roles.","company":"CBL & ASSOCIATES PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910612/000119312526054978/cbl-20260211.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:08:42"},{"signal_id":"cf5e00bbb4391d58ac0b041dfe844c81","headline":"Churchill Capital Corp X/Cayman  (CCCX, CCCXU, CCCXW) 8-K filing (Item 5.02): officer or director change","summary":"Churchill Capital Corp X has reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Churchill Capital Corp X in New York; the filing does not disclose hiring or displacement plans.","company":"Churchill Capital Corp X","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2007825/000119312526053097/d900344d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-17","captured_at":"2026-07-28 11:08:50"},{"signal_id":"916d7409c1b13704d1f8b7850b72a46a","headline":"Atrium Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Atrium Therapeutics, Inc. reported a change in officer or director in its 8-K filing, following the separation from Avidity Biosciences, Inc.","talent_readthrough":"Atrium Therapeutics undergoes a leadership change in San Diego; watch for executive roles in pharma and biotech.","company":"Atrium Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2093101/000119312526083227/d87849d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:10:01"},{"signal_id":"30a07782afc890660185eaa0d4e20240","headline":"PENTAIR plc 8-K filing (Item 5.02): officer or director change","summary":"Pentair plc reports the appointment of Nicholas J. Brazis as Executive Vice President and Chief Financial Officer effective March 1, 2026, with compensation details to be disclosed later.","talent_readthrough":"Pentair appoints a new CFO in London; the filing does not disclose immediate hiring plans.","company":"Pentair plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"GB","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/77360/000007736026000009/pnr-20251015.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:10:08"},{"signal_id":"fbd94b10ca06c405dfb1066ad69bd4b3","headline":"DAVEY TREE EXPERT CO 8-K filing (Item 5.02): officer or director change","summary":"Charles D. Stapleton notified the Board of Directors of The Davey Tree Expert Company of his intention to retire as a director, with a correction to the effective date of his retirement.","talent_readthrough":"A director at The Davey Tree Expert Company in Kent, Ohio, plans to retire; the announcement does not indicate immediate hiring or displacement.","company":"The Davey Tree Expert Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/277638/000162828026012607/davey-20251205.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:10:17"},{"signal_id":"af347699e17152f8af2d08118ce614fa","headline":"Alpha Cognition Inc. 8-K filing (Item 5.02): officer or director change","summary":"Len Mertz, a member of the board of directors of Alpha Cognition Inc., notified the Board that he does not intend to stand for re-election at the Company’s 2026 annual meeting.","talent_readthrough":"Len Mertz will not seek re-election to Alpha Cognition's board in 2026, a planned departure with no disclosed disagreement.","company":"Alpha Cognition Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655923/000121390026019355/ea0277868-8k_alpha.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:10:25"},{"signal_id":"ab182f1686ca948cad2cd77d0297c883","headline":"Amplitude, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Amplitude Inc. announced that Thomas Hansen will be departing from his role as President, with Nathaniel Crook stepping in as the first Chief Commercial Officer to assume many of Mr. Hansen's responsibilities.","talent_readthrough":"Amplitude's President departs; the Chief Revenue Officer moves into a new Chief Commercial Officer role in San Francisco.","company":"Amplitude, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866692/000119312526067137/d745375d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:10:34"},{"signal_id":"816df9c3a572cbd05be8203514836b54","headline":"Functional Brands Inc. 8-K filing (Item 5.02): officer or director change","summary":"Functional Brands Inc. filed an 8-K form with the SEC, reporting an amendment to the executive employment agreement of Eric Gripentrog, the Chief Executive Officer, extending the vesting schedule for certain restricted stock.","talent_readthrough":"Functional Brands extends the vesting schedule for CEO Eric Gripentrog's restricted stock in Lake Oswego.","company":"Functional Brands Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1837254/000121390026019334/ea0277792-8k_functional.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:10:43"},{"signal_id":"66f21aa759ff84d01b8325501565e7b5","headline":"Hamilton Insurance Group, Ltd. 8-K filing (Item 5.02): officer or director change","summary":"Marc N. Roston succeeds H. Hawes Bostic, III as the Magnitude Investor’s shareholder‑appointed director on the Company’s Board of Directors, effective as of February 20, 2026.","talent_readthrough":"Hamilton Insurance Group in Bermuda sees a board director change, with Marc N. Roston replacing H. Hawes Bostic, III.","company":"Hamilton Insurance Group, Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593275/000159327526000022/hg-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:10:52"},{"signal_id":"cf57588c069a1ea79fe8db5c6c8ee50a","headline":"DIEBOLD NIXDORF, Inc 8-K filing (Item 5.02): officer or director change","summary":"Diebold Nixdorf, Incorporated designated Jeffrey Sesplankis as the Company’s principal accounting officer, effective February 24, 2026.","talent_readthrough":"Diebold Nixdorf appoints a new principal accounting officer in North Canton, with no disclosed impact on headcount.","company":"Diebold Nixdorf, Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/28823/000002882326000012/dbd-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:11:03"},{"signal_id":"fea8526f9d6f952f11f4c7ec94fc228b","headline":"ZIPRECRUITER, INC. 8-K filing (Item 5.02): officer or director change","summary":"ZipRecruiter, Inc. reported an officer or director change in its 8-K filing with the SEC, dated February 23, 2026.","talent_readthrough":"ZipRecruiter's executive team changes in Santa Monica; the filing does not disclose hiring or displacement plans.","company":"ZipRecruiter, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1617553/000161755326000015/zip-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:11:18"},{"signal_id":"cfd02b68f43cac1f9334c26232c47523","headline":"Starfighters Space, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Rick Svetkoff resigned as the Chief Executive Officer, President, Chairman and director of Starfighters Space, Inc. effective February 19, 2026, due to disagreements with the Board and the Company's operations, policies, and practices.","talent_readthrough":"Starfighters Space's CEO and chairman resigns in Florida, creating a vacancy at the executive level.","company":"Starfighters Space, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1947016/000106299326001157/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:11:27"},{"signal_id":"d7214dbf3895b6c85bd679458dd2ac2d","headline":"Once Upon a Farm, PBC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Once Upon a Farm, PBC approved the 2025 nonequity incentive plan payment for its President and CFO, and recommended approval for its Co-Founder and CEO, including a discretionary bonus.","talent_readthrough":"Once Upon a Farm's executives in Berkeley see compensation adjustments, with a discretionary bonus for the CEO.","company":"Once Upon a Farm, PBC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1696556/000119312526067197/d113007d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:11:35"},{"signal_id":"7ca73976bc3ea4d0674d6dff71e29275","headline":"Avidity Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Avidity Biosciences, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Avidity Biosciences has a leadership change in San Diego; the filing does not disclose hiring plans.","company":"Avidity Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1599901/000119312526079570/d90931d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:11:43"},{"signal_id":"af8ebdba8c0d65ed2b22d5a9a6b0968b","headline":"Braemar Hotels & Resorts Inc. 8-K filing (Item 5.02): officer or director change","summary":"Braemar Hotels & Resorts Inc. reports a change in its Board of Directors as per the SEC filing.","talent_readthrough":"A change in the board of directors at Braemar Hotels & Resorts in Dallas; the filing does not disclose hiring or displacement plans.","company":"Braemar Hotels & Resorts Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1574085/000157408526000018/bhr-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:11:51"},{"signal_id":"d15bb3986d280759998b473e55e8afa5","headline":"Microbot Medical Inc. 8-K filing (Item 5.02): officer or director change","summary":"Microbot Medical Inc. has amended the employment agreement of Simon Sharon, its Chief Technology Officer and General Manager of its Israel facilities, to increase his annual base salary and maximum annual bonus.","talent_readthrough":"Microbot Medical's CTO in Hingham sees a salary and bonus increase; the change affects executive compensation in the pharma and biotech sector.","company":"Microbot Medical Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883975/000149315226007900/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:12:00"},{"signal_id":"38307a486144d15272b34bf2f62e49bd","headline":"Hour Loop, Inc 8-K filing (Item 5.02): officer or director change","summary":"Hour Loop, Inc. entered into Addendum No. 6 to the Executive Employment Agreement with Sam Lai, setting new bonus targets and payments based on the company's net profits for the 2026 fiscal year.","talent_readthrough":"Sam Lai's compensation terms at Hour Loop have been updated, with bonus targets tied to the company's 2026 net profits. The announcement does not indicate changes to hiring or other workforce plans.","company":"Hour Loop, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874875/000149315226008036/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:12:10"},{"signal_id":"a1d11ea9edc9f20fe1c04263d6d723d6","headline":"ECOLAB INC. 8-K filing (Item 5.02): officer or director change","summary":"ECOLAB INC. announced the appointment of Christophe Beck as President, Darrell R. Brown as Co-Chief Operating Officer – Global Markets, and Gregory B. Cook as Co-Chief Operating Officer – Global Businesses, effective April 1, 2026.","talent_readthrough":"Ecolab's leadership team in Saint Paul adds three executives; no hiring or displacement is disclosed.","company":"ECOLAB INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31462/000110465926019742/ecl-20260220x8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:12:22"},{"signal_id":"d4ad8e8c4175a81918b185f94867b148","headline":"J M SMUCKER Co 8-K filing (Item 5.02): officer or director change","summary":"The J. M. Smucker Company announced the election of Woo-Sung (Bruce) Chung and David Singer to its Board of Directors, increasing the board size to eleven members, effective April 15, 2026.","talent_readthrough":"The J. M. Smucker Company adds two new board members in Orrville, Ohio, with no immediate changes disclosed for other roles.","company":"The J. M. Smucker Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-15","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91419/000009141926000017/sjm-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:12:35"},{"signal_id":"4f335461ecdc45d6516da6d991aec74d","headline":"Phreesia, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Edward L. Cahill, a member of the Board of Directors of Phreesia, Inc., will retire at the end of his current term and not stand for re-election at the 2026 Annual Meeting.","talent_readthrough":"Edward L. Cahill retires from Phreesia's board in Wilmington, with no stated disagreement.","company":"Phreesia, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1412408/000141240826000054/phr-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:12:44"},{"signal_id":"2a2881e7fc6d1a67d53cc52628a9ef87","headline":"SHOE CARNIVAL INC 8-K filing (Item 5.02): officer or director change","summary":"Shoe Carnival, Inc. reported a change in officer or director in its 8-K filing with the SEC, indicating a leadership change within the company.","talent_readthrough":"Shoe Carnival has a leadership change in Fort Mill; watch for executive roles.","company":"SHOE CARNIVAL, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SC","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/895447/000119312526068399/scvl-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:12:55"},{"signal_id":"01c405cb2f9c79e0bda1ff87d472812d","headline":"Keros Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Keros Therapeutics, Inc. appointed Charles Newton as a director and member of the Compensation Committee, effective March 9, 2026.","talent_readthrough":"Keros Therapeutics adds a director to its board in Lexington, with no immediate change to executive roles disclosed.","company":"Keros Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664710/000166471026000008/kros-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:13:11"},{"signal_id":"216805ab3ab095e84aa0d8ad857929f4","headline":"Appointment of John Nahas as Chief Operating Officer","summary":"Rexford Industrial Realty, Inc. appointed John Nahas as the Chief Operating Officer effective April 1, 2026.","talent_readthrough":"Rexford Industrial Realty appoints a new COO in Los Angeles, signaling a leadership change in its executive team.","company":"Rexford Industrial Realty, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571283/000157128326000009/rexr-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:13:28"},{"signal_id":"abe5eb94f0b9706941ed26dc4db1646c","headline":"Livento Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Gregory Max Henriksen resigned as the Company VP of Investments on January 14, 2026, to focus on other business interests, but remains a shareholder.","talent_readthrough":"Livento Group's VP of Investments has stepped down in New York. The announcement does not disclose a replacement or hiring plans.","company":"Livento Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593549/000206362826000002/form8k_23feb2026.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:14:01"},{"signal_id":"1d25866815bff8ce17f5797733efe02d","headline":"COGNIZANT TECHNOLOGY SOLUTIONS CORP 8-K filing (Item 5.02): officer or director change","summary":"Balu Ganesh Ayyar transitioned from his role as President - Intuitive Operations and Automation and Industry Solutions, and was appointed President – Asia Pacific & Japan and Industry Solutions Group.","talent_readthrough":"A leadership change at Cognizant Technology Solutions Corporation affects executive roles, with Balu Ganesh Ayyar moving to a new position.","company":"Cognizant Technology Solutions Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1058290/000105829026000010/ctsh-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:14:11"},{"signal_id":"4d68c46d029e01bb4aed85ee3b6eca91","headline":"CINCINNATI BELL INC 8-K filing (Item 5.02): officer or director change","summary":"Colleen W. Hanabusa resigned as a director of Cincinnati Bell Inc., effective February 23, 2026, with no disagreement cited.","talent_readthrough":"A director resigns at Cincinnati Bell in Ohio; the board's composition changes with no stated impact on operations.","company":"CINCINNATI BELL INC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/716133/000119312526067294/ck0000716133-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:14:19"},{"signal_id":"cd51ec024c3d2a22f8269e06cd8aba92","headline":"BOYD GAMING CORP 8-K filing (Item 5.02): officer or director change","summary":"Stephen Thompson, Chief Administrative Officer of Boyd Gaming Corporation, announced his intent to retire from the Company, effective March 31, 2026.","talent_readthrough":"Boyd Gaming's Chief Administrative Officer is retiring in Las Vegas; the filing does not name a successor.","company":"Boyd Gaming Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906553/000119312526067254/d745369d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:14:27"},{"signal_id":"693bba205cea16a9faa04e567be95fb0","headline":"Navitas Semiconductor Corp 8-K filing (Item 5.02): officer or director change","summary":"Navitas Semiconductor Corporation announced the departure of Todd Glickman as Senior Vice President, Chief Financial Officer and Treasurer, who will remain with the company temporarily to assist in the transition to a new CFO.","talent_readthrough":"Navitas Semiconductor's CFO departs in Torrance; the company seeks a replacement while he assists in the transition.","company":"Navitas Semiconductor Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1821769/000110465926019220/tm267059d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:14:36"},{"signal_id":"19455612916698856b814215f1c632f5","headline":"Sarepta Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Douglas Ingram notified Sarepta Therapeutics, Inc. of his decision to retire as Chief Executive Officer by the end of 2026 or upon the appointment of his replacement. The company has commenced a search for his replacement.","talent_readthrough":"Sarepta Therapeutics seeks a new CEO in Cambridge, with Douglas Ingram retiring by end of 2026 or upon successor appointment.","company":"Sarepta Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-12-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873303/000119312526072064/srpt-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:14:45"},{"signal_id":"8ce6e53a2100e304bc0d998326e72a18","headline":"Yext, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Yext, Inc. approved cash retention bonuses for named executive officers, including the CFO and EVP & General Counsel, to be paid after fiscal 2027.","talent_readthrough":"Yext's executive team in New York receives retention bonuses, signaling investment in leadership stability.","company":"Yext, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1614178/000162828026011068/yext-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:14:53"},{"signal_id":"6f6a42f8e89f8c53b2171103ec23b0e8","headline":"Confluent, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kong Phan, the Chief Accounting Officer and principal accounting officer of Confluent, Inc., informed Confluent that he will be resigning from Confluent, effective on or about April 13, 2026, to pursue another opportunity.","talent_readthrough":"Confluent's Chief Accounting Officer is leaving in April 2026. The company will need to fill a senior finance role in Mountain View.","company":"Confluent, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-13","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699838/000110465926019436/tm267237d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:15:05"},{"signal_id":"6890141af4808f35a606ca69d1d882b3","headline":"GoodRx Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dipanjan Deb resigned from the Board of Directors of GoodRx Holdings, Inc., effective February 26, 2026, citing no disagreement with the company's operations, policies, or practices.","talent_readthrough":"A board member has resigned at GoodRx in Santa Monica. The announcement does not indicate any immediate changes for employees or new hiring.","company":"GoodRx Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1809519/000180951926000039/gdrx-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:15:15"},{"signal_id":"56ebe491e5db5c1884c539bf31b11f88","headline":"Western New England Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Paul Picknelly, a member of the Board of Directors of Western New England Bancorp, Inc., will retire from the Board, effective May 14, 2026, following the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"A board member at Western New England Bancorp retires in May 2026; the filing does not name a successor.","company":"Western New England Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-14","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1157647/000199937126004635/wneb-8k_022426.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:15:24"},{"signal_id":"af580497dfd34c757b64019e1f552e04","headline":"Walt Disney Co 8-K filing (Item 5.02): officer or director change","summary":"The Walt Disney Company terminated Kristina K. Schake, Senior Executive Vice President and Chief Communications Officer, effective March 19, 2026, with separation benefits as per her employment agreement.","talent_readthrough":"Kristina K. Schake, Chief Communications Officer, leaves Disney in March 2026. The announcement does not disclose a successor or broader leadership changes.","company":"The Walt Disney Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1744489/000174448926000025/dis-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:15:37"},{"signal_id":"c51b8fbb8f9e3fc749db60188f394223","headline":"NI Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Duaine C. Espegard, a director of NI Holdings, Inc., advised the Company's Board of Directors that he will not stand for re-election at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"A director at NI Holdings, Inc. in Fargo will not seek re-election in 2026. 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Steven Bender announced his retirement as Executive Vice President and Chief Financial Officer of Westlake Chemical Partners GP LLC, effective upon the appointment of his successor.","talent_readthrough":"Westlake Chemical Partners seeks a new CFO in Houston after the announced retirement of its current executive.","company":"Westlake Chemical Partners LP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604665/000119312526064229/d111605d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:16:44"},{"signal_id":"deec0159733abfbc1d8bbe1e4972947e","headline":"DNOW Inc. 8-K filing (Item 5.02): officer or director change","summary":"Board member Rodney Eads notified DNOW Inc. of his intention not to stand for reelection to the Company’s Board of Directors at the upcoming 2026 annual meeting of stockholders.","talent_readthrough":"DNOW Inc. board member Rodney Eads will not seek reelection in Houston, marking a planned leadership transition.","company":"DNOW Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1599617/000119312526082843/d103527d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:16:52"},{"signal_id":"d7f7d5ead335ae52d3477d525fc8e325","headline":"TRIMAS CORP 8-K filing (Item 5.02): officer or director change","summary":"Teresa M. Finley informed the Board of Directors of TriMas Corporation that she will not stand for re-election as a director at the Company’s Annual Meeting of Shareholders expected to be held on or around May 20, 2026.","talent_readthrough":"TriMas Corporation's board will see a change as Teresa M. Finley steps down, with no disagreement cited.","company":"TriMas Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/842633/000084263326000007/trs-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:17:04"},{"signal_id":"b1d34eef505baba26dac2192e74c8505","headline":"TENNANT CO 8-K filing (Item 5.02): officer or director change","summary":"Barb Balinski, the Senior Vice President, Chief Transformation Officer of Tennant Company, has given notice of her intention to retire on September 3, 2026.","talent_readthrough":"Tennant Company's Chief Transformation Officer is retiring in September 2026, creating a vacancy in the executive team in Eden Prairie.","company":"Tennant Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97134/000110465926021561/tm267525d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:17:16"},{"signal_id":"2903174e1052a20e6bef67dc5072362d","headline":"VISHAY INTERTECHNOLOGY INC 8-K filing (Item 5.02): officer or director change","summary":"Vishay Intertechnology, Inc. has adjusted the base salaries and minimum target annual cash bonus opportunities for certain officers as per the Compensation Committee's meeting on February 25, 2026.","talent_readthrough":"Executive compensation shifts at Vishay Intertechnology in Malvern, with salary adjustments and increased bonus targets for some officers.","company":"Vishay Intertechnology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/103730/000010373026000023/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:17:24"},{"signal_id":"d44cf3d894045a03daa1ba6f32e465b4","headline":"VALMONT INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Valmont Industries, Inc. appointed Paul T. Maass to the board and increased the board size to eleven members, with non-employee directors receiving a cash retainer and restricted stock units.","talent_readthrough":"Valmont Industries adds a non-employee director to its board in Omaha, with compensation including a cash retainer and equity.","company":"Valmont Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/102729/000010272926000010/vmi-20260222x8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:17:41"},{"signal_id":"acb834dbca27ddb4344d68f30cb3b5e1","headline":"Dermata Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mary Fisher resigned from the Board of Directors of Dermata Therapeutics, Inc., effective March 31, 2026, with no disagreement cited.","talent_readthrough":"Dermata Therapeutics sees a board member departure in San Diego, with no immediate impact on executive roles disclosed.","company":"Dermata Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Sanjeev Mehra to its board and committees in Radnor, with no immediate change to executive roles.","company":"Avantor, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1722482/000162828026011722/avtr-20251204.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:18:13"},{"signal_id":"f7c0e7dde2eb6c7cc9909b2c574a9d60","headline":"Civista Bancshares, Inc. appoints Veronica Doucette as Senior Vice President, Human Resources Officer","summary":"Civista Bancshares, Inc. announced the appointment of Veronica Doucette as Senior Vice President, Human Resources Officer for Civista Bank.","talent_readthrough":"Civista Bancshares appoints a new HR leader in Sandusky, signaling ongoing investment in human resources within the banking sector.","company":"Civista Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["hr_people"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944745/000119312526077230/civb-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:18:27"},{"signal_id":"790c6689d11a1df9cf36f5513372caf2","headline":"BRC Inc. 8-K filing (Item 5.02): officer or director change","summary":"BRC Inc. announced the appointment of Sean Moriarty to the Board’s Audit Committee and as a member and chair of the Board’s Nominating & Corporate Governance Committee.","talent_readthrough":"Sean Moriarty joins BRC Inc.'s board committees in West Valley City, UT, affecting executive leadership roles.","company":"BRC Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1891101/000189110126000013/brcc-20250411.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:18:54"},{"signal_id":"967fe75cf23a28d6e8034df70cbbfed4","headline":"UNITEDHEALTH GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation and Human Resources Committee of the Board of Directors of UnitedHealth Group Incorporated amended the stock option granted to Stephen Hemsley, adding a two-year share holding requirement following a three-year cliff vesting.","talent_readthrough":"Stephen Hemsley's stock option terms at UnitedHealth Group have been amended to include a two-year share holding requirement after vesting.","company":"UnitedHealth Group Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/731766/000073176626000046/unh-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:19:12"},{"signal_id":"34f45aa094c8282dde26cc4382eb91fc","headline":"BELLRING BRANDS, INC. 8-K filing (Item 5.02): officer or director change","summary":"BellRing Brands, Inc. approved a special grant of restricted stock units (RSUs) to certain named executive officers to promote retention during the CEO transition period.","talent_readthrough":"BellRing Brands grants restricted stock units to executive officers in Missouri to retain leadership during a CEO transition.","company":"BellRing Brands, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1772016/000162828026010629/brbr-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:19:26"},{"signal_id":"9a4039c156b697ce96afebc0db7b1473","headline":"SCI Engineered Materials, Inc. 8-K filing (Item 5.02): officer or director change","summary":"SCI Engineered Materials, Inc. reported that the Board of Directors elected Eric Massey to the office of Vice President of Sales, effective February 23, 2026.","talent_readthrough":"Eric Massey promoted to Vice President of Sales at SCI Engineered Materials in Columbus, leading a sales team.","company":"SCI Engineered Materials, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["sales"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/830616/000110465926018839/scia-20260223x8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:19:31"},{"signal_id":"7bb35799810ecf6496209a2c972c16b6","headline":"POPULAR, INC. 8-K filing (Item 5.02): officer or director change","summary":"Myrna M. Soto informed the Board of Directors of Popular, Inc. of her decision not to stand for re-election to the Corporation’s Board upon the expiration of her current term.","talent_readthrough":"Myrna M. Soto will not seek re-election to the board of Popular, Inc., a financial services firm in Puerto Rico. The announcement does not indicate any disagreement with the company.","company":"Popular, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"PR","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-08","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/763901/000119312526082102/d65961d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:20:12"},{"signal_id":"592aab205e00f0eb4d09b86c863a85b1","headline":"Eagle Bancorp Montana, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark A. O’Neill, Senior Vice President and Chief Lending Officer of Eagle Bancorp Montana, Inc., will step down from his current position and transition to Vice President / Business Development Officer, with Darryl Rensmon assuming his responsibilities on an interim basis.","talent_readthrough":"A senior executive transitions roles within Eagle Bancorp Montana, with no immediate hiring or displacement reported.","company":"Eagle Bancorp Montana, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1478454/000143774926005899/ebmt20260226_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:20:21"},{"signal_id":"df5f986bc5761c818baf4647f5c0c724","headline":"CBRE GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"CBRE Group, Inc. has established new compensation targets for Chad J. Doellinger and Daniel G. Queenan, with unchanged targets for other named executive officers.","talent_readthrough":"CBRE adjusts compensation for two executives in Dallas, signaling a shift in rewards for leadership roles.","company":"CBRE Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1138118/000119312526083199/cbre-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:20:38"},{"signal_id":"435b6dcf7c58d1e7e312c0f8a4ffa0ca","headline":"CION Investment Corp 8-K filing (Item 5.02): officer or director change","summary":"Charlie Arestia resigned as Managing Director and Head of Investor Relations of CĪON Investment Corporation and CION Investment Management, LLC to pursue other career opportunities.","talent_readthrough":"CĪON Investment Corporation's Head of Investor Relations departs in New York; the filing does not name a successor.","company":"CĪON Investment Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1534254/000110465926019195/tm266835d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:20:46"},{"signal_id":"8769697b668a3f16e5bf6fb141d5566b","headline":"Miluna Acquisition Corp 8-K filing (Item 5.02): officer or director change","summary":"Ms. Mei Chi Tsai resigned from her position as a member of the board of directors of Miluna Acquisition Corp.","talent_readthrough":"Miluna Acquisition Corp's board member resigns in Taipei; no immediate hiring or displacement indicated.","company":"Miluna Acquisition Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"TW","hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2077033/000149315226007667/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:20:54"},{"signal_id":"980f85316e233bf84fb60398fc573002","headline":"OHIO VALLEY BANC CORP 8-K filing (Item 5.02): officer or director change","summary":"David W. Thomas and Thomas E. Wiseman announced their retirements from Ohio Valley Banc Corp's Board of Directors and Chairman position, respectively, effective at the 2026 Annual Meeting of Shareholders.","talent_readthrough":"Two senior executives are retiring from Ohio Valley Banc Corp in Gallipolis, Ohio, with their departures scheduled for the 2026 Annual Meeting of Shareholders.","company":"Ohio Valley Banc Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/894671/000089467126000021/sec8kdirectorretirement.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:21:23"},{"signal_id":"03c945046149f93449ce8be02efb6707","headline":"OGE ENERGY CORP. 8-K filing (Item 5.02): officer or director change","summary":"Judy R. McReynolds, a member of the Board of Directors of OGE Energy Corp., will not stand for re-election and will retire from the Board at the upcoming annual shareholder meeting on May 14, 2026.","talent_readthrough":"OGE Energy Corp.'s Lead Director Judy R. McReynolds retires in May 2026 after 14 years on the board, with no stated disagreement.","company":"OGE Energy Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OK","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-14","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1021635/000119312526071800/oge-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:21:32"},{"signal_id":"42244aeedc275ffa85b489083f4d37dc","headline":"Enhabit, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Collin McQuiddy resigns as Senior Vice President and Chief Accounting Officer of Enhabit, Inc., effective March 27, 2026, to pursue another career opportunity, with no disagreements reported.","talent_readthrough":"Enhabit's Chief Accounting Officer resigns in Dallas; the CFO will assume his duties until a successor is named.","company":"Enhabit, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-27","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803737/000180373726000006/ehab-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:21:41"},{"signal_id":"dc817e28669830ba363bb03d6f816194","headline":"Helios Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Helios Technologies, Inc. announced an Amended and Restated Executive Officer Severance Agreement with Sean Bagan, increasing his base salary continuation to 24 months from 12 months upon Involuntary Termination of Employment.","talent_readthrough":"Sean Bagan's severance terms improve, doubling his base salary continuation to 24 months. This affects executive roles at Helios Technologies in Sarasota.","company":"Helios Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1024795/000119312526075430/hlio-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:21:52"},{"signal_id":"8c72684fb0082d15fc0f4473592eafcb","headline":"Bark, Inc. 8-K filing: officer or director change","summary":"BARK, Inc. announced a Severance and Change in Control Agreement for its Chief Executive Officer, Matt Meeker, detailing compensation upon involuntary termination or change in control.","talent_readthrough":"BARK's CEO has a new severance agreement. The filing does not disclose any hiring plans.","company":"BARK, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819574/000162828026011180/bark-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:22:36"},{"signal_id":"087b5324c84459826736d40f929d61da","headline":"Ingevity Corp 8-K filing (Item 5.02): officer or director change","summary":"Jean S. Blackwell informed the Nominating & Governance Committee of the Board of Directors of Ingevity Corporation that she will not stand for election at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Jean S. Blackwell will not stand for re-election to Ingevity's board in 2026, a planned leadership change.","company":"Ingevity Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SC","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-17","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653477/000165347726000006/ngvt-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:22:44"},{"signal_id":"1b65f6ff6efa1f09e1c39b11297be8ae","headline":"CLEVELAND-CLIFFS INC. 8-K filing (Item 5.02): officer or director change","summary":"Douglas C. Taylor, the Lead Director of the Board of Directors of Cleveland-Cliffs Inc., submitted his resignation as a member of the Board, conditional on acceptance by the Board.","talent_readthrough":"A leadership change at Cleveland-Cliffs Inc. affects executive roles in Ohio.","company":"Cleveland-Cliffs Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/764065/000076406526000044/clf-20260222.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:22:55"},{"signal_id":"a7f9b74d2c9c3b45578a2ccdd8e4b3c8","headline":"Smurfit Westrock plc 8-K filing (Item 5.02): officer or director change","summary":"On February 25, 2026, Terrell K. Crews and Lourdes Melgar, members of the Board of Directors of Smurfit Westrock plc, notified the Company that they will be stepping down from the Board, effective as of the conclusion of the Company’s 2026 Annual General Meeting of Shareholders.","talent_readthrough":"Two board members are stepping down at Smurfit Westrock plc in Dublin, reducing the board size to 12. The announcement does not indicate any disagreement or operational changes.","company":"Smurfit Westrock plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2005951/000110465926020975/tm267305d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:23:05"},{"signal_id":"bd32e44fbb6da89fd97d3745aa67f392","headline":"COFFEE HOLDING CO INC 8-K filing (Item 5.02): officer or director change","summary":"Coffee Holding Co., Inc. amended its employment agreement with Andrew Gordon, reducing his base salary from $325,000 to $80,000 per annum and granting him a right to receive an incentive bonus of $1.6 million if he remains employed until January 1, 2030.","talent_readthrough":"Andrew Gordon's compensation shifts with a reduced salary and a potential bonus, affecting executive roles at Coffee Holding Co., Inc.","company":"Coffee Holding Co., Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1007019/000149315226008333/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:23:15"},{"signal_id":"e926ff345cc33d847035a1f32158837a","headline":"FIRST HAWAIIAN, INC. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Alan H. Arizumi, Vice Chair, Wealth Management Group of First Hawaiian, Inc., announced his intention to retire from his positions with the Company and the Bank, effective March 31, 2026.","talent_readthrough":"A senior executive at First Hawaiian Bank in Honolulu is retiring; watch for succession plans in wealth management leadership.","company":"First Hawaiian, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"HI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/36377/000110465926018838/tm267085d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:23:24"},{"signal_id":"83594c9d0a1ae2a9f89e8d042ce12f8a","headline":"VitaNova Life Sciences Corp 8-K filing: officer or director change","summary":"VitaNova Life Sciences Corporation appointed Steve Niu, its Chief Financial Officer, to serve as a director until the next annual meeting of stockholders, with no additional compensation for his service.","talent_readthrough":"VitaNova adds its CFO to the board in New York, a leadership change with no stated impact on hiring or compensation.","company":"VitaNova Life Sciences Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699709/000168316826001300/vitanova_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:23:57"},{"signal_id":"b67f1e85e6eb346e58bb250a6d7a3ef8","headline":"Cactus, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cactus, Inc. reported a change in its officer or director position in its 8-K filing with the SEC.","talent_readthrough":"Cactus, Inc. has announced a leadership change in Houston. The filing does not disclose any hiring plans related to this change.","company":"Cactus, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699136/000162828026011856/whd-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:24:08"},{"signal_id":"75446acadb64781801cbdc0446af60f9","headline":"Arcosa, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jesse E. Collins, Jr. notified Arcosa, Inc. of his retirement from the position of Group President, overseeing the Wind Towers and Co.","talent_readthrough":"Jesse E. Collins, Jr. retires from his executive role at Arcosa, Inc. in Dallas. The filing does not disclose a successor.","company":"Arcosa, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1739445/000173944526000027/aca-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:24:16"},{"signal_id":"20486a8cf53b11ca44397e58f44e4406","headline":"Blackstone Real Estate Income Trust, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Paul Kolodziej was appointed as Chief Financial Officer and Treasurer of Blackstone Real Estate Income Trust, Inc., effective February 27, 2026, replacing Anthony Marone who stepped down but continues as Global Head of Real Estate Finance for Blackstone.","talent_readthrough":"Blackstone Real Estate Income Trust appoints a new CFO in New York, with the outgoing executive remaining in a global finance role at Blackstone.","company":"Blackstone Real Estate Income Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662972/000119312526083116/d21535d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:24:25"},{"signal_id":"3407c3fd0a1a2bb6a3ebff1e9e87d8d3","headline":"BancFirst Corporation Announces New Principal Accounting Officer and Retirement of the Company's current Principal Accounting Officer","summary":"BancFirst Corporation appointed Ms. Hannah Andrus as the new Principal Accounting Officer, effective March 1, 2026, and announced the retirement of Randy Foraker from the same position, effective February 27, 2026.","talent_readthrough":"BancFirst Corporation in Oklahoma City transitions its principal accounting officer role from Randy Foraker to Hannah Andrus, a move affecting its finance leadership.","company":"BancFirst Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Columbus after Michael Wu's departure, with Wu assisting in the transition until March 27, 2026.","company":"Bath & Body Works, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["legal_compliance","executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-27","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/701985/000119312526072032/d925787d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:24:43"},{"signal_id":"72439d4fd8ab75a99b6429581c0f17ef","headline":"Repay Holdings Corp 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Repay Holdings Corporation approved the program terms and performance objectives for annual cash bonuses for 2026 for the company’s executive officers under their respective employment agreements.","talent_readthrough":"Executive officers at Repay Holdings in Atlanta will see their annual cash bonuses tied to company performance targets for 2026.","company":"Repay Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720592/000119312526071873/rpay-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:24:51"},{"signal_id":"72ec9131db40e54071d613474a52e44a","headline":"METLIFE INC 8-K filing (Item 5.02): officer or director change","summary":"METLIFE, INC. reported a change in its officers or directors as per the SEC 8-K filing.","talent_readthrough":"METLIFE's SEC filing notes a leadership change in New York, affecting executive roles.","company":"METLIFE, INC.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099219/000119312526067070/d101132d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:24:59"},{"signal_id":"7722f54f914836f0371917781d7a9cc7","headline":"Sky Century Investment, Inc. - Form 8-K SEC filing","summary":"Sky Century Investment, Inc. appointed Stefan Andrzej Rybalka and Patryk Milkowski as independent directors, effective immediately.","talent_readthrough":"Sky Century Investment adds two independent directors in Las Vegas, signaling governance changes but not immediate hiring or displacement.","company":"Sky Century Investment, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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appointment of Alex Chi as CEO.","company":"Carlyle Secured Lending, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1544206/000119312526061726/d949109d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:25:16"},{"signal_id":"4875ccb80cac9979479713217b2387d5","headline":"COMCAST CORP  (CCZ, CMCSA) 8-K filing (Item 5.02): officer or director change","summary":"Comcast Corporation filed an 8-K form with the SEC, reporting a change in its officers or directors.","talent_readthrough":"Comcast Corporation has announced a change in its leadership team. The filing does not disclose any immediate impact on hiring or workforce changes.","company":"Comcast Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1166691/000162828026012809/cmcsa-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:25:25"},{"signal_id":"2a1f7a0f5af7dbec6c7eabfbfb6358e8","headline":"PARSONS CORP 8-K filing (Item 5.02): officer or director change","summary":"Parsons Corporation's Board of Directors approved a $10 million stock award for CEO Carey A. Smith, consisting of 60% performance stock units and 40% restricted stock units, to recognize her performance and ensure her retention.","talent_readthrough":"Parsons Corporation's CEO receives a $10M stock award in Chantilly, signaling a compensation shift for executive retention.","company":"Parsons Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/275880/000119312526076537/psn-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:25:33"},{"signal_id":"3a01f84f41321cf2399a07630c14b452","headline":"Ameris Bancorp 8-K filing (Item 5.02): officer or director change","summary":"James A. LaHaise, Corporate Executive Vice President and Chief Strategy Officer of Ameris Bancorp, will retire from his positions and terminate his employment effective April 30, 2026.","talent_readthrough":"Ameris Bancorp's Chief Strategy Officer retires in Atlanta; the executive role will need filling.","company":"Ameris Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351569/000035156926000026/abcb-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:25:43"},{"signal_id":"46c373d4945500f37b27193719e2f91a","headline":"Organogenesis Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Organogenesis Holdings Inc. appointed Patrick McGuire as Chief Accounting Officer and principal accounting officer, effective immediately.","talent_readthrough":"Organogenesis Holdings Inc. has appointed a new Chief Accounting Officer in Massachusetts. The announcement does not disclose any changes to headcount.","company":"Organogenesis Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661181/000119312526064270/d61237d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:25:51"},{"signal_id":"c850a9b693f6b3af25246ffe40ae82d7","headline":"Propanc Biopharma, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Julian Kenyon retired from the Board of Directors of Propanc Biopharma, Inc. to focus on his personal and family life, and Dr. Ralf Brant was appointed to fill the vacancy.","talent_readthrough":"Propanc Biopharma's board sees a change with Dr. Julian Kenyon retiring and Dr. Ralf Brant appointed in Australia.","company":"Propanc Biopharma, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Oceania","country":"AU","hq_city":null,"hq_country":"AU","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517681/000149315226008196/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:26:00"},{"signal_id":"28091f87f12f4b422c9f3bdbddbb13d6","headline":"Carlyle Credit Solutions, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Justin Plouffe resigned as President and CEO of Carlyle Credit Solutions, Inc., and Alex Chi was appointed as a Class II Director and CEO.","talent_readthrough":"Carlyle Credit Solutions in New York replaces its CEO; watch for executive roles.","company":"Carlyle Credit Solutions, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1702510/000119312526061729/d79524d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:26:09"},{"signal_id":"a8b3e048c58e55f5690c3851ef407783","headline":"STURM RUGER & CO INC 8-K filing (Item 5.02): officer or director change","summary":"Sandra Froman, Christopher Killoy, and Rebecca Halstead retired from the Board of Directors of Sturm, Ruger & Company, Inc., and Aaron Rivers, Stephen Timm, and Lorin Cassidy Wolfe were elected to fill the vacancies.","talent_readthrough":"Sturm, Ruger & Company sees board retirements and appointments in Connecticut, with no immediate impact on executive roles disclosed.","company":"Sturm, Ruger & Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/95029/000117494726000210/form8k-35284_rgr.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:26:19"},{"signal_id":"6f148c3b5eb7dd01b0380dce5d56540a","headline":"Lisa Hook Appointed as Director at NextNav Inc.","summary":"NextNav Inc. announced the appointment of Lisa Hook as a director, increasing the Board size from nine to ten directors.","talent_readthrough":"Lisa Hook joins NextNav's board, expanding it to ten directors. The change affects executive leadership in Reston.","company":"NextNav Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1865631/000155485526000146/nn-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:26:27"},{"signal_id":"315d412a2ef98483c34881ec9d92263c","headline":"ENTRAVISION COMMUNICATIONS CORP 8-K filing (Item 5.02): officer or director change","summary":"Entravision Communications Corporation terminated the employment of Jeffery Liberman, President and Chief Operating Officer, effective immediately, with certain remuneration, rights and benefits associated with the termination.","talent_readthrough":"Entravision's President and COO departs in Burbank; the filing does not indicate a replacement or broader leadership changes.","company":"Entravision Communications Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109116/000119312526061961/evc-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:26:44"},{"signal_id":"5a95c386bbf624aeab981843f9762ef9","headline":"Shake Shack Inc. 8-K filing (Item 5.02): officer or director change","summary":"Shake Shack Inc. has designated Peter Herpich as the interim principal financial officer following Katherine Fogertey's resignation, with a search for a new Chief Financial Officer underway.","talent_readthrough":"Shake Shack in New York is searching for a new CFO after an interim appointment; executive roles are in transition.","company":"Shake Shack Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620533/000110465926019161/tm267067d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:26:53"},{"signal_id":"c8a18b3f8241b3f60faa2be4c54381cd","headline":"Coronado Global Resources Inc. 8-K filing (Item 5.02): officer or director change","summary":"Douglas G. Thompson resigns as CEO and Managing Director of Coronado Global Resources Inc., with the effective date of his resignation not yet determined, and Jeffrey D. Bitzer also resigns as Chief Development Officer.","talent_readthrough":"Coronado Global Resources is searching for a new CEO after Douglas G. 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The filing does not disclose hiring plans.","company":"Solstice Advanced Materials Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2064953/000206495326000013/sols-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:27:33"},{"signal_id":"f23f92629be7c8325a3882448daee12a","headline":"ANAVEX LIFE SCIENCES CORP. 8-K filing (Item 5.02): officer or director change","summary":"Anavex Life Sciences Corp. appointed Axel Paeger, MD, MBA, MBI as a member of the Board, effective February 23, 2026, to fill a vacancy.","talent_readthrough":"Anavex Life Sciences adds a board member in New York; the filing does not disclose hiring plans.","company":"ANAVEX LIFE SCIENCES CORP.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1314052/000173112226000305/e7371_8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:27:43"},{"signal_id":"bbeda43a35f711cdd2b7ee1745957d48","headline":"Sotera Health Co 8-K filing (Item 5.02): officer or director change","summary":"Sotera Health Company reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Sotera Health Company has announced a change in its leadership team. The filing does not disclose specific roles or hiring plans.","company":"Sotera Health Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822479/000182247926000012/shc-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:28:01"},{"signal_id":"60eef0d6f04c5e95ee85221718807a72","headline":"Sharps Technology Inc. 8-K filing: officer or director change","summary":"Sharps Technology, Inc. appointed Arthur Levine as interim Chief Financial Officer effective February 17, 2026, with a fee agreement of $450 per hour for his services.","talent_readthrough":"Sharps Technology appoints an interim CFO in Melville, NY. The announcement does not disclose broader hiring plans.","company":"Sharps Technology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737995/000149315226007758/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:28:12"},{"signal_id":"be2d08455f58562b4fae06c85062b3ed","headline":"AMBARELLA INC 8-K filing (Item 5.02): officer or director change","summary":"Ambarella, Inc. has approved a Fiscal Year 2027 Annual Bonus Plan for its executive team members, including executive officers, with bonus targets ranging from 40% to 100% of their annual base salary.","talent_readthrough":"Ambarella's executive team in Santa Clara is eligible for increased bonus targets under the new FY2027 plan, with the CEO's target set at 100% of base salary.","company":"Ambarella, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280263/000119312526083175/d116451d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:28:21"},{"signal_id":"4083b7ce092bd2cc394ad29cdad3d019","headline":"Globe Life Inc. Announces Board Expansion and New Appointments","summary":"Globe Life Inc. expanded its Board of Directors from twelve to fourteen members and appointed Derek T. Kan and Sandra L. Phillips to fill the newly-created directorships.","talent_readthrough":"Globe Life Inc. adds two new directors to its board in McKinney, Texas, signaling a leadership change but not affecting headcount.","company":"Globe Life Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/320335/000032033526000105/gl-20260227.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:28:30"},{"signal_id":"e44deb1c026f00af94f598893bed3882","headline":"TechTarget, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mary McDowell notified the Board of Directors of TechTarget, Inc. of her intent to resign as the Chair of the Board and as a director, effective as of February 27, 2026.","talent_readthrough":"Mary McDowell resigns as Chair of the Board and director at TechTarget, Inc. in Newton, Massachusetts. The filing does not disclose a successor.","company":"TechTarget, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-27","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2018064/000119312526079260/ttgt-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:28:40"},{"signal_id":"e5701f6e8ba87bcc2890f6ee71f0e261","headline":"Sixth Street Lending Partners 8-K filing (Item 5.02): officer or director change","summary":"Joshua Easterly, the Chairman of the Board of Trustees of Sixth Street Lending Partners, has notified the Company of his decision to resign from the Board, effective May 21, 2026, and to retire from Sixth Street Partners, LLC as of June 30, 2026.","talent_readthrough":"Sixth Street Lending Partners' chairman resigns in Dallas; the board plans to appoint a successor.","company":"Sixth Street Lending Partners","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"A new chairman will be appointed by May 21, 2026.","check_after_date":"2026-05-21","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1925309/000119312526063993/d57454d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:28:52"},{"signal_id":"6ade6205b8e937c5cf814297ff3fc537","headline":"DHI GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"DHI Group, Inc. announced the retirement of Pamela Bilash as Chief Human Resources Officer effective April 1, 2026, and the hiring of Elizabeth Andora as Chief People Officer starting February 23, 2026.","talent_readthrough":"DHI Group's HR leadership changes in Centennial, Colorado, with Pamela Bilash retiring and Elizabeth Andora stepping in as Chief People Officer.","company":"DHI Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["hr_people"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393883/000139388326000045/dhx-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:29:01"},{"signal_id":"666f87463d2e37716dccf4e8c60e00f1","headline":"Eagle Bancorp Inc 8-K filing (Item 5.02): officer or director change","summary":"Eagle Bancorp, Inc. approved the grant of annual long-term incentive awards, including options, restricted stock units, and performance-based restricted stock units, to its continuing named executive officers.","talent_readthrough":"Eagle Bancorp's executive team in Bethesda receives new equity incentives, signaling a shift in compensation structure.","company":"Eagle Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050441/000105044126000015/gnw-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:29:18"},{"signal_id":"b361c7d6fb44af1f561006a68184c3c6","headline":"Xometry, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Xometry, Inc. announced changes to its Executive Team and Board of Directors, including the appointment of Sanjeev Singh Sahni as Chief Executive Officer, effective July 1, 2026.","talent_readthrough":"Xometry appoints Sanjeev Singh Sahni as CEO, effective July 2026. 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The company is in the process of identifying his successor.","talent_readthrough":"First Watch Restaurant Group seeks a new CFO in Bradenton, Florida, following Mel Hope's retirement announcement.","company":"First Watch Restaurant Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789940/000178994026000013/fwrg-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:29:36"},{"signal_id":"8c9f821f68834376e2017e6085b559d5","headline":"KRONOS WORLDWIDE INC 8-K filing (Item 5.02): officer or director change","summary":"James M. 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('Rick') Osterloh, IV as a director and member of the Compensation Committee and the Technology Committee of the Board, effective immediately.","talent_readthrough":"DexCom appoints a new director to its board, affecting executive leadership in San Diego.","company":"DexCom, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1093557/000109355726000031/dxcm-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:29:53"},{"signal_id":"6237291e66863fe69cea8eabc60aaa59","headline":"FLOTEK INDUSTRIES INC/CN/ 8-K filing (Item 5.02): officer or director change","summary":"Flotek Industries, Inc. approved grants of equity awards to its Chief Executive Officer and Chief Financial Officer, comprising restricted stock units and performance-based restricted stock units.","talent_readthrough":"Flotek's CEO and CFO in Houston receive equity awards, signaling a compensation shift for top executives.","company":"Flotek Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928054/000092805426000004/ftk-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:30:02"},{"signal_id":"eeb8b3877e8e4cdf984e2b7addcba411","headline":"Albertsons Companies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Brian Rice was appointed as a member of the Board of Directors of Albertsons Companies, Inc., expanding the Board from 10 to 11 directors.","talent_readthrough":"Albertsons adds a seasoned global technology executive to its board in Boise, with no immediate change to hiring plans.","company":"Albertsons Companies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ID","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1646972/000164697226000023/aci-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:30:12"},{"signal_id":"7e5d18acedcd3ed8b3b2ccb907b5f2bf","headline":"Premier Air Charter Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Premier Air Charter Holdings Inc. appointed Gregory Johnson as an independent director effective February 19, 2026.","talent_readthrough":"Premier Air Charter Holdings Inc. adds Gregory Johnson to its board in Carlsbad, California. The announcement does not disclose hiring plans.","company":"Premier Air Charter Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570937/000168316826001301/prem_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:30:20"},{"signal_id":"a1b1fc6863abe35b79a8e2d244680f57","headline":"AeroVironment Inc 8-K filing (Item 5.02): officer or director change","summary":"Kevin McDonnell, the Executive Vice President and Chief Financial Officer of AeroVironment, Inc., has notified the company of his decision to retire, with his retirement effective as of July 31, 2026.","talent_readthrough":"AeroVironment's CFO is retiring; the company will appoint a new executive to the role.","company":"AeroVironment, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368622/000110465926018593/tm266989d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:30:29"},{"signal_id":"a50e2a4d8bacf805823278ec9b3b67a4","headline":"CROWN CASTLE INC. 8-K filing (Item 5.02): officer or director change","summary":"Crown Castle Inc. approved the 2026 EMT Annual Incentive Plan for its executive management team, including cash payments for achieving performance goals.","talent_readthrough":"Crown Castle's executive team in Houston has a new incentive plan tied to performance goals. The filing does not disclose changes to headcount.","company":"Crown Castle Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1051470/000105147026000019/cci-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:30:45"},{"signal_id":"66f61b6580bc5de19656272e76826ef2","headline":"NORTHPOINTE BANCSHARES INC 8-K filing (Item 5.02): officer or director change","summary":"Northpointe Bancshares, Inc. and its subsidiary, Northpointe Bank, appointed the Honorable Rodney E. Hood to their respective Boards of Directors, increasing the size of each Board from 10 to 11 directors.","talent_readthrough":"Northpointe Bancshares adds a director with financial services leadership experience to its board in Grand Rapids.","company":"Northpointe Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1336706/000133670626000007/npb-20260227.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:30:53"},{"signal_id":"222eaddecbd9614c24b6e1b6b441e998","headline":"OHA Senior Private Lending Fund LLC 8-K filing (Item 5.02): officer or director change","summary":"Thomas Hansen resigned as interim Chief Financial Officer of OHA Senior Private Lending Fund LLC, and Amaka Dike was appointed as the new Chief Financial Officer effective February 24, 2026.","talent_readthrough":"OHA Senior Private Lending Fund LLC sees a leadership change in its finance function with the appointment of Amaka Dike as Chief Financial Officer in New York.","company":"OHA Senior Private Lending Fund LLC","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1955010/000114036126006803/ef20066505_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:31:02"},{"signal_id":"7408deff34162ff7d8e227102eba12ce","headline":"U S PHYSICAL THERAPY INC /NV 8-K filing (Item 5.02): officer or director change","summary":"Carey Hendrickson, Chief Financial Officer of U.S. Physical Therapy, Inc., has resigned to pursue another CFO position with a publicly-traded company, with his last day being April 24, 2026. Jason Curtis will assume the CFO responsibilities.","talent_readthrough":"A CFO departure at U.S. Physical Therapy in Houston leads to an internal promotion, affecting finance leadership.","company":"U.S. Physical Therapy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["finance"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885978/000114036126006882/ef20066590_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:31:21"},{"signal_id":"0bf20d75900b7baefb29aaed65fa582b","headline":"Sixth Street Specialty Lending, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Joshua Easterly, Chairman of the Board of Directors of Sixth Street Specialty Lending, Inc., notified the Company of his decision to not seek re-election at the upcoming 2026 Annual Meeting of Shareholders and to retire from Sixth Street Partners, LLC as of June 30, 2026.","talent_readthrough":"Joshua Easterly will retire from his executive role at Sixth Street Specialty Lending, Inc. in Dallas. The Board plans to appoint a successor.","company":"Sixth Street Specialty Lending, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-21","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1508655/000119312526063983/d53156d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:31:57"},{"signal_id":"63a67f37cf74d1f56b007342a8679189","headline":"DARLING INGREDIENTS INC. 8-K filing (Item 5.02): officer or director change","summary":"Gary W. Mize plans to retire from the Board of Darling Ingredients Inc. at the 2026 Annual Meeting, and Robert Aspell was elected to the Board effective immediately.","talent_readthrough":"Darling Ingredients Inc. sees a board member retiring and a new independent director appointed in Irving, Texas, with no immediate change to executive roles.","company":"Darling Ingredients Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/916540/000091654026000006/dar-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:32:06"},{"signal_id":"c1cc4edcca46abc34777ba3910fd7383","headline":"T. Rowe Price OHA Select Private Credit Fund 8-K filing (Item 5.02): officer or director change","summary":"Thomas Hansen resigned as interim Chief Financial Officer, and Amaka Dike was appointed as the new Chief Financial Officer of T. Rowe Price OHA Select Private Credit Fund.","talent_readthrough":"T. Rowe Price OHA Select Private Credit Fund appoints a new Chief Financial Officer in New York, with no disclosed impact on headcount.","company":"T. 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Loftus joins the board of Art Technology Acquisition Corp. in Philadelphia.","company":"Art Technology Acquisition Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2086545/000121390026019946/ea0278052-8k_arttechacq.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:32:39"},{"signal_id":"cd97215cfcf0d63a92b7614beba69a8a","headline":"AMBARELLA INC 8-K filing (Item 5.02): officer or director change","summary":"Ambarella, Inc. reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Ambarella's leadership change in Santa Clara affects executive roles; the filing does not disclose hiring or displacement plans.","company":"Ambarella, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280263/000119312526076823/d108529d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:32:47"},{"signal_id":"257e90a2884fdf78f0171c681b935ffd","headline":"Archrock, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Archrock, Inc. has adopted a short-term incentive program for 2026, setting cash incentive targets for its named executive officers as a percentage of their eligible earnings.","talent_readthrough":"Archrock's executive team in Houston has new short-term cash incentive targets under the 2026 Incentive Program.","company":"Archrock, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1389050/000138905026000003/aroc-20260218x8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:32:55"},{"signal_id":"7521794cf74c82a4f3b75b55db66291d","headline":"LifeStance Health Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"LifeStance Health Group, Inc. reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"LifeStance Health Group in Scottsdale, Arizona, has a change in its executive leadership; the filing does not disclose further details on the nature of the change.","company":"LifeStance Health Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1845257/000119312526067858/lfst-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:33:04"},{"signal_id":"239fb8c2612167336d30a21640741699","headline":"BANK OF HAWAII CORP  (BOH, BOH-PA, BOH-PB) 8-K filing (Item 5.02): officer or director change","summary":"The Human Resources and Compensation Committee of the Board of Directors of BANK OF HAWAII CORPORATION approved actions relative to salary and performance-based bonus awards for the Company’s designated 2025 Named Executive Officers.","talent_readthrough":"BANK OF HAWAII CORPORATION's HR and Compensation Committee made decisions on executive compensation, affecting named executive officers in Honolulu.","company":"BANK OF HAWAII CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"HI","functions":["hr_people","executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46195/000004619526000013/boh-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:33:13"},{"signal_id":"50f6be1ceacc45cebc380c9d285d9114","headline":"NeoVolta Inc.  (NEOV, NEOVW) 8-K filing (Item 5.02): officer or director change","summary":"NeoVolta, Inc entered into RSU Cancellation Agreements with its CEO and CFO, canceling certain Restricted Stock Unit Awards previously granted to them.","talent_readthrough":"NeoVolta's CEO and CFO have canceled their restricted stock units; the filing does not indicate any broader workforce changes.","company":"NeoVolta, Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1748137/000168316826001303/neovolta_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:33:22"},{"signal_id":"81f3d6ba2646c94fb05fe47b6d13f5a5","headline":"Pismo Coast Village Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pismo Coast Village Inc. announced the appointment of new executive officers, including George Pappi as President/Chief Executive Officer, to serve until the annual meeting in January 2027.","talent_readthrough":"Pismo Coast Village in California has appointed new executive leadership, including a CEO and other officers, with no disclosed impact on headcount.","company":"Pismo Coast Village Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/216877/000106299326001148/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:33:30"},{"signal_id":"d30d18e23e4a1390f701fbf808d7a917","headline":"Foghorn Therapeutics Inc. 8-K filing (Item 5.02): officer or director change","summary":"Foghorn Therapeutics Inc. announced the appointment of Ryan D. Maynard as Chief Financial Officer, effective immediately.","talent_readthrough":"Foghorn Therapeutics appoints a new CFO in Watertown, MA, signaling a leadership change in its executive team.","company":"Foghorn Therapeutics Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822462/000162828026010377/fhtx-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:33:53"},{"signal_id":"60755b2cb010e08219eb77837f2b3e47","headline":"Ashford Hospitality Trust, Inc. 8-K filing: officer or director change","summary":"Ashford Hospitality Trust, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Ashford Hospitality Trust has announced a leadership change in Dallas. The filing does not disclose any hiring plans.","company":"Ashford Hospitality Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1232582/000123258226000029/aht-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:34:22"},{"signal_id":"14d14eeea3b0f2f08f7f6ce1c6311772","headline":"Golden Matrix Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Golden Matrix Group, Inc. appointed Mr. William Scott as President and Mr. Rich Christensen as Treasurer, effective February 19, 2026.","talent_readthrough":"Golden Matrix Group appoints new President and Treasurer in Las Vegas, affecting executive roles.","company":"Golden Matrix Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437925/000147793226000993/gmgi_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:35:07"},{"signal_id":"5a218467c5900f2cdf09e01cd862562d","headline":"Tevogen Bio Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Tevogen Bio Holdings Inc. reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Leadership change at Tevogen Bio Holdings in Warren, New Jersey; the announcement does not specify hiring or displacement.","company":"Tevogen Bio Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1860871/000149315226008065/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:35:27"},{"signal_id":"09643c13500f652e5ea377d19803c63c","headline":"Aurora Innovation, Inc. 8-K filing: officer or director change","summary":"Claire D’Oyly-Hughes Johnson resigned from the Board of Directors of Aurora Innovation, Inc., effective February 27, 2026, with no disagreement cited.","talent_readthrough":"Aurora Innovation's board sees a departure in Pittsburgh; no immediate hiring or displacement is indicated.","company":"Aurora Innovation, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828108/000162828026012827/aur-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:35:42"},{"signal_id":"1d07ada5e9c7084fb513077e96a4d3e2","headline":"AMERICAN TOWER CORP /MA/ 8-K filing (Item 5.02): officer or director change","summary":"The SEC filing reports a leadership change at American Tower Corporation, with no details on hiring or displacement.","talent_readthrough":"American Tower Corporation in Boston has reported a leadership change in its executive team, with no immediate impact on hiring or roles disclosed.","company":"AMERICAN TOWER CORP /MA/","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053507/000105350726000038/amt-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:35:50"},{"signal_id":"e3d3c09651d34d74d7165c90f987e898","headline":"MARA Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MARA Holdings, Inc. has approved new forms of award agreements for grants of restricted stock units and performance-based restricted stock units under its Amended and Restated 2018 Equity Incentive Plan.","talent_readthrough":"Executives at MARA Holdings in Hallandale Beach will see changes in their compensation structure with new RSU and PSU award agreements.","company":"MARA Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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announced the reappointment of Ms. Ichi Shih as an independent member of the Board of Directors, effective December 8, 2025, and as Chair of the Audit Committee.","talent_readthrough":"Bit Digital reappoints an independent director to its board in New York, with no immediate change to executive roles.","company":"Bit Digital, Inc","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710350/000121390026020401/ea0278196-8k_bitdigital.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:36:40"},{"signal_id":"229e5672d1b12b9b2a0fb42f70b9c2f6","headline":"Federal Home Loan Bank of Des Moines 8-K filing (Item 5.02): officer or director change","summary":"The Federal Home Loan Bank of Des Moines received a non-objection letter from the Federal Housing Finance Agency concerning its Executive Incentive Plan, effective retroactively to January 1, 2026, providing incentive compensation arrangements for certain employees including named executive officers.","talent_readthrough":"Executive roles at the Federal Home Loan Bank of Des Moines will see changes in incentive compensation arrangements.","company":"Federal Home Loan Bank of Des Moines","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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Smith and Christophe P. Weber as directors, effective February 18, 2026.","talent_readthrough":"Boston Scientific adds two directors to its board in Massachusetts, a planned leadership change.","company":"Boston Scientific Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885725/000088572526000013/bsx-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:37:13"},{"signal_id":"670d030defc4aa97ec6444f9e352b914","headline":"North Haven Private Income Fund LLC 8-K filing (Item 5.02): officer or director change","summary":"North Haven Private Income Fund LLC reported a change in officers or directors in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at North Haven Private Income Fund LLC in New York does not indicate immediate hiring or displacement.","company":"North Haven Private Income Fund LLC","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851322/000119312526076787/ck0001851322-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:37:29"},{"signal_id":"f72080fafb0de202a9ef0efb834ab1dc","headline":"BENCHMARK ELECTRONICS INC 8-K filing (Item 5.02): officer or director change","summary":"Benchmark Electronics, Inc. has entered into an employment agreement with David Moezidis, who will commence employment as the Company’s President and Chief Executive Officer on March 31, 2026.","talent_readthrough":"Benchmark Electronics appoints a new President and CEO in Tempe, signaling a leadership transition but disclosing no immediate hiring or displacement.","company":"Benchmark Electronics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/863436/000119312526067236/bhe-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:37:37"},{"signal_id":"636bb6435c51fc91ad3a0d245bf2388e","headline":"AFFILIATED MANAGERS GROUP, INC.  (AMG, MGR, MGRB, MGRD, MGRE) 8-K filing (Item 5.02): officer or director change","summary":"Affiliated Managers Group, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Affiliated Managers Group has announced a leadership change in its executive team in West Palm Beach.","company":"Affiliated Managers Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004434/000119312526076911/d113085d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:38:57"},{"signal_id":"e10af2437362a3693b47871bdb50721b","headline":"Deep Fission, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Deep Fission, Inc. appointed Mark Pérès as Chief Nuclear Officer, effective February 19, 2026, with an annual base salary of $300,000.","talent_readthrough":"Deep Fission appoints a new Chief Nuclear Officer in Berkeley, a leadership change with no immediate impact on headcount.","company":"Deep Fission, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1918102/000110465926019327/tm267068d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:39:09"},{"signal_id":"62dbec91f334719768884162b4573a63","headline":"Honest Company, Inc. 8-K filing (Item 5.02): officer or director change","summary":"The Honest Company, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"The Honest Company has a leadership change in Los Angeles; the filing does not disclose hiring or displacement plans.","company":"The Honest Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530979/000162828026011624/hnst-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:39:17"},{"signal_id":"bdfecb517fd729293d0e6dda0dca3759","headline":"NATIONAL HEALTH INVESTORS INC 8-K filing (Item 5.02): officer or director change","summary":"National Health Investors, Inc. announced the appointment of Lilly H. Donohue to its Board of Directors, effective immediately, with an initial term expiring at the 2026 annual meeting of stockholders.","talent_readthrough":"National Health Investors adds a new board member in Murfreesboro, signaling leadership change but no immediate impact on hiring.","company":"National Health Investors, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/877860/000087786026000030/nhi-20260217.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:39:25"},{"signal_id":"977bd7cb2b9c1f577edf642149c1785d","headline":"SENTIENT BRANDS HOLDINGS INC. 8-K filing (Item 5.02): officer or director change","summary":"Sentient Brands Holdings Inc. reports the execution of an Addendum to the Share Exchange Agreement and the engagement of the CFO and President/COO positions.","talent_readthrough":"Sentient Brands Holdings Inc. in New York has engaged new CFO and President/COO roles; the announcement does not disclose hiring plans for other positions.","company":"Sentient Brands Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1358633/000149315226007849/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:39:34"},{"signal_id":"8393438c6133089524413d90ee9fa613","headline":"Proficient Auto Logistics, Inc 8-K filing (Item 5.02): officer or director change","summary":"Proficient Auto Logistics, Inc. appointed Rohit Lal to its Board of Directors and to the Audit and Nominating and Corporate Governance Committees, effective February 26, 2026.","talent_readthrough":"Proficient Auto Logistics adds an executive to its board in Jacksonville, with no immediate change to headcount.","company":"Proficient Auto Logistics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1998768/000121390026020819/ea0278480-8k_proficient.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:39:41"},{"signal_id":"bcf7433888771c27bf19405a5081aec1","headline":"CENTERPOINT ENERGY INC 8-K filing (Item 5.02): officer or director change","summary":"CenterPoint Energy Inc reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at CenterPoint Energy Inc in Houston does not indicate immediate hiring or displacement.","company":"CenterPoint Energy Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130310/000113031026000013/cnp-20260218.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:39:51"},{"signal_id":"d2cd92ed7a26b317268b21c7e74b9352","headline":"Vital Farms, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Vital Farms, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Vital Farms has announced a leadership change in Austin. The filing does not disclose any hiring plans.","company":"Vital Farms, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579733/000119312526073373/vitl-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:40:10"},{"signal_id":"cb914fca940f9fd010ee306dbde51975","headline":"MARKEL GROUP INC. 8-K filing (Item 5.02): officer or director change","summary":"Markel Group Inc. announced a transition in leadership, including the appointment of Simon Wilson as Executive Vice President and Chief Executive Officer of Markel Insurance, and Andrew G. Crowley as Executive Vice President and President of Markel Ventures.","talent_readthrough":"Markel Group Inc. has announced leadership changes affecting executive roles. Watch for updates on strategic direction.","company":"Markel Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1096343/000109634326000018/mkl-20260221.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:40:24"},{"signal_id":"b9b04b50368594091ecd4ff98f5074d1","headline":"Algorhythm Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Algorhythm Holdings, Inc. entered into an amended and restated employment agreement with Gary Atkinson, the Company’s Chief Executive Officer, replacing the previous agreement from April 22, 2022.","talent_readthrough":"Algorhythm's CEO has a new three-year employment agreement in Fort Lauderdale, with automatic renewals unless either party opts out.","company":"Algorhythm Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/923601/000149315226008357/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:40:32"},{"signal_id":"576fa2ca4ef450703a396cd1ab5468eb","headline":"KILROY REALTY CORP 8-K filing (Item 5.02): officer or director 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EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:40:41"},{"signal_id":"c0c9c73091eb13f24e803b1bda518602","headline":"HCA Healthcare, Inc. 8-K filing (Item 5.02): officer or director change","summary":"HCA Healthcare, Inc. has adopted the 2026 Executive Officer Performance Excellence Program, making executive officers eligible for performance awards based on EBITDA and quality metrics targets.","talent_readthrough":"HCA Healthcare's executive officers in Nashville are now eligible for performance awards tied to EBITDA and quality metrics, signaling a shift in compensation structure.","company":"HCA Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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Maue and Eric A. 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Story will retire as CFO of Manhattan Associates, Inc., with Linda C. Pinne succeeding him. Story will remain as Advisor to the CEO until his retirement date.","talent_readthrough":"Manhattan Associates in Atlanta transitions CFO roles; executive leadership changes with no stated impact on other roles.","company":"Manhattan Associates, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056696/000119312526073584/manh-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:42:15"},{"signal_id":"3261cd6933ff4567666edbce1616a6e8","headline":"SOLENO THERAPEUTICS INC 8-K filing (Item 5.02): officer or director change","summary":"Soleno Therapeutics, Inc. announced the appointment of Jennifer Fulk as the Company’s Chief Financial Officer, effective March 2, 2026, succeeding James Mackaness who intends to retire by the end of March.","talent_readthrough":"Soleno Therapeutics appoints Jennifer Fulk as CFO in Redwood City, succeeding retiring James Mackaness.","company":"Soleno Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1484565/000119312526073209/d110816d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:42:49"},{"signal_id":"71f44f8114bf8936d64796f07bf12b14","headline":"Elevance Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Elevance Health announced that Peter D. 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Steven Bender, Executive Vice President and Chief Financial Officer of Westlake Corporation, announced his retirement effective upon the appointment of his successor. The Board of Directors also elected Bhavesh V. 'Bob' Patel and Jean-Marc Gilson as new members.","talent_readthrough":"Westlake Corporation's CFO retires, with succession plans pending. New directors join the board in Houston.","company":"Westlake Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1262823/000119312526064221/d33682d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:43:41"},{"signal_id":"ba212cf90a58a6a130eb5b2afbaa7d3b","headline":"Upland Software, Inc. 8-K filing (Item 5.02): officer or director change","summary":"John T. McDonald, Chief Executive Officer and Chairman of the board of directors of Upland Software, Inc., notified the Board of his intention to retire as Chief Executive Officer, effective April 30, 2026.","talent_readthrough":"Upland Software's CEO John T. McDonald will retire in April 2026. 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The filing does not disclose any hiring or displacement plans.","company":"TaskUs, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1829864/000182986426000005/task-20260220.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:45:33"},{"signal_id":"a73b245123ece42e7683da6528dafde3","headline":"CareDx, Inc. 8-K filing (Item 5.02): officer or director change","summary":"CareDx, Inc. filed an amendment to its Form 8-K to add iXBRL tagging to Items 5.02 and 7.01, reporting a change in officer or director.","talent_readthrough":"CareDx has announced a leadership change in Brisbane. The filing does not disclose any hiring or displacement plans.","company":"CareDx, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1217234/000121723426000019/cdna-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:45:48"},{"signal_id":"977d669b840f2172bf0bbac3690221fb","headline":"Iridium Communications Inc. 8-K filing (Item 5.02): officer or director change","summary":"Iridium Communications Inc. has approved the terms of the Annual Performance Bonus Plan for eligible employees and certain consultants, including the CEO, CFO, and other named executive officers, starting from January 1, 2026.","talent_readthrough":"Iridium Communications introduces a performance bonus plan for executives and eligible employees in McLean, starting 2026.","company":"Iridium Communications Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1418819/000141881926000014/irdm-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:46:16"},{"signal_id":"9e8b88fede69655bbcbb6687de38f9cd","headline":"EASTMAN KODAK CO 8-K filing (Item 5.02): officer or director change","summary":"Eastman Kodak Company has extended the employment term of James V. Continenza, its Executive Chairman and Chief Executive Officer, until December 31, 2030, with a new annual base salary of $1,200,000 and an annual cash incentive of up to 125% of base salary.","talent_readthrough":"Eastman Kodak's CEO extends his term with a new compensation package; no immediate impact on other roles is disclosed.","company":"Eastman Kodak Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31235/000119312526083095/kodk-20260223.htm","source_name":"SEC EDGAR","published_date":"2026-02-27","captured_at":"2026-07-28 11:46:26"},{"signal_id":"05df7aec4582e8ea61913fd29d035be6","headline":"Alkermes plc. 8-K filing (Item 5.02): officer or director change","summary":"Richard F. 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Silverman as President and CEO following Silverman's retirement in July 2026.","talent_readthrough":"Jeffery F. Weidley will take over as President and CEO of Union Bankshares, Inc. and Union Bank, succeeding David S. Silverman upon his retirement.","company":"Union Bankshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-03","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/706863/000070686326000012/unb-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:48:20"},{"signal_id":"822eb81c3ce2a538ce82b6f24470a1f5","headline":"E.W. 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III 8-K filing (Item 5.02): officer or director change","summary":"Armada Acquisition Corp. III reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Armada Acquisition Corp. III has a leadership change in its executive team, as reported in its SEC filing.","company":"Armada Acquisition Corp. III","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2092897/000119312526064395/d55550d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:49:37"},{"signal_id":"bb3c2f16181e711a33dafdd652a7497e","headline":"PureCycle Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PureCycle Technologies, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"PureCycle Technologies has a leadership change in Orlando; the filing does not disclose hiring plans.","company":"PureCycle Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1830033/000119312526076587/pct-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:49:57"},{"signal_id":"dcfd32bd8cc144f203df758756de1c3a","headline":"Atlantic Union Bankshares Corp  (AUB, AUB-PA) 8-K filing (Item 5.02): officer or director change","summary":"Alexander D. Dodd has been appointed Executive Vice President and Chief Financial Officer of Atlantic Union Bankshares Corporation and Atlantic Union Bank, effective April 13, 2026.","talent_readthrough":"Atlantic Union appoints a new CFO in Glen Allen, Virginia, with no disclosed impact on headcount.","company":"Atlantic Union Bankshares Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883948/000110465926018812/tm267065d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:50:18"},{"signal_id":"856c327f4e2f06c22eadee9c0ab47111","headline":"Capri Holdings Ltd 8-K filing (Item 5.02): officer or director change","summary":"Capri Holdings Limited announced the appointment of Tyler Reddien as the Company’s Chief Financial Officer and Chief Operating Officer, effective March 30, 2026.","talent_readthrough":"Capri Holdings appoints a new CFO and COO in London, signaling a leadership change at the executive level.","company":"Capri Holdings Ltd","pillar":"leadership_change","signal_direction":"neutral","city":"London","region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530721/000153072126000018/cpri-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:50:39"},{"signal_id":"279fdc61116e9b1b932f2deb53a524a7","headline":"BLACKBOXSTOCKS INC. 8-K filing (Item 5.02): officer or director change","summary":"Blackboxstocks Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Blackboxstocks Inc. affects executive roles in Dallas.","company":"Blackboxstocks Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1567900/000118518526000663/realloys8k021026.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:50:52"},{"signal_id":"07986371584cd60a425d987412011e9f","headline":"LEGGETT & PLATT INC 8-K filing (Item 5.02): officer or director change","summary":"The Human Resources and Compensation Committee of LEGGETT & PLATT INC approved the 2026 annual base salary rates for named executive officers, including the President & CEO, EVP & CFO, and others.","talent_readthrough":"Executive compensation shifts at LEGGETT & PLATT in Carthage, with base salary increases for the CEO, CFO, and other named officers.","company":"LEGGETT & PLATT INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/58492/000119312526067008/d29281d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-24","captured_at":"2026-07-28 11:51:01"},{"signal_id":"011b2322f16f7b09ad6874b0f22fa84b","headline":"INFINITY NATURAL RESOURCES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Infinity Natural Resources, Inc. reported a change in its officer or director positions in its 8-K filing with the SEC.","talent_readthrough":"Infinity Natural Resources has changed its executive leadership. The filing does not disclose hiring plans; watch its careers page for executive roles.","company":"Infinity Natural Resources, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WV","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2029118/000119312526064039/d30572d8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-23","captured_at":"2026-07-28 11:51:28"},{"signal_id":"feee8f99405ce2ba3728122355e626f5","headline":"ContextLogic Holdings Inc. 8-K filing: officer or director change","summary":"ContextLogic Holdings Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at ContextLogic Holdings Inc. affects executive roles in Oakland.","company":"ContextLogic Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2064307/000114036126006990/ef20066612_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-26","captured_at":"2026-07-28 11:51:38"},{"signal_id":"d19c3b5921df0cef8357c9736f317dc2","headline":"Catalyst Crew Technologies Corp. 8-K filing (Item 5.02): officer or director change","summary":"Catalyst Crew Technologies Corp. reports a change in control and a shift in business focus to digital health technology, integrating AI-driven healthcare analytics and telehealth services.","talent_readthrough":"Executive leadership changes at Catalyst Crew Technologies as it pivots to digital health technology in Caracas.","company":"Catalyst Crew Technologies Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WY","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477960/000147793226001029/cctc_8k.htm","source_name":"SEC EDGAR","published_date":"2026-02-25","captured_at":"2026-07-28 11:51:55"},{"signal_id":"c430482726e432474a295f923fe5c05f","headline":"PEAPACK GLADSTONE FINANCIAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Peapack-Gladstone Financial Corporation amended its Form 8-K to include committee assignments for Diane D’Erasmo and Ellen C. Walsh to its Board of Directors.","talent_readthrough":"Peapack-Gladstone Financial Corporation adds two executives to its board in Bedminster, with no disclosed impact on hiring.","company":"Peapack-Gladstone Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050743/000119312526085239/pgc-20251218.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:54:27"},{"signal_id":"ef7a10b80262bcd15c030ad4bf4f1b8a","headline":"BGSF, INC. 8-K filing (Item 5.02): officer or director change","summary":"BGSF, Inc. announced the appointments of Keith Schroeder and Kelly Brown as Co-Chief Executive Officers on a permanent, non-interim basis, with Brown's employment agreement effective through December 31, 2027.","talent_readthrough":"BGSF appoints two co-CEOs in Dallas, signaling a leadership change but no immediate impact on hiring or workforce.","company":"BGSF, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474903/000147490326000012/bgsf-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:54:47"},{"signal_id":"8397578a8d324acb27d4ef1636d65b22","headline":"Marilu Brassington resigns as CFO and board member of Adapti, Inc.","summary":"Marilu Brassington has resigned as Chief Financial Officer and as a member of the board of directors of Adapti, Inc., effective March 2, 2026.","talent_readthrough":"Adapti's CFO and board member Marilu Brassington has resigned; the company is now seeking a new financial leader in Dallas.","company":"Adapti, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1420924/000149315226009046/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 11:54:55"},{"signal_id":"55b7558e0cb5d5122fdd187b3c3d29a9","headline":"Sabre Corp 8-K filing (Item 5.02): officer or director change","summary":"Sabre Corporation has appointed Damian McKay as a new member of its board of directors, with a term expiring at the company's 2026 annual meeting of stockholders.","talent_readthrough":"Sabre Corporation adds Damian McKay to its board in Southlake, a leadership change with no immediate impact on hiring or roles.","company":"Sabre Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1597033/000119312526094301/d87762d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-05","captured_at":"2026-07-28 11:55:03"},{"signal_id":"a0adfda77c438f41ee061ee30a305164","headline":"First Bancorp /NC/ 8-K filing (Item 5.02): officer or director change","summary":"First Bancorp announced that Michael G. Mayer has retired from the Company and First Bank effective February 28, 2026, as part of its succession plan.","talent_readthrough":"Michael G. Mayer retires from executive roles at First Bancorp in Southern Pines, North Carolina, but remains on the board.","company":"First Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811589/000081158926000055/fbnc-20260228.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:55:26"},{"signal_id":"2c3e61aa5cb60c866a8e5cee32afc2fb","headline":"Bausch Health Companies Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bausch Health Companies Inc. announced changes to the compensation structure for certain earned 2023 performance share unit awards, including for named executive officers Thomas Appio and Seana Carson, to be paid in cash rather than stock upon vesting.","talent_readthrough":"Executive compensation shifts at Bausch Health Companies Inc., with performance share unit awards for named executives now payable in cash instead of stock.","company":"Bausch Health Companies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885590/000119312526085755/d938319d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:55:47"},{"signal_id":"a60d8f4b6cb745ea11c83af62174cc3e","headline":"CARMAX INC 8-K filing (Item 5.02): officer or director change","summary":"CarMax, Inc. entered into amended and restated severance agreements with certain of its executive officers, including Enrique Mayor-Mora, Charles Joseph Wilson, and Shamim Mohammad.","talent_readthrough":"CarMax's executive officers have new severance terms in Richmond. Candidates for executive roles should note the updated compensation arrangements.","company":"CarMax, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1170010/000117001026000006/kmx-20260301.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:56:07"},{"signal_id":"0b5abe3f929b7b3e1a547e13c2b3dedc","headline":"PACS Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PACS Group, Inc. appointed Patrick H. Conway, MD, MSc to the Board of Directors, effective immediately, as a Class III director.","talent_readthrough":"PACS Group adds a new director in Salt Lake City, with no immediate change to executive roles.","company":"PACS Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2001184/000200118426000009/pacs-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-05","captured_at":"2026-07-28 11:56:15"},{"signal_id":"f88a14f8fcac0fc93213e923b0502e70","headline":"CALAVO GROWERS INC 8-K filing (Item 5.02): officer or director change","summary":"Calavo Growers, Inc. filed an 8-K/A form with the SEC, amending the severance provisions of the Retention Agreements due to a clerical error.","talent_readthrough":"Calavo Growers has updated its leadership agreements in Santa Paula, California. The filing does not disclose any immediate changes to roles or hiring plans.","company":"Calavo Growers, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1133470/000110465926022214/cvgw-20260114x8ka.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:56:29"},{"signal_id":"0ca8a8bb1845b6dc4fd8dc140079c4c2","headline":"RESOURCES CONNECTION, INC. 8-K filing (Item 5.02): officer or director change","summary":"Resources Connection, Inc. announced the departure of Bhadreskumar Patel, the company's Chief Operating Officer, effective May 15, 2026, with no plans to appoint a replacement.","talent_readthrough":"Resources Connection's COO will leave in May 2026, with no replacement planned. Presidents of business units will report directly to the CEO.","company":"Resources Connection, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-15","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084765/000108476526000019/rgp-20260303.htm","source_name":"SEC EDGAR","published_date":"2026-03-04","captured_at":"2026-07-28 11:56:49"},{"signal_id":"e8b769f096458e2eeb6313325c63f25a","headline":"Digi International Inc 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Digi International Inc approved supplemental equity awards under the Company’s 2021 Omnibus Incentive Plan, including a one-time performance stock unit award for James J. Loch, the Executive Vice President, Chief Financial Officer and Treasurer.","talent_readthrough":"Digi International's CFO received a one-time equity award, signaling a compensation shift for executive roles in Minnesota.","company":"Digi International Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/854775/000085477526000008/dgii-20260227.htm","source_name":"SEC EDGAR","published_date":"2026-03-05","captured_at":"2026-07-28 11:57:06"},{"signal_id":"6eb4dda2812b39860185af32770f8185","headline":"INTEST CORP 8-K filing (Item 5.02): officer or director change","summary":"InTest Corporation's Compensation Committee decided to maintain the base salaries of its CEO and CFO at their 2025 levels and set their 2026 short-term performance bonus targets at 85% and 65% of their base salaries, respectively.","talent_readthrough":"InTest Corporation's executive compensation remains unchanged for 2026, with performance bonus targets set for the CEO and CFO in Mt. Laurel.","company":"InTest Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1036262/000103626226000007/intt-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 11:57:14"},{"signal_id":"a91ae8d2a831f910bb14a34138387b9b","headline":"Sysco Corporation 8-K filing (Item 5.02): officer or director change","summary":"Kenny Cheung resigned as Executive Vice President and Chief Financial Officer of Sysco Corporation to accept a position at a Fortune 10 company in a different industry. Brandon Sewell was appointed as the new Senior Vice President and Chief Financial Officer.","talent_readthrough":"Sysco Corporation's CFO role transitions from Kenny Cheung to Brandon Sewell, with no immediate impact on hiring or displacement.","company":"Sysco Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/96021/000119312526092606/d25409d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-05","captured_at":"2026-07-28 11:57:28"},{"signal_id":"f73ac7e8e2416181a343e9f82589a76f","headline":"CrossAmerica Partners LP 8-K filing (Item 5.02): officer or director change","summary":"CrossAmerica Partners LP announced the appointment of Maura Topper as President and CEO, succeeding Charles M. Nifong, Jr., who will move to the executive management team of Dunne Manning Holdings LLC.","talent_readthrough":"CrossAmerica's leadership change in Allentown affects executive roles, with no immediate indication of broader workforce impact.","company":"CrossAmerica Partners LP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538849/000119312526085660/capl-20260302.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:57:37"},{"signal_id":"e8c13a3726b157d2bcf2c5f62ac9150a","headline":"Absci Corp 8-K filing (Item 5.02): officer or director change","summary":"Absci Corporation's Board of Directors approved amended and restated forms of director and officer indemnification agreements, replacing previous agreements with updated terms including a revised 'change in control' provision.","talent_readthrough":"Absci updates indemnification terms for executives in Vancouver, with no disclosed impact on hiring or roles.","company":"Absci Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672688/000167268826000047/absc-20260303.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 11:57:54"},{"signal_id":"c770ab2a232fb264e04149e803742c74","headline":"PACKAGING CORP OF AMERICA 8-K filing (Item 5.02): officer or director change","summary":"Paul T. Stecko announced his retirement from the Board of Directors of Packaging Corporation of America, with Fabian C. Strauss being promoted to Vice President, Controller and Treasurer.","talent_readthrough":"Packaging Corporation of America sees a leadership change with a board retirement and an executive promotion in Lake Forest.","company":"Packaging Corporation of America","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/75677/000119312526087363/d118764d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 11:58:02"},{"signal_id":"baa82ee65e94a3e036b3a0cb4b056c4e","headline":"Slam Corp. 8-K filing (Item 5.02): officer or director change","summary":"Slam Corp. reported a change in its officer or director position in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Slam Corp. in New York affects executive roles. The announcement does not specify hiring or displacement.","company":"Slam Corp.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1838162/000121390026022668/ea0277094-8k_slam.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 11:58:35"},{"signal_id":"34eb04994038b57d90089926b2f4695d","headline":"Ventyx Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ventyx Biosciences, Inc. reported a change in officer or director in its 8-K filing, following its merger with Eli Lilly and Company.","talent_readthrough":"Executive roles at Ventyx Biosciences are affected by the merger with Eli Lilly; watch for updates on leadership structure.","company":"Ventyx Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851194/000119312526090059/d116049d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-04","captured_at":"2026-07-28 11:58:59"},{"signal_id":"18a68ac2d0ae26940dd0126f1b8c6ec1","headline":"PEDEVCO CORP 8-K filing (Item 5.02): officer or director change","summary":"PEDEVCO Corp. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"PEDEVCO Corp. announces a leadership change in Houston, affecting executive roles.","company":"PEDEVCO CORP.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141197/000165495426001835/ped_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 11:59:06"},{"signal_id":"974bd86cd64496d32cf34b1bf23c6ee3","headline":"RAPT Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"RAPT Therapeutics, Inc. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"RAPT Therapeutics has announced a leadership change in South San Francisco; the filing does not disclose hiring plans.","company":"RAPT Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673772/000119312526086878/d69681d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 11:59:15"},{"signal_id":"bb9267984fd99dde6f84d28bcf47d4db","headline":"INSPIRE VETERINARY PARTNERS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Erinn Thomas-Mackey resigned from the board of directors of Inspire Veterinary Partners, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board member at Inspire Veterinary Partners in Virginia Beach has resigned; the announcement does not indicate any operational changes.","company":"Inspire Veterinary Partners, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1939365/000121390026022162/ea0279113-8k_inspire.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:59:22"},{"signal_id":"fce591bf9eb3ee10c85fedbda93b3efe","headline":"AMERISERV FINANCIAL INC /PA/ 8-K filing (Item 5.02): officer or director change","summary":"Michael D. Lynch, Executive Vice President and Chief Financial Officer of AMERISERV FINANCIAL, Inc., announced his retirement effective May 18, 2026, with the company searching for his replacement.","talent_readthrough":"AMERISERV FINANCIAL seeks a new CFO in Johnstown, PA, following the retirement of its long-serving executive.","company":"AMERISERV FINANCIAL, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/707605/000110465926023506/tm268013d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-04","captured_at":"2026-07-28 11:59:30"},{"signal_id":"e099650857961be8e9455aa35622f374","headline":"Tennessee Valley Authority  (TVC, TVE) 8-K filing (Item 5.02): officer or director change","summary":"William J. Renick resigned as a member of the Tennessee Valley Authority Board of Directors, and Jeremy P. Fisher will no longer be performing the duties of TVA’s Executive Vice President and Chief Business Officer and will be departing TVA.","talent_readthrough":"Tennessee Valley Authority sees changes in its executive leadership with a board member resignation and the departure of its Executive Vice President and Chief Business Officer.","company":"Tennessee Valley Authority","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376986/000137698626000017/tve-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 11:59:49"},{"signal_id":"3deb5e5882bbb2509004bebe656e488f","headline":"CARDINAL HEALTH INC 8-K filing (Item 5.02): officer or director change","summary":"Mary Scherer, Senior Vice President and Chief Accounting Officer at Cardinal Health, Inc., has notified the company of her intention to retire in February 2027. The company will begin a search for her successor.","talent_readthrough":"Cardinal Health's chief accounting officer will retire next year; the company is searching for a successor in Dublin.","company":"Cardinal Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Dublin","region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/721371/000072137126000010/cah-20260302.htm","source_name":"SEC EDGAR","published_date":"2026-03-05","captured_at":"2026-07-28 12:00:14"},{"signal_id":"b847f928dc4351c768672e11f17bb6f9","headline":"FibroBiologics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"FibroBiologics, Inc. announced a new annual base salary of $400,000 for Jason D. Davis, the company's Chief Financial Officer, effective January 1, 2026.","talent_readthrough":"FibroBiologics' CFO has a new base salary of $400,000, effective January 2026. The filing does not disclose broader hiring or compensation changes.","company":"FibroBiologics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1958777/000119312526096474/fblg-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:00:27"},{"signal_id":"3cf8805e6e79664e31be7286c6d3f26e","headline":"Roblox Corp 8-K filing (Item 5.02): officer or director change","summary":"Arvind K. Chakravarthy, Roblox Corporation's Chief People and Systems Officer, notified the company of his intent to resign effective March 6, 2026, to pursue other opportunities.","talent_readthrough":"Roblox's Chief People and Systems Officer is leaving; watch for a new appointment in HR leadership.","company":"Roblox Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["hr_people"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1315098/000131509826000062/rblx-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:00:40"},{"signal_id":"9ed80bba51db515c75ebe57f9326253a","headline":"ORASURE TECHNOLOGIES INC 8-K filing (Item 5.02): officer or director change","summary":"David J. Shulkin, M.D. resigned from his position as director and member of the Compensation Committee of OraSure Technologies, Inc., effective March 2, 2026, with no dispute or disagreement cited.","talent_readthrough":"A director resigns from OraSure Technologies in Bethlehem, with no immediate impact on executive roles disclosed.","company":"OraSure Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1116463/000111646326000011/osur-20260228.htm","source_name":"SEC EDGAR","published_date":"2026-03-05","captured_at":"2026-07-28 12:00:48"},{"signal_id":"33e6e6026257d0012cfa039673616823","headline":"Vontier Corp 8-K filing (Item 5.02): officer or director change","summary":"Christopher J. Klein notified the Board of Directors of Vontier Corporation that he has elected to retire from the Board and will not stand for re-election at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"Christopher J. Klein retires from Vontier Corporation's board, effective at the 2026 Annual Meeting. The announcement does not disclose any immediate changes to the company's leadership structure.","company":"Vontier Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-24","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786842/000162828026013190/vnt-20260224.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:01:07"},{"signal_id":"1771f890271e865f321dcd27a83253dc","headline":"Turtle Beach Corp 8-K filing (Item 5.02): officer or director change","summary":"Terry Jimenez, a director of Turtle Beach Corporation, resigned effective March 6, 2026.","talent_readthrough":"A director resigns at Turtle Beach in San Diego; no immediate hiring or displacement is announced.","company":"Turtle Beach Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1493761/000119312526096728/d105224d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:01:33"},{"signal_id":"bbfe2ec49b8fa517d55ffe3532c553c6","headline":"ROGERS CORP 8-K filing (Item 5.02): officer or director change","summary":"Michael Webb, Senior Vice President and Chief Administrative Officer of Rogers Corp, will be leaving the company on March 13, 2026, with severance payments and benefits under the company’s Executive Severance Plan.","talent_readthrough":"A senior executive departs Rogers Corp in Chandler, Arizona, with severance terms under the Executive Severance Plan.","company":"ROGERS CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/84748/000008474826000010/rog-20260302.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:01:42"},{"signal_id":"8763ac1464853b5ffe83d27cac28e33a","headline":"Broadcom Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eddy W. Hartenstein will retire from the Board of Directors of Broadcom Inc. upon the conclusion of his term at Broadcom’s 2026 annual meeting of stockholders.","talent_readthrough":"Broadcom's board reduces to eight members with Eddy Hartenstein's retirement in Palo Alto.","company":"Broadcom Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-24","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730168/000119312526085656/d305325d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:02:01"},{"signal_id":"ad724150a3cac06b9c838ee8e759c843","headline":"LKQ CORP 8-K filing (Item 5.02): officer or director change","summary":"Patrick Berard, a member of the Board of Directors of LKQ Corporation, has decided to decline to be nominated for re-election to the Company’s Board of Directors.","talent_readthrough":"LKQ Corporation's board member Patrick Berard will not seek re-election in May 2026, leaving an executive vacancy.","company":"LKQ Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065696/000106569626000015/lkq-20260303.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:02:09"},{"signal_id":"7a4e4b201a4afb9d08e26dadfe03d717","headline":"AGILENT TECHNOLOGIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Rodney Gonsalves, Vice President, Corporate Controller and Principal Accounting Officer at Agilent Technologies, Inc., has announced his retirement effective January 2027, with the exact date to be determined later.","talent_readthrough":"Agilent's finance leadership in Santa Clara will change as the corporate controller retires in 2027; the company is searching for a successor.","company":"Agilent Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2027-01-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090872/000119312526096487/a-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:02:18"},{"signal_id":"c87a8adcd21569a9f1905585657aa3e4","headline":"Liberty Media Corp 8-K filing: officer or director change","summary":"Liberty Media Corporation announced that Renee L. Wilm will transition from her role as Chief Legal Officer and Chief Administrative Officer to become Senior Advisor to the companies, effective later this year.","talent_readthrough":"Renee L. 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Winnefeld Jr. resigned as a director of RTX Corporation, effective March 5, 2026, with no dispute or disagreement cited.","talent_readthrough":"RTX Corporation's board reduces from eleven to ten members with the resignation of director James A. 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Brogdon, increasing the termination compensation formula from two to three times his Base Period Income.","talent_readthrough":"Executive compensation terms at Simmons First National in Pine Bluff have shifted, with increased severance for James M. 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Wilm will transition from her role as Chief Legal Officer and Chief Administrative Officer of Liberty Broadband Corporation to become Senior Advisor to the Company, effective later this year.","talent_readthrough":"Renee L. 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to resign upon the confirmation of a successor nominee.","talent_readthrough":"An executive board member at Faraday Future plans to resign, pending the confirmation of a successor. 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The filing does not disclose any broader workforce changes.","company":"Ring Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1384195/000138419526000046/rei-20260301.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:07:59"},{"signal_id":"621d20176057456d7ffb8fe093a0c480","headline":"Alphatec Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ward W. Woods has decided to retire from the Board of Directors of Alphatec Holdings, Inc., effective February 27, 2026, for personal reasons and not due to any disagreement with the company.","talent_readthrough":"A board member retires at Alphatec Holdings in Carlsbad; the departure is part of a planned succession with no stated impact on hiring.","company":"Alphatec Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1350653/000119312526088220/atec-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:08:09"},{"signal_id":"a9a37d4398fc5006a097aba56614b899","headline":"Black Rock Coffee Bar, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Black Rock Coffee Bar, Inc. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"Black Rock Coffee Bar announces an executive leadership change in Scottsdale; the filing does not disclose further personnel actions.","company":"Black Rock Coffee Bar, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2068577/000162828026013848/brcb-20260225.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:08:15"},{"signal_id":"cea58366cb8f8f68d2f89eddaf0f8184","headline":"Protagenic Therapeutics, Inc. appoints William (Bill) Nichols, Jr. as President","summary":"Protagenic Therapeutics, Inc. has appointed William (Bill) Nichols, Jr. as President, as reported in their 8-K filing with the SEC.","talent_readthrough":"Protagenic Therapeutics names a new president in New York, adding to its executive team in biopharma.","company":"Protagenic Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022899/000149315226008605/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:08:21"},{"signal_id":"f3a97d7a1c2550bca1f7c58d56ffbbbc","headline":"AGCO CORP /DE 8-K filing (Item 5.02): officer or director change","summary":"AGCO Corporation's Talent and Compensation Committee approved changes to the Annual Incentive Plan for 2026, updating award opportunities, performance metrics, and their weighting to reflect the current incentive program design.","talent_readthrough":"AGCO Corporation updates its Annual Incentive Plan for 2026, affecting compensation structures for certain officers in the United States.","company":"AGCO Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880266/000088026626000014/agco-20260303.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:08:43"},{"signal_id":"210f852351e3ee64798264b650be4dd0","headline":"CROWN HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Crown Holdings, Inc. announced that Michael P. 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(DC, DC-WT) 8-K filing (Item 5.02): officer or director change","summary":"Dakota Gold Corp. appointed Brian G. 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The announcement does not specify roles affected; monitor the company's communications for details.","company":"Tilly’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1524025/000162828026012952/tlys-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:11:05"},{"signal_id":"457bc6b097fc261a6ddc11ee6a7dfc8c","headline":"ESCALADE INC 8-K filing (Item 5.02): officer or director change","summary":"Escalade, Incorporated appointed Patrick J. 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Leach and Katherine P. 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and William Bartkowski as Chief Administrative Officer, who will also continue as Corporate Secretary.","talent_readthrough":"CQENS Technologies in Henderson has new executive leadership; watch for potential shifts in company direction or culture.","company":"CQENS Technologies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1479915/000149315226009006/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-05","captured_at":"2026-07-28 12:14:45"},{"signal_id":"260ad1e68b2ed6561a7978b0d85f8c0e","headline":"TERADATA CORP /DE/ 8-K filing (Item 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The announcement does not disclose any changes to hiring plans.","company":"Sports Entertainment Gaming Global Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673481/000149315226008525/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:15:03"},{"signal_id":"d498ced1946edd4e3654ac4aefb13a37","headline":"Apollo IG Core Replacement, L.P. 8-K filing (Item 5.02): officer or director change","summary":"Apollo IG Core Replacement, L.P. appointed Brian Weinstein as President, effective March 6, 2026.","talent_readthrough":"Apollo IG Core in New York appoints a new President; watch for executive roles.","company":"Apollo IG Core Replacement, L.P.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2074450/000095014226000642/eh260747198_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:15:11"},{"signal_id":"521ac516a131d23f8942d7ce8f3a5d3f","headline":"ALBEMARLE CORP  (ALB, ALB-PA) 8-K filing (Item 5.02): officer or director change","summary":"Albemarle Corporation appointed Ms. Michelle T. Collins and Mr. Mark R. 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The filing does not disclose specific impacts on roles or hiring.","company":"MarineMax, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1057060/000119312526088751/hzo-20260303.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:17:18"},{"signal_id":"b52f1aaf56c4c424dcefdd4c8026ab1c","headline":"HF Sinclair Corp 8-K filing (Item 5.02): officer or director change","summary":"HF Sinclair Corporation appointed Mr. Vivek Garg as acting Chief Financial Officer on February 24, 2026, while he continues to serve as Vice President, Chief 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Grant, whose term expired at the 2026 Annual Meeting.","talent_readthrough":"WaFd, Inc. has a new board member in Seattle, replacing David K. Grant. 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The announcement does not disclose any changes to headcount.","company":"FTAI Aviation Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590364/000114036126008165/ef20067294_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:21:55"},{"signal_id":"04baf314cd43b3336619ba6d9c8edb2d","headline":"Hexcel Corp /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Hexcel Corporation appointed Neal J. Keating to its Board of Directors and the Audit Committee of the Board, and agreed to nominate him for election at the 2026 annual meeting of stockholders.","talent_readthrough":"Hexcel Corporation appoints Neal J. 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Ltd., to perform the functions of a Chief Operating Officer.","talent_readthrough":"DynaResource appoints a new Chief Operating Officer in Irving, Texas, through a consulting firm.","company":"DynaResource, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111741/000119312526091651/dynr-20250623.htm","source_name":"SEC EDGAR","published_date":"2026-03-04","captured_at":"2026-07-28 12:22:25"},{"signal_id":"552605d44f19ffa0f2dbbe7f15caa3a4","headline":"ACADIA PHARMACEUTICALS INC 8-K filing (Item 5.02): officer or director change","summary":"Acadia Pharmaceuticals Inc. appointed Jonathan M. 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Mardy notified the Board of Directors of The Eastern Company that they will not stand for re-election at the Company’s 2026 Annual Meeting of Shareholders and will retire from the Board.","talent_readthrough":"Two executives retire from The Eastern Company's board in Shelton, Connecticut, with no stated disagreement.","company":"The Eastern Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31107/000165495426001779/eml_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:23:29"},{"signal_id":"f253687859aab89bd6e60342d835839e","headline":"Graco Inc. 8-K filing (Item 5.02): officer or director change","summary":"Graco Inc. announced the appointment of Sanjiv Gupta as Chief Financial Officer and Treasurer, effective April 15, 2026, succeeding David M. Lowe who plans to retire.","talent_readthrough":"Graco Inc. appoints a new CFO in Minneapolis, affecting executive and finance roles. The outgoing CFO will assist with the transition until May 2026.","company":"Graco Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["finance","executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/42888/000119312526085816/d104194d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:24:27"},{"signal_id":"ded9cc3326c2e7760791fe4681de5fdb","headline":"MCKESSON CORP 8-K filing (Item 5.02): officer or director change","summary":"Britt J. Vitalone, the company’s Executive Vice President and Chief Financial Officer, announced his retirement, with Kenny K. 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The filing does not specify the roles affected.","company":"Dave Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841408/000184140826000003/dave-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:25:50"},{"signal_id":"662d176ff5ea70f36154dc09f1038a2f","headline":"Compass Diversified Holdings 8-K filing: officer or director change","summary":"Compass Diversified Holdings reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Compass Diversified Holdings in Westport, CT, affects executive roles. The filing does not disclose specific hiring plans.","company":"Compass Diversified Holdings","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1345126/000134512626000028/codi-20260227.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:26:21"},{"signal_id":"3152d5a74f44ca3b465f463867480010","headline":"ALNYLAM PHARMACEUTICALS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Alnylam Pharmaceuticals, Inc. announced a special equity award to Yvonne Greenstreet, M.D., M.B.A., the Company’s Chief Executive Officer, effective March 2, 2026.","talent_readthrough":"Alnylam Pharmaceuticals grants a special equity award to its CEO in Cambridge, signaling continued leadership in the pharma and biotech sector.","company":"Alnylam Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178670/000162828026014728/alny-20260302.htm","source_name":"SEC EDGAR","published_date":"2026-03-04","captured_at":"2026-07-28 12:26:34"},{"signal_id":"cfaacc231cd992c1ba78f347940ce9bc","headline":"Workday, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Workday, Inc. announced the appointment of Aneel Bhusri as Chief Executive Officer and granted him equity awards under the company's 2022 Equity Incentive Plan.","talent_readthrough":"Aneel Bhusri appointed CEO at Workday, with equity awards granted; no immediate hiring changes announced.","company":"Workday, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327811/000132781126000016/wday-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:27:10"},{"signal_id":"633b38d55f0f36d207353e53cf9beeac","headline":"Asana, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sonalee Parekh resigned as Chief Financial Officer of Asana, Inc., effective March 23, 2026, with no disagreements or issues related to the company's operations or policies.","talent_readthrough":"Asana's CFO departs in a planned transition; the filing does not indicate changes to the finance function or broader hiring plans.","company":"Asana, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477720/000162828026013212/asan-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:27:18"},{"signal_id":"e373a47068f29a9a3d71aa1c98ad7038","headline":"WASTE MANAGEMENT INC 8-K filing (Item 5.02): officer or director change","summary":"Annual incentive awards were granted to the Chief Executive Officer, Chief Financial Officer and other named executive officers of Waste Management, Inc.","talent_readthrough":"Executives at Waste Management in Houston received annual incentive awards, signaling a compensation shift for top leadership.","company":"Waste Management, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/823768/000110465926024739/tm268015d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:27:35"},{"signal_id":"05286c62506d8348ff0a122f8f9b9241","headline":"Amphastar Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Amphastar Pharmaceuticals, Inc. entered into executive employment agreements with Jacob Liawatidewi and Rong Zhou on March 3, 2026.","talent_readthrough":"Amphastar Pharmaceuticals has new executive employment agreements in place in Rancho Cucamonga. The announcement does not disclose any changes in hiring plans.","company":"Amphastar Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297184/000129718426000015/amph-20260303x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:27:57"},{"signal_id":"b09740dd10799f98a8405a70b4540d21","headline":"Firefly Aerospace Inc. 8-K filing (Item 5.02): officer or director change","summary":"Firefly Aerospace Inc. has adopted the Firefly Aerospace Inc. Executive Severance Plan, providing a standardized framework for severance and other benefits to eligible officers and management employees.","talent_readthrough":"Firefly Aerospace introduces a severance plan for executives in Cedar Park, Texas, marking a shift in compensation arrangements for its leadership team.","company":"Firefly Aerospace Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1860160/000119312526088567/d946352d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:28:06"},{"signal_id":"c789607333dfd2869cdcfa226cd52f90","headline":"Eaton Corp plc 8-K filing (Item 5.02): officer or director change","summary":"Eaton Corporation plc announced the appointment of David B. 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Handley as Chief Executive Officer and a member of the board of directors, effective immediately.","talent_readthrough":"Tivic Health Systems appoints a new CEO in Fremont, California. 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Kisco sees a leadership transition with a new CEO appointed; no immediate changes to executive roles beyond the CEO position.","company":"AI Era Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1605331/000166357726000053/aera8k_030126.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:30:41"},{"signal_id":"61583272cd4d45e46a8cff304b8599d1","headline":"Alphabet Inc. 8-K filing: officer or director change","summary":"Alphabet Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Alphabet's executive team changes in Mountain View; the filing does not disclose hiring or displacement.","company":"Alphabet Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652044/000165204426000026/goog-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:30:48"},{"signal_id":"e8e627a08297828ea8de0700ad93ef3e","headline":"BROWN & BROWN, INC. 8-K filing (Item 5.02): officer or director change","summary":"Brown & Brown, Inc. announced the adoption of the annual cash incentive for 2026 for certain executive officers, making them eligible for a cash incentive payment based on the achievement of certain performance objectives.","talent_readthrough":"Executive officers at Brown & Brown, Inc. are eligible for a cash incentive payment based on performance objectives in 2026.","company":"Brown & Brown, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/79282/000119312526091840/bro-20260226.htm","source_name":"SEC EDGAR","published_date":"2026-03-04","captured_at":"2026-07-28 12:31:08"},{"signal_id":"c7fb8c92d48005f54992888194747145","headline":"APEX Tech Acquisition Inc. 8-K filing (Item 5.02): officer or director change","summary":"APEX Tech Acquisition Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at APEX Tech Acquisition Inc. in Houston involves an executive role; the filing does not disclose hiring or displacement.","company":"APEX Tech Acquisition Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2085485/000147793226001140/appex_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:31:16"},{"signal_id":"4cc70219b2d51cdac0b259346d2b882d","headline":"TXNM ENERGY INC 8-K filing (Item 5.02): officer or director change","summary":"TXNM Energy, Inc. reported changes in its executive compensation arrangements approved by the Compensation and Human Capital Committee and the Board of Directors.","talent_readthrough":"TXNM Energy's executive team in Albuquerque sees updated compensation arrangements; the filing does not disclose hiring or displacement.","company":"TXNM Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NM","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108426/000110842626000012/pnm-20260303.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:31:25"},{"signal_id":"770e2458fba5c6c5af5c667f1775f9d4","headline":"Rimini Street, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Rimini Street, Inc. has approved its 2026 Long-Term Incentive Plan, including awards of performance units, restricted stock units, and stock options for its executives.","talent_readthrough":"Executives at Rimini Street in Las Vegas are affected by a new long-term incentive plan including performance units, restricted stock units, and stock options.","company":"Rimini Street, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635282/000163528226000024/rmni-20260303.htm","source_name":"SEC EDGAR","published_date":"2026-03-03","captured_at":"2026-07-28 12:31:41"},{"signal_id":"8d8d04dd223fc8b478e70a189bdb685c","headline":"Seres Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Seres Therapeutics, Inc. announced leadership changes, including the appointment of Richard N. Kender as Executive Chair of the Board and Interim Chief Executive Officer, Matthew Henn, Ph.D., as President, and Kelly Brady, M.S., as Executive Vice President, Chief Operating Officer.","talent_readthrough":"Leadership changes at Seres Therapeutics in Cambridge include new appointments to executive roles, with no immediate impact on headcount.","company":"Seres Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609809/000119312526085368/d13425d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:32:45"},{"signal_id":"85c8f1c78db8a94dd39c51f72124d83c","headline":"HIGH WIRE NETWORKS, INC. 8-K filing (Item 5.02): officer or director change","summary":"HIGH WIRE NETWORKS, INC. reported a change in its officer or director through an 8-K filing with the SEC.","talent_readthrough":"High Wire Networks has a leadership change in New York; the filing does not disclose hiring plans.","company":"HIGH WIRE NETWORKS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1413891/000168316826001572/highwire_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-06","captured_at":"2026-07-28 12:32:53"},{"signal_id":"14281cfefe6d2c2e5dc3742004bc464e","headline":"Cigna Group 8-K filing (Item 5.02): officer or director change","summary":"The Cigna Group announced the appointment of Mr. Brian C. 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The filing does not disclose any hiring plans or role displacements.","company":"Sunbelt Rentals Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SC","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2083785/000119312526085376/d121042d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:34:34"},{"signal_id":"dedf54aacf5258c3e4455dd0b9ba79a6","headline":"Rallybio Corp 8-K filing (Item 5.02): officer or director change","summary":"Rallybio Corporation reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Rallybio Corporation in New Haven does not indicate immediate hiring or displacement; watch for updates on executive roles.","company":"Rallybio Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1739410/000119312526084444/d108429d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-02","captured_at":"2026-07-28 12:35:12"},{"signal_id":"835ef98644f11716235c4970eaca297d","headline":"BRANDYWINE REALTY TRUST 8-K filing (Item 5.02): officer or director change","summary":"Brandywine Realty Trust filed an amendment to its 8-K report to provide supplemental information regarding the retirement of George D. Johnstone.","talent_readthrough":"George D. Johnstone retires from Brandywine Realty Trust. Watch for updates on executive roles in Philadelphia.","company":"Brandywine Realty Trust","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790816/000119312526106324/d57462d8ka.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:36:25"},{"signal_id":"7d0e7a177c3f987ab10057637605fc64","headline":"Next Technology Holding Inc. 8-K filing (Item 5.02): officer or director change","summary":"Next Technology Holding Inc. reported the election of Wenbo Li, Guang Cui, Gwanggeun Jo, and Hsiu Wu to its Board of Directors at its annual meeting of stockholders.","talent_readthrough":"Next Technology Holding Inc. has new board members in executive roles. The announcement does not disclose any changes in hiring plans.","company":"Next Technology Holding Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"JP","state":"WY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784970/000121390026026643/ea0281290-8k_next.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:36:39"},{"signal_id":"97d69ff77d9aeac306b9f20b2211e7f4","headline":"FIRST UNITED CORP/MD/ 8-K filing (Item 5.02): officer or director change","summary":"First United Corporation revised certain terms applicable to performance-vesting RSUs under its Long-Term Incentive Plan, as 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motivation.","company":"Citizens, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/24090/000002409026000005/cia-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:37:21"},{"signal_id":"0ff727cbb37b1e1cfca9bf2367e44df1","headline":"Eventbrite, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eventbrite, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Eventbrite has announced a leadership change in its filing. The announcement does not disclose any hiring plans.","company":"Eventbrite, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1475115/000114036126008636/ef20067526_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:37:47"},{"signal_id":"b78e8dc4a1bdf4463e139e89485b15ef","headline":"Portillo's Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael A. Miles, Jr. and Joshua A. Lutzker notified the Board they will not stand for reelection at the Company’s 2026 Annual Meeting, with Eugene I. Lee, Jr. appointed as Chair.","talent_readthrough":"Portillo's board chair and a director step down without disagreement; a new chair is appointed from within the board.","company":"Portillo's Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1871509/000187150926000015/ptlo-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:37:55"},{"signal_id":"e1965c6530ae9c4d5f9ae336ef746831","headline":"Karman Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Karman Holdings Inc. announced the retirement of CEO Anthony Koblinski and the appointment of Jonathan Rambeau as the new CEO, effective March 23, 2026.","talent_readthrough":"Karman Holdings Inc. transitions leadership with Jonathan Rambeau taking over as CEO from Anthony Koblinski, who retires but remains on the board.","company":"Karman Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2040127/000119312526103152/d114812d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:38:36"},{"signal_id":"b9187b02df13747d85787e2142fc5ebf","headline":"TRANSCAT INC 8-K filing (Item 5.02): officer or director change","summary":"Transcat, Inc. appointed Jaime Irick as President and Chief Executive Officer effective March 29, 2026.","talent_readthrough":"Transcat appoints a new CEO in Rochester, a leadership change with no stated impact on hiring or roles.","company":"Transcat, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/99302/000120677426000129/trns4605901-8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:38:46"},{"signal_id":"ba1599ba92a95a0c603c2a1a4459a06b","headline":"Forward Industries, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Forward Industries, Inc. reported a change in its officer or director positions in its Form 8-K filing with the SEC.","talent_readthrough":"A leadership change at Forward Industries affects executive roles. The announcement does not specify hiring or displacement.","company":"Forward Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/38264/000168316826001618/forward_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:39:08"},{"signal_id":"d3bacd557bc4dc5dd6b3fb303589be7b","headline":"Matson, Inc. 8-K filing (Item 5.02): officer or director change","summary":"John P. Lauer, Executive Vice President and Chief Commercial Officer of Matson, Inc., notified the company of his retirement effective July 1, 2026.","talent_readthrough":"John P. Lauer, an executive at Matson, Inc., will retire in July 2026. The announcement does not specify a replacement or broader leadership changes.","company":"Matson, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"HI","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3453/000110465926027171/matx-20260309x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:39:31"},{"signal_id":"3dabcb034118ef914908acbaecf651db","headline":"SCANSOURCE, INC. 8-K filing (Item 5.02): officer or director change","summary":"Alexandre Conde changes role to Senior Executive Vice President, Strategy, and Michael Webb is hired as Senior Executive Vice President, Chief Human Resources Officer at ScanSource, Inc.","talent_readthrough":"ScanSource shifts its Chief People Officer to a strategy role and hires a new Chief Human Resources Officer in Greenville.","company":"ScanSource, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SC","functions":["hr_people","executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/918965/000091896526000016/scsc-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:39:39"},{"signal_id":"f02a517e9b62bfdb9061a4eb478c2605","headline":"Life Time Group Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Alejandro Santo Domingo, a Class I director, announced his resignation from the Board of Directors of Life Time Group Holdings, Inc., effective March 31, 2026.","talent_readthrough":"A director resigns from Life Time Group Holdings in Chanhassen, Minnesota, with no immediate hiring or displacement indicated.","company":"Life Time Group Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1869198/000186919826000019/lth-20260309.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:39:55"},{"signal_id":"36e734769c502888146178b212d84717","headline":"SOUNDTHINKING, INC. 8-K filing (Item 5.02): officer or director change","summary":"Nasim Golzadeh resigned as Managing Director, TechnoLogic and Executive Vice President, Investigative Solutions at SoundThinking, Inc., effective March 31, 2026, to pursue an opportunity outside the public safety industry.","talent_readthrough":"Nasim Golzadeh leaves her executive roles at SoundThinking in Fremont, California, to pursue opportunities outside the public safety sector.","company":"SoundThinking, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1351636/000119312526100224/ssti-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:40:13"},{"signal_id":"c323065fff861e7b9780b14f81b99cbf","headline":"DELUXE CORP 8-K filing (Item 5.02): officer or director change","summary":"Cheryl E. Mayberry McKissack notified the Board of Deluxe Corporation that she will not stand for re-election at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"Deluxe Corporation's board member Cheryl E. Mayberry McKissack will not seek re-election in 2026, marking a planned leadership change in Minneapolis.","company":"Deluxe Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27996/000110465926025004/tm268177d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:40:23"},{"signal_id":"e685f8e854580834342d5818ca3cdf18","headline":"Nine Energy Service, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Theodore R. Moore resigned as Executive Vice President, General Counsel and Secretary of Nine Energy Service, Inc. effective March 24, 2026, to accept a position at another company.","talent_readthrough":"Nine Energy Service's general counsel departs for another role in Houston; watch for a replacement in the executive team.","company":"Nine Energy Service, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1532286/000121390026027245/ea0281090-8k_nine.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:40:31"},{"signal_id":"6bba30ec59265d7d8473682f66a5e1ec","headline":"USA Compression Partners, LP 8-K filing (Item 5.02): officer or director change","summary":"Thomas P. Mason announced his resignation from the board of directors of USA Compression GP, LLC, effective March 31, 2026, with no disagreement cited.","talent_readthrough":"A board member steps down at USA Compression Partners in Dallas; the filing cites no operational disagreement.","company":"USA Compression Partners, LP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1522727/000152272726000021/usac-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:40:39"},{"signal_id":"2b2a1ba2f174a3c2be25de7b0e1b4c3d","headline":"Earth Science Tech, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Earth Science Tech, Inc. renewed the Employment Agreements for Ernesto L. Flores, CFO, and Christopher A. Rose, CTO, for an additional one-year term.","talent_readthrough":"Earth Science Tech renews CFO and CTO contracts in Miami, with no changes to terms disclosed.","company":"Earth Science Tech, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538495/000149315226010090/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:40:57"},{"signal_id":"56b937157a0d349615eca3f6f42de587","headline":"Okta, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Stankey resigned from the Board of Directors of Okta, Inc., effective March 5, 2026, with no disagreement cited.","talent_readthrough":"Michael Stankey's departure from Okta's board in San Francisco marks a leadership change with no immediate impact on roles.","company":"Okta, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1660134/000166013426000024/okta-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:41:14"},{"signal_id":"d3d6bef1248709c1207d59ebc94180bb","headline":"AVANOS MEDICAL, INC. 8-K filing (Item 5.02): officer or director change","summary":"Avanos Medical, Inc. increased the target value of the annual long-term incentive grant for its CEO, David C. Pacitti, from $5,000,000 to $5,500,000, effective beginning in 2026.","talent_readthrough":"Avanos Medical's CEO in Alpharetta sees a $500,000 increase in long-term incentive grant value starting in 2026.","company":"Avanos Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1606498/000160649826000017/avns-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:41:28"},{"signal_id":"831c121fbf243ea9db6542f149bb4ad3","headline":"Casella Waste Systems Inc 8-K filing (Item 5.02): officer or director change","summary":"Sean Steves resigned as Senior Vice President and Chief Operating Officer of Solid Waste Operations at Casella Waste Systems, Inc., effective March 20, 2026, to pursue opportunities outside the waste and recycling industry. The company has begun the process to find his replacement.","talent_readthrough":"Casella Waste Systems seeks a new Chief Operating Officer of Solid Waste Operations in Rutland, Vermont, following an executive's departure.","company":"Casella Waste Systems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911177/000091117726000011/cwst-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:41:37"},{"signal_id":"008b004483fd27e7fd746726fb3bfe57","headline":"Lattice Semiconductor Corp 8-K filing (Item 5.02): officer or director change","summary":"Tonya Stevens, Chief Accounting Officer, submitted her resignation to Lattice Semiconductor Corporation, effective March 29, 2026.","talent_readthrough":"Lattice Semiconductor's Chief Accounting Officer resigns in Hillsboro, Oregon. The departure is not due to any disagreement with the company.","company":"Lattice Semiconductor Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/855658/000143774926007783/lscc20260311_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:41:51"},{"signal_id":"a98aa1ddea419c2c026ea8147c3311c3","headline":"Keysight Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"John Page, Senior Vice President, Global Services of Keysight Technologies, Inc., announced his intent to step down from his position and retire from Keysight before the end of Keysight’s fiscal year (i.e., October 31, 2026).","talent_readthrough":"John Page, Senior Vice President, Global Services, is retiring from Keysight Technologies in Santa Rosa, CA, by October 31, 2026.","company":"Keysight Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-10-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1601046/000160104626000011/keys-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:42:50"},{"signal_id":"3e87d95da6a6e0d563acba57ac50204c","headline":"NEXTERA ENERGY INC 8-K filing (Item 5.02): officer or director change","summary":"Terrell Kirk Crews II, Executive Vice President and Chief Risk Officer of NextEra Energy, Inc., has resigned effective March 20, 2026, to accept a chief financial officer position with another company.","talent_readthrough":"NextEra Energy's chief risk officer leaves for a CFO role elsewhere; the departure is part of normal executive turnover.","company":"NextEra Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/753308/000075330826000022/nee-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:42:58"},{"signal_id":"59a87beb2e10bc7a80e0ae5c02ac52eb","headline":"Piermont Valley Acquisition Corp 8-K filing (Item 5.02): officer or director change","summary":"Brian Coad resigned from the Board of Directors of Piermont Valley Acquisition Corp, with no disagreement cited.","talent_readthrough":"A director has resigned from Piermont Valley Acquisition Corp in Las Vegas, with no stated impact on executive roles.","company":"Piermont Valley Acquisition Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1865248/000147793226001263/cmca_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:43:25"},{"signal_id":"c922156196bbfc6e17174f53e3557211","headline":"Donald K. Boswell to retire from Financial Institutions, Inc. and Five Star Bank boards","summary":"Donald K. Boswell, a member of the Board of Directors of Financial Institutions, Inc. and its subsidiary Five Star Bank, will not stand for re-election at the 2026 Annual Meeting of Shareholders, retiring after nine years of service.","talent_readthrough":"A board member at Financial Institutions, Inc. and Five Star Bank in New York steps down after nine years; the departure is part of a planned succession.","company":"Financial Institutions, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Warsaw","region":"Europe","country":"PL","hq_city":"Warsaw","hq_country":"PL","state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/862831/000119312526100119/fisi-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:43:41"},{"signal_id":"9dc574398a584ce59294f8cc30c0ed69","headline":"Titan Machinery Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stan Erickson resigned and retired from the Board of Directors of Titan Machinery Inc., and Jody Horner was elected as the new Lead Independent Director.","talent_readthrough":"A board director retires at Titan Machinery in North Dakota; the company names a new lead independent director.","company":"Titan Machinery Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ND","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409171/000162828026017551/titn-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:43:49"},{"signal_id":"0b7810afcd8dd1455685066e23ed26d0","headline":"Satellogic Inc. 8-K filing: officer or director change","summary":"Mathew Tirman, President of Satellogic Inc., is resigning effective March 31, 2026, to pursue other opportunities, with no severance benefits and no immediate plans to fill the vacated role.","talent_readthrough":"Satellogic's president resigns in Davidson; the executive role will not be filled immediately, with duties redistributed internally.","company":"Satellogic Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874315/000187431526000006/satl-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:43:56"},{"signal_id":"95009ae376593d68f6a1efde3e2b9fd3","headline":"Roadzen Inc. 8-K filing: officer or director change","summary":"Ajay Shah resigned as a member of the board of directors of Roadzen Inc., effective March 11, 2026.","talent_readthrough":"Roadzen Inc. sees a change in its board of directors in Burlingame, California, with Ajay Shah's resignation.","company":"Roadzen Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1868640/000149315226009704/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:44:11"},{"signal_id":"4a8dc381698a13a504c656f5ed387a05","headline":"STARZ ENTERTAINMENT CORP /CN/ 8-K filing (Item 5.02): officer or director change","summary":"Mr. Harry E. Sloan notified the Board of Directors of Starz Entertainment Corp that he will not stand for re-election at the Company’s upcoming 2026 Annual Meeting of Shareholders.","talent_readthrough":"Starz Entertainment Corp. sees a leadership change as Harry E. Sloan steps down from the board, with no immediate impact on hiring or roles.","company":"Starz Entertainment Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/929351/000162828026016251/starz-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:44:37"},{"signal_id":"98efac7e7f500eb5db556039db73f98c","headline":"Corsair Gaming, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Diana Bell, a member of the Board of Directors of Corsair Gaming, Inc., notified the Company that she will not stand for reelection at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"Diana Bell will not seek reelection to Corsair Gaming's board in 2026, continuing her role until then.","company":"Corsair Gaming, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-05","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743759/000119312526102218/d95717d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:44:46"},{"signal_id":"081e1dcd762975904874af0d0f7a1bae","headline":"Arthur J. Gallagher & Co. 8-K filing (Item 5.02): officer or director change","summary":"Sherry Barrat has decided to retire from the Board of Directors of Arthur J. Gallagher & Co., effective May 12, 2026, and will not stand for reelection at the 2026 Annual Meeting of Stockholders.","talent_readthrough":"Sherry Barrat retires from the board of Arthur J. Gallagher & Co. in Rolling Meadows, Illinois, with no stated disagreement.","company":"Arthur J. Gallagher & Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354190/000035419026000069/ajg-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:44:55"},{"signal_id":"32fbd8d72ab8f9caabdb670d493ddf50","headline":"BRAND HOUSE COLLECTIVE, INC. 8-K filing (Item 5.02): officer or director change","summary":"James E. Schisler, Chief Operating Officer of The Brand House Collective, Inc., announced his intent to resign effective March 20, 2026, to pursue other opportunities, with no disagreements between him and the company.","talent_readthrough":"The COO of The Brand House Collective in Brentwood is leaving; the company has not named a successor.","company":"The Brand House Collective, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-20","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056285/000143774926007365/tbhc20260306_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:45:04"},{"signal_id":"0874649bcb31f2a86edc543846d63b7b","headline":"GEE Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"William M. Isaac resigned from the Board of Directors and all committees of GEE Group Inc. effective March 6, 2026, due to personal reasons, with no disagreement with the company.","talent_readthrough":"A board member resigns at GEE Group in Jacksonville; no immediate impact on executive roles is disclosed.","company":"GEE Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/40570/000147793226001279/job_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:45:14"},{"signal_id":"d134fec25535820025d26ea0e9eb3d9d","headline":"DIXIE GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"The Dixie Group, Inc. adopted an incentive compensation plan for 2026, applicable to its Chief Executive Officer, Principal Financial Officer, and other named executive officers, including cash awards and restricted stock awards.","talent_readthrough":"The Dixie Group introduces a new incentive compensation plan for its top executives in Dalton, Georgia, focusing on cash and restricted stock awards.","company":"The Dixie Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/29332/000002933226000007/dxyn-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:45:26"},{"signal_id":"503262dafa7fe48f7e59677f43f092a4","headline":"QUAKER CHEMICAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Jeffrey Fleck no longer serves as Senior Vice President, Chief Global Operations Officer of Quaker Chemical Corporation, with his departure not related to any disagreement between him and the Company.","talent_readthrough":"Quaker Chemical's senior operations leader departs in Pennsylvania; the filing does not name a successor.","company":"Quaker Chemical Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/81362/000110465926027045/tm268552d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:45:34"},{"signal_id":"7ba5d805445f33b7ef9f2724eb220e97","headline":"AXON ENTERPRISE, INC. 8-K filing (Item 5.02): officer or director change","summary":"Julie Anne Cullivan notified the Board of Directors of Axon Enterprise, Inc. that she will not stand for re-election as a director at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"Julie Anne Cullivan will not seek re-election to the board of Axon Enterprise in Scottsdale, Arizona, marking a planned leadership transition.","company":"Axon Enterprise, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069183/000162828026016872/axon-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:45:43"},{"signal_id":"115ce8466feea78bfd3ac66598615397","headline":"BOSTON OMAHA Corp 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of the Board of Directors of BOSTON OMAHA CORPORATION voted to increase the base salary of Adam K. Peterson, the Corporation’s President and Chief Executive Officer, to $739,000 per year, effective retroactively to January 1, 2026.","talent_readthrough":"BOSTON OMAHA CORPORATION's CEO in Omaha receives a salary increase to $739,000, reflecting a compensation shift for the executive role.","company":"BOSTON OMAHA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1494582/000143774926007974/bomn20260312_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:45:53"},{"signal_id":"f6a6396732342003935aedd65aba94d4","headline":"Joseph R. Hanley, Senior Vice President – Strategy and Corporate Development of Telephone and Data Systems, Inc., to retire","summary":"Joseph R. Hanley announced his retirement from Telephone and Data Systems, Inc., effective July 1, 2026.","talent_readthrough":"Joseph Hanley's retirement from executive leadership at Telephone and Data Systems opens a succession question in its Chicago strategy and corporate development team.","company":"TELEPHONE AND DATA SYSTEMS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1051512/000105151226000014/tds-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:46:00"},{"signal_id":"ea17cc3ef2ed28cd6702b113b9e81b21","headline":"DEPARTURE OF DIRECTORS OR CERTAIN OFFICERS; ELECTION OF DIRECTORS; APPOINTMENT OF CERTAIN OFFICERS; COMPENSATORY ARRANGEMENT OF CERTAIN OFFICERS","summary":"Scott Smith, a Director of Independent Bank Corp. and Rockland Trust Company, has voluntarily decided not to stand for re-election at the Company's May 14, 2026 Annual Shareholder Meeting.","talent_readthrough":"Scott Smith will cease to serve as a Director of Independent Bank Corp. following the Annual Shareholder Meeting, marking a leadership change in the financial services firm.","company":"INDEPENDENT BANK CORP.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-14","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/776901/000077690126000067/indb-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:46:08"},{"signal_id":"922a72c3b56f91895c2247af6d3054d5","headline":"Outlook Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Julia Haller resigned from the Board of Directors of Outlook Therapeutics, Inc., effective March 11, 2026, with the Board resolving to reduce its size to nine directors upon her resignation.","talent_readthrough":"Outlook Therapeutics' board reduces from ten to nine members after Dr. Julia Haller's resignation, a planned change with no stated hiring or displacement.","company":"Outlook Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649989/000110465926026465/tm268371d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:46:15"},{"signal_id":"9405ba67aaf6a07f36f70fd08d4e11b3","headline":"Charles F. Lowrey resigns as Executive Chairman of Prudential Financial, Inc.","summary":"Charles F. Lowrey has resigned as Executive Chairman and director of Prudential Financial, Inc., effective immediately, and will retire from the company at the end of the second quarter of 2026.","talent_readthrough":"Prudential Financial's Executive Chairman steps down in Newark, with planned retirement mid-2026; leadership succession is now in place.","company":"Prudential Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1137774/000119312526100276/d110533d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:46:22"},{"signal_id":"ba4041a457251e78db9267e5e12c2d18","headline":"Lifeway Foods, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lifeway Foods, Inc. announced changes in its officer or director positions and approved forms for deferred cash awards under its 2022 Omnibus Incentive Plan.","talent_readthrough":"Lifeway Foods has updated its compensation structure with deferred cash awards for officers or directors, affecting leadership roles in Illinois.","company":"Lifeway Foods, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/814586/000168316826001682/lifeway_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:47:08"},{"signal_id":"b0dedbcabb721c0e89fae316fdd0b3d3","headline":"SONIDA SENIOR LIVING, INC. 8-K filing (Item 5.02): officer or director change","summary":"Sonida Senior Living, Inc. reported a change in its officer or director as per its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Sonida Senior Living in Dallas affects executive roles; the announcement does not specify hiring or displacement.","company":"Sonida Senior Living, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043000/000119312526101103/d105266d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:47:15"},{"signal_id":"ed7bf79dec302ed1e725f3261a0bd456","headline":"AWARE INC /MA/ 8-K filing (Item 5.02): officer or director change","summary":"Mohamed Lazzouni, the Chief Technology Officer of Aware, Inc., has left the company, effective March 10, 2026, with a separation agreement in place.","talent_readthrough":"Aware's CTO departs in Burlington; the filing does not indicate immediate hiring plans for the role.","company":"Aware, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1015739/000119312526104061/awre-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:47:23"},{"signal_id":"f7d120c29d3f88c0dc87affc113b6fbb","headline":"SOLAREDGE TECHNOLOGIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Asaf Alperovitz, CFO of SolarEdge Technologies, Inc., will resign effective June 9, 2026, and the Board of Directors is initiating a process to identify a replacement CFO.","talent_readthrough":"SolarEdge Technologies seeks a new CFO in Herziliya Pituach, Israel, following the announced resignation of the current executive.","company":"SolarEdge Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"IL","hq_city":null,"hq_country":"IL","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419612/000117891326000814/zk2634519.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:47:33"},{"signal_id":"5d9da3b7845beba4f486dbcae9aa4372","headline":"WASTE MANAGEMENT INC 8-K filing (Item 5.02): officer or director change","summary":"Ms. Devina Rankin resigned from her position as Executive Vice President and Chief Financial Officer of Waste Management, Inc., effective November 1, 2025, and continued as an executive advisor until March 13, 2026, when she received a $1 million cash bonus.","talent_readthrough":"Devina Rankin's departure from Waste Management's executive team marks a leadership change in Houston, with her role transitioning to a successor.","company":"Waste Management, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/823768/000110465926027703/tm268718d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:47:57"},{"signal_id":"921b6b240dfdfff29f616aacf95f3e0c","headline":"Nature's Miracle Holding Inc.  (NMHI, NMHIW) 8-K filing (Item 5.02): officer or director change","summary":"Zhiyi (Jonathan) Zhang resigned as President and from the board of directors of Nature’s Miracle Holdings, Inc., with Jinlong (Frank) Du appointed to his position.","talent_readthrough":"Nature’s Miracle Holding Inc. sees a leadership change in Ontario, with the president's role transitioning to a new executive.","company":"Nature’s Miracle Holding Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1947861/000121390026027735/ea0281135-8k_natures.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:48:05"},{"signal_id":"10dc0b01ce5dde9de1f73c1ed8b3ed61","headline":"COASTAL FINANCIAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Coastal Financial Corporation appointed Jeffrey M. Chapman to its Board of Directors, effective March 11, 2026, expanding the board to twelve members.","talent_readthrough":"Coastal Financial adds a seasoned financial technology executive to its board in Everett, with no immediate change to hiring plans.","company":"Coastal Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437958/000143795826000017/ck1437958-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:48:29"},{"signal_id":"4cb046185967c158cd12d00b0c42682c","headline":"Vitesse Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bruce Chernoff notified the Board of Directors of Vitesse Energy, Inc. of his resignation as a director effective March 13, 2026, with no disagreement cited.","talent_readthrough":"Vitesse Energy's board sees a change with Bruce Chernoff's resignation in Colorado. The announcement does not indicate any broader impact on hiring or roles.","company":"Vitesse Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1944558/000194455826000012/vitesse-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:48:44"},{"signal_id":"ec83c8102ee090cbe14b164a9f5b9473","headline":"Comstock Holding Companies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Robert Pincus notified the Board of Directors of Comstock Holding Companies, Inc. that he will not stand for re-election at the Company’s 2026 Annual Meeting of Stockholders and will retire from the Board. The Board determined to reduce the size of the Board from six to five directors, effective as of the expiration of Mr. Pincus' term at the Annual Meeting.","talent_readthrough":"Robert Pincus retires from Comstock's board in Reston, reducing its size from six to five directors.","company":"Comstock Holding Companies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1299969/000162828026017690/chci-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:48:53"},{"signal_id":"6f2c621e4d37937acd56c126d57cfe0a","headline":"Sprout Social, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sprout Social, Inc. appointed Ryan Barretto, the company's CEO, as interim principal financial officer and interim principal accounting officer, following the resignation of Joe Del Preto.","talent_readthrough":"Sprout Social's CEO takes on interim financial leadership roles in Chicago after the CFO's departure.","company":"Sprout Social, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517375/000151737526000019/spt-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:49:02"},{"signal_id":"5ee580f3d2570a7bc71269c0d3ef3568","headline":"QUEST DIAGNOSTICS INC 8-K filing (Item 5.02): officer or director change","summary":"Quest Diagnostics Incorporated elected Timothy Wentworth, former chief executive officer of Walgreens Boots Alliance, as a director and appointed him to serve on the Board’s Compensation and Leadership Development Committee and the Board’s Quality and Compliance Committee.","talent_readthrough":"Quest Diagnostics adds a former Walgreens CEO to its board in Secaucus, with no immediate change to executive roles.","company":"Quest Diagnostics Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022079/000094787126000244/ss6056588_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:49:27"},{"signal_id":"65e4c1aeed5d5ce345fc76e909c283a5","headline":"LANDS' END, INC. 8-K filing (Item 5.02): officer or director change","summary":"Lands’ End, Inc. approved transaction success bonuses for executives Andrew J. McLean, Bernard McCracken, and Peter L. Gray, tied to the completion of a previously announced transaction.","talent_readthrough":"Executives at Lands’ End in Dodgeville receive transaction success bonuses; the announcement does not disclose hiring plans.","company":"Lands’ End, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799288/000110465926026386/tm268283d2_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:49:35"},{"signal_id":"4794d5d57e08310c2353247513437175","headline":"CENTERSPACE 8-K filing (Item 5.02): officer or director 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America","country":"US","hq_city":null,"hq_country":"US","state":"ND","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-13","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798359/000079835926000020/csr-20260309.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:49:53"},{"signal_id":"3e3bf4ca118136c0d3fc172248e186a3","headline":"ALPHA & OMEGA SEMICONDUCTOR Ltd 8-K filing (Item 5.02): officer or director change","summary":"Alpha and Omega Semiconductor Limited's Compensation Committee approved an incentive cash bonus plan for executive officers based on company performance goals for the 2026 calendar year.","talent_readthrough":"Executive officers at Alpha and Omega Semiconductor Limited in Bermuda will receive incentive awards based on company performance goals.","company":"Alpha and Omega Semiconductor Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1387467/000138746726000019/aosl-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:50:21"},{"signal_id":"fd2b15491685914cfe70e481d7c2103e","headline":"Peloton Interactive, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Peloton Interactive, Inc. announced the appointment of Saqib Baig as interim Chief Financial Officer, effective March 27, 2026, following the departure of Liz Coddington.","talent_readthrough":"Peloton appoints an interim CFO in New York, marking a leadership transition in its executive team.","company":"Peloton Interactive, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639825/000163982526000011/pton-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:50:29"},{"signal_id":"ea2ebe39f993d75f67ce1e4e9f384189","headline":"PERDOCEO EDUCATION Corp 8-K filing (Item 5.02): officer or director change","summary":"Perdoceo Education Corporation's Compensation Committee approved the 2026 Annual Incentive Plan, which includes a company-wide adjusted operating income performance component and an individual goals performance component for senior level participants.","talent_readthrough":"Perdoceo Education Corporation has updated its compensation plan for executives, focusing on company-wide operating income and individual performance goals.","company":"Perdoceo Education Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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The announcement does not specify hiring or displacement.","company":"Nature’s Sunshine Products, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/275053/000162828026016535/natr-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:52:49"},{"signal_id":"9bd51b0a45638ec071f2d546c3f00277","headline":"TILLY'S, INC. 8-K filing (Item 5.02): officer or director change","summary":"Tilly's, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Tilly's executive team changes in Irvine; the filing does not disclose hiring or displacement plans.","company":"Tilly's, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1524025/000162828026016801/tlys-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 12:52:57"},{"signal_id":"965ca131e9aa4bea729660ad7f5e18d0","headline":"Sleep Number Corp 8-K filing (Item 5.02): officer or director change","summary":"Sleep Number Corporation appointed Kelly F. 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The filing does not disclose any impact on hiring.","company":"Archer-Daniels-Midland Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/7084/000119312526100440/d119393d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:53:55"},{"signal_id":"2bd4a2b377cbb10b0c5f905eb4ba6cc0","headline":"COLGATE PALMOLIVE CO 8-K filing (Item 5.02): officer or director change","summary":"Colgate-Palmolive Company announced the election of Christopher S. 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Green, President, Chief Executive Officer and Chair of the Board of Directors, informed the Board of his intent to retire once his successor has been hired.","talent_readthrough":"West Pharmaceutical Services' CEO plans to retire after a successor is found, with the transition expected in the second half of 2026.","company":"West Pharmaceutical Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105770/000010577026000041/wst-20260309.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:55:17"},{"signal_id":"4049de9483c954ed11984420473b007e","headline":"Crane NXT, Co. 8-K filing (Item 5.02): officer or director change","summary":"Jeffrey Benck was appointed to serve as a director of the Board of Crane NXT, Co., effective immediately, with his compensation consistent with the company's director compensation program for non-employee directors.","talent_readthrough":"Crane NXT appoints a new director in Waltham, with no immediate change to executive roles or headcount.","company":"Crane NXT, Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/25445/000095010326003679/dp243056_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:55:35"},{"signal_id":"85fc7b820910088ef8e916efa674e136","headline":"Optimum Communications, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Optimum Communications, Inc. approved deferred cash awards to its executives as part of the 2026 long-term incentive program, with vesting scheduled over three years.","talent_readthrough":"Executives at Optimum Communications in Long Island City receive deferred cash awards as part of the 2026 LTIP, signaling a compensation shift for top leadership.","company":"Optimum Communications, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1702780/000170278026000016/optu-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 12:55:43"},{"signal_id":"bfe52581e0a145b67816218d3fac9c1a","headline":"MARSH & MCLENNAN COMPANIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Marsh & McLennan Companies, Inc. announced that Nick Studer will succeed Martin South as President and Chief Executive Officer of Marsh Risk, effective April 1, 2026. Martin South will become the Senior Vice President and Chief Client Officer of the Company, effective the same date.","talent_readthrough":"Marsh & McLennan Companies appoints Nick Studer as President and CEO of Marsh Risk, and Martin South transitions to Senior Vice President and Chief Client Officer, both effective April 1, 2026.","company":"Marsh & McLennan Companies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62709/000006270926000071/asouthappointment03102026.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:56:03"},{"signal_id":"92bca3ac8986179dc6935d16b54d8730","headline":"ENANTA PHARMACEUTICALS INC 8-K filing (Item 5.02): officer or director change","summary":"Enanta Pharmaceuticals, Inc. reported a change in its officers or directors and an amendment to its 2019 Equity Incentive Plan to increase the number of shares reserved for issuance by 1,600,000 shares.","talent_readthrough":"Enanta Pharmaceuticals adjusts its leadership and equity plan in Watertown, with no disclosed impact on hiring.","company":"Enanta Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1177648/000119312526104109/enta-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 12:56:12"},{"signal_id":"56cfbd2d093ca02e88fe3f7c60f2eb77","headline":"Westrock Coffee Co 8-K filing (Item 5.02): officer or director change","summary":"Westrock Coffee Company reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Westrock Coffee's leadership change in Little Rock affects executive roles; the filing does not disclose hiring or displacement plans.","company":"Westrock Coffee Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1806347/000110465926025834/west-20260305x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 12:56:21"},{"signal_id":"57f91f22a65f6d7506da75f93c63f33e","headline":"TEJON RANCH CO 8-K filing (Item 5.02): officer or director change","summary":"Tejon Ranch Co. announced that Director Kenneth G. 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The announcement does not disclose any changes to hiring plans.","company":"Vera Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831828/000119312526098783/vera-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 12:59:03"},{"signal_id":"5825b919e4812893bc9857f772eecca9","headline":"Avidbank Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Avidbank Holdings, Inc. appointed Mr. Keith F. 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or director change","summary":"iRhythm Holdings, Inc. appointed Jason Patten as a director of the Board and member of the Audit Committee, effective March 12, 2026.","talent_readthrough":"Jason Patten joins iRhythm's board in San Francisco. The announcement does not disclose any changes to executive roles or hiring plans.","company":"iRhythm Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1388658/000138865826000017/irtc-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 13:04:27"},{"signal_id":"57499c6579128fd076a1e3f5a563bb08","headline":"Adient plc 8-K filing (Item 5.02): officer or director change","summary":"Adient's Human Capital and Compensation Committee approved a one-time restricted stock unit retention award for James Conklin, Executive Vice President, Americas, with a grant date fair value of $500,000.","talent_readthrough":"Adient's Executive VP in the Americas receives a $500K retention award in Dublin, signaling investment in leadership stability.","company":"Adient plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":"Dublin","region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1670541/000167054126000050/adnt-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 13:04:35"},{"signal_id":"5b881430de0918204b93d8476839023b","headline":"Bunker Hill Mining Corp. 8-K filing (Item 5.02): officer or director change","summary":"Gerbrand van Heerden resigned as the Chief Financial Officer and Corporate Secretary of Bunker Hill Mining Corp., and Bradley Barnett was appointed as the interim Chief Financial Officer and Corporate Secretary.","talent_readthrough":"Bunker Hill Mining Corp. in Kellogg, Idaho, sees a change in its executive team with the resignation of its CFO and the appointment of an interim CFO.","company":"Bunker Hill Mining Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ID","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1407583/000149315226009639/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 13:04:43"},{"signal_id":"dc717da358f9759a5c9914c6d1566fc7","headline":"AMERICAN STATES WATER CO 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of the Board of Directors approved an award of time-vested restricted stock units and performance awards in the form of restricted stock units to Robert J. Sprowls, President and Chief Executive Officer.","talent_readthrough":"Robert J. Sprowls receives new equity awards as CEO of American States Water Company in San Dimas.","company":"American States Water Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056903/000162828026017733/awr-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 13:04:53"},{"signal_id":"c5e2f3443c7c09532c3ab2e95cd3acb7","headline":"TACTILE SYSTEMS TECHNOLOGY INC 8-K filing (Item 5.02): officer or director change","summary":"Tactile Systems Technology, Inc. announced the election of Andrea A. Pearson to its board of directors and her appointment to two committees, effective March 9, 2026.","talent_readthrough":"Tactile Systems Technology adds a new board member with healthcare executive experience, signaling no immediate change in hiring or workforce.","company":"Tactile Systems Technology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1027838/000110465926024981/tm268267d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:05:00"},{"signal_id":"da954b84e9f9e575700b3054e77cae5c","headline":"Playtika Holding Corp. 8-K filing (Item 5.02): officer or director change","summary":"Craig Abrahams resigned as President and Chief Financial Officer of Playtika Holding Corp., effective April 1, 2026. Tae Lee was appointed as the acting Chief Financial Officer and principal financial officer, effective the same date.","talent_readthrough":"Playtika Holding Corp. sees a change in its executive leadership with the resignation of its President and CFO and the appointment of a new acting CFO.","company":"Playtika Holding Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"IL","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828016/000119312526099280/d934193d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 13:05:19"},{"signal_id":"beb7a66d86f07796a6e495ced2358aa0","headline":"Lyell Immunopharma, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lyell Immunopharma, Inc. appointed Smital Shah as the Chief Financial and Business Officer, effective March 9, 2026, with an initial annual base salary of $500,000 and a target annual bonus of up to 50% of her base salary.","talent_readthrough":"Lyell Immunopharma appoints a new Chief Financial and Business Officer in South San Francisco, with no disclosed impact on other roles.","company":"Lyell Immunopharma, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1806952/000119312526097615/d84786d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:05:28"},{"signal_id":"508e488334cd05e3dfff21c119dce5d0","headline":"Bridger Aerospace Group Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eric Gerratt, the Chief Financial Officer of Bridger Aerospace Group Holdings, Inc., will be resigning from his position as Chief Financial Officer, effective as of March 10, 2026.","talent_readthrough":"Bridger Aerospace's CFO is stepping down in March 2026; watch for a successor announcement.","company":"Bridger Aerospace Group Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-10","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1941536/000168316826001688/bridger_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 13:05:53"},{"signal_id":"70deb7943c144a064093c3e66df0b7dd","headline":"Niki Leondakis Resigns as Member of the Board of Directors","summary":"Niki Leondakis resigned from the Board of Directors of The RealReal, Inc. due to expanded professional and personal responsibilities.","talent_readthrough":"Niki Leondakis steps down from the board of The RealReal in San Francisco, creating a vacancy in executive leadership.","company":"The RealReal, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1573221/000157322126000020/real-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:06:17"},{"signal_id":"a0330083402c8cb4765ffce96a8108e8","headline":"VERU INC. 8-K filing (Item 5.02): officer or director change","summary":"VERU INC. shareholders approved amendments to the 2018 Equity Incentive Plan, increasing the number of shares authorized for issuance and the annual limit on awards to participants and non-employee directors.","talent_readthrough":"VERU INC. has amended its equity incentive plan, increasing share authorization and award limits, signaling a shift in compensation strategy for employees and directors in Miami.","company":"VERU INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/863894/000143774926008216/veru20260312_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 13:06:25"},{"signal_id":"336cfbe272e62499501b9359883d64c0","headline":"Xponential Fitness, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Xponential Fitness, Inc. reported a change in its officers or directors in an 8-K filing with the SEC, reaffirming its full-year 2026 financial guidance.","talent_readthrough":"Xponential Fitness has a leadership change in Irvine, with no disclosed impact on hiring or roles.","company":"Xponential Fitness, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1802156/000180215626000039/xpof-20260309.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 13:06:33"},{"signal_id":"ac88d07db72944e06ea38630a30500ed","headline":"IONIS PHARMACEUTICALS INC 8-K filing (Item 5.02): officer or director change","summary":"B. Lynne Parshall, a member of the Board of Directors of Ionis Pharmaceuticals, Inc., notified the Company that she will be retiring from the Board at the end of her current term and not seeking re-election at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"B. Lynne Parshall retires from the board of Ionis Pharmaceuticals, Inc., effective at the end of her term in 2026. The company has not yet named a successor.","company":"Ionis Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-03","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874015/000114036126008340/ef20067398_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:07:15"},{"signal_id":"d69196bc123d89620b88c2f4aa9fb65e","headline":"Greenidge Generation Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Greenidge Generation Holdings Inc. approved a discretionary one-time cash and equity incentive bonus to its CEO, President, and CFO in recognition of the sale of the company's South Carolina property.","talent_readthrough":"Executives at Greenidge in Pittsford receive a one-time bonus following a property sale, signaling a compensation shift.","company":"Greenidge Generation Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1844971/000184497126000005/gree-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 13:07:48"},{"signal_id":"37b66433e1dcac039fac1d9b5356f9c7","headline":"LB PHARMACEUTICALS INC 8-K filing (Item 5.02): officer or director change","summary":"LB Pharmaceuticals Inc appointed Robert A. 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Leav joined the Board as a director and a member of the Compensation and Leadership Committee, effective immediately after the conclusion of the March 12, 2026 Board and committee meetings.","talent_readthrough":"Motorola Solutions adds Peter A. 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watch for updates on executive roles.","company":"Zevra Therapeutics, Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434647/000143464726000009/zvra-20260304.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:10:33"},{"signal_id":"8edb74ebb994bd07ba23fdd11d7f4b43","headline":"Atlassian Corp 8-K filing (Item 5.02): officer or director change","summary":"Atlassian Corporation announced a restructuring that results in the elimination of certain roles, impacting approximately 10% of the Company’s workforce, aimed at rebalancing the company to accelerate building the future of teamwork in the AI era.","talent_readthrough":"Atlassian is cutting approximately 10% of its workforce globally as part of a restructuring effort focused on AI and enterprise sales, with position eliminations subject to local law and consultation requirements.","company":"Atlassian Corporation","pillar":"company_development","signal_direction":"displacement","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650372/000165037226000021/team-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 13:10:59"},{"signal_id":"3db7d6a700cdf3c0ae6a0ead33454211","headline":"Federal Home Loan Bank of Pittsburgh 8-K filing (Item 5.02): officer or director change","summary":"The Federal Home Loan Bank of Pittsburgh received non-objection from the Federal Housing Finance Agency for its 2026 Executive Officer Incentive Compensation Plan and 2026 performance goals for its Named Executive Officers.","talent_readthrough":"Executive compensation shifts at Federal Home Loan Bank of Pittsburgh with a new incentive plan approved by regulators.","company":"Federal Home Loan Bank of Pittsburgh","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1330399/000133039926000028/ck0001330399-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 13:11:07"},{"signal_id":"618a69723d4fe6eec3ae06080c6fb0d3","headline":"AMC Networks Inc. 8-K filing (Item 5.02): officer or director change","summary":"AMC Networks Inc. appointed Kristin A. Dolan as a new Class B Director and entered into a new employment agreement with Kim Kelleher as President and Chief Commercial Officer.","talent_readthrough":"AMC Networks adds a director and appoints a new President and Chief Commercial Officer in New York, signaling leadership changes at the executive level.","company":"AMC Networks Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514991/000151499126000035/amcx-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 13:11:16"},{"signal_id":"9c68b7fafd06e9d1764ddc2b085f0598","headline":"Andrew Yun’s Resignation as Director and Chief Compliance Officer","summary":"Andrew Yun resigned from his position as Chief Compliance Officer and as a member of the Board of Directors of Vestand Inc. on February 27, 2026, citing concerns about the company's direction and the lack of consideration for his advice.","talent_readthrough":"Andrew Yun leaves Vestand's executive team in Brea, California, citing concerns over the company's direction.","company":"Vestand Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1898604/000149315226009866/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 13:11:41"},{"signal_id":"5e64bd4aa18b28667103fda167639fe8","headline":"Apex Treasury Corp 8-K filing: officer or director change","summary":"David Mikulecky notified Apex Treasury Corporation of his departure on March 9, 2026, as reported in the SEC 8-K filing.","talent_readthrough":"Apex Treasury Corporation's executive leadership changes with David Mikulecky's departure. The announcement does not specify hiring plans.","company":"Apex Treasury Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2079253/000121390026027694/ea0280836-8k_apex.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 13:12:15"},{"signal_id":"aa8d65cd7c892854a530fde6c98a774d","headline":"Paymentus Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Paymentus Holdings, Inc. adopted the 2026 Executive Incentive Compensation Program, detailing changes in executive compensation.","talent_readthrough":"Executives at Paymentus Holdings in Charlotte see changes in their compensation structure under the new 2026 program.","company":"Paymentus Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841156/000119312526106283/pay-20260309.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 13:12:31"},{"signal_id":"47c913d0df0875e775dcbbdaba84d830","headline":"Acurx Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Acurx Pharmaceuticals, Inc. announced reductions to the base salaries of certain executive officers and a 10% reduction to the cash components of its non-employee director compensation program, effective April 1, 2026.","talent_readthrough":"Executive compensation at Acurx Pharmaceuticals in Staten Island is being reduced as part of broader leadership compensation alignment measures.","company":"Acurx Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736243/000110465926025003/tm268319d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:12:40"},{"signal_id":"9f79fd7b1373795da278bcb862674798","headline":"MESA LABORATORIES INC /CO/ 8-K filing (Item 5.02): officer or director change","summary":"Mesa Laboratories, Inc. announced the departure of Gary Owens as President and CEO, with Dr. Siddhartha Kadia appointed as his successor, effective April 13, 2026.","talent_readthrough":"Mesa Laboratories in Lakewood transitions CEO roles; executive candidates should note the April 2026 leadership change.","company":"Mesa Laboratories, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-13","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724004/000072400426000020/mlab20260309_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:12:49"},{"signal_id":"56a1e75229403f74dac6c027194b525a","headline":"SUN COMMUNITIES INC 8-K filing (Item 5.02): officer or director change","summary":"Sun Communities, Inc. appointed John B. 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Russakoff notified the company of his voluntary resignation on March 6, 2026.","talent_readthrough":"Angi Inc. in Denver appoints Julie Gosal Hoarau as CFO, replacing Andrew Russakoff who resigned voluntarily. The change affects executive leadership.","company":"Angi Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1705110/000170511026000023/angi-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 13:14:16"},{"signal_id":"3dc0a2c69efdc5d764f2ad525bc4cc71","headline":"Asana, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Asana, Inc. adopted the Incentive Bonus Plan, allowing the company to grant incentive bonus awards to selected employees, including the CEO and CFO, based on performance goals.","talent_readthrough":"Asana introduces a new incentive bonus plan for executives and selected employees in San Francisco, shifting compensation structures.","company":"Asana, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477720/000147772026000019/asan-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-13","captured_at":"2026-07-28 13:14:25"},{"signal_id":"fb002682c8f30ec82201ff2efa42563f","headline":"BLUE RIDGE BANKSHARES, INC. 8-K filing (Item 5.02): officer or director change","summary":"G. William ('Billy') Beale will step down as President and Chief Executive Officer of Blue Ridge Bankshares, Inc. and Chief Executive Officer of Blue Ridge Bank, National Association, effective March 6, 2026.","talent_readthrough":"Blue Ridge Bankshares' CEO is retiring in Richmond. The executive transition is planned for March 2026.","company":"Blue Ridge Bankshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/842717/000119312526104387/brbs-20260306.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 13:14:40"},{"signal_id":"4ed26653988f543ee5f94d77d4e271ee","headline":"BLACKLINE, INC. 8-K filing (Item 5.02): officer or director change","summary":"BLACKLINE, INC. has announced changes to its board of directors, appointing Megan Prichard and Storm Duncan as new directors with terms expiring in 2027 and 2028, respectively.","talent_readthrough":"BlackLine appoints two new directors to its board, signaling a leadership change in the executive function.","company":"BLACKLINE, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1666134/000119312526100451/d121231d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 13:14:48"},{"signal_id":"ab947731f20b8af316469776b736dcf0","headline":"SPRUCE BIOSCIENCES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Spruce Biosciences, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Spruce Biosciences has a leadership change in South San Francisco; the filing does not disclose hiring plans.","company":"Spruce Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1683553/000119312526097561/sprb-20260309.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:15:40"},{"signal_id":"996d1d7f964d0c87a553d6b16ee260d0","headline":"AEON Biopharma, Inc. 8-K filing (Item 5.02): officer or director change","summary":"AEON Biopharma, Inc. appointed John Bencich as Chief Financial Officer, effective March 9, 2026, and principal financial officer, effective April 1, 2026, as part of its strategic plan to strengthen its executive leadership team.","talent_readthrough":"AEON Biopharma appoints a new CFO in Irvine, signaling no immediate change in hiring but strengthening its executive team for upcoming regulatory and financing milestones.","company":"AEON Biopharma, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1837607/000183760726000009/aeon-20260306x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:16:50"},{"signal_id":"812bd2f7c9875bd533dd64424e53bd61","headline":"ADOBE INC. 8-K filing (Item 5.02): officer or director change","summary":"Adobe Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Adobe Inc. has announced a leadership change in San Jose. The filing does not disclose any hiring or displacement plans.","company":"Adobe Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/796343/000079634326000048/adbe-20260309.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 13:17:06"},{"signal_id":"4e0336535b2827fd087f5eb2577fa8d9","headline":"Procore Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Procore Technologies, Inc. announced the appointment of Rachel Pyles as Chief Financial Officer Designate and Robert Walter Hearn as Chief Revenue Officer Designate, effective March 10, 2026, with their official roles starting April 1, 2026.","talent_readthrough":"Procore Technologies appoints new CFO and CRO designates in Carpinteria, CA, with transitions effective April 2026.","company":"Procore Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1611052/000119312526100363/d99284d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-10","captured_at":"2026-07-28 13:17:32"},{"signal_id":"94d870a7e012ba21a3fe84b5816eed0c","headline":"Presidio Production Co 8-K filing (Item 5.02): officer or director change","summary":"Presidio Production Company filed an Amendment No. 1 to Form 8-K, reporting a change in officer or director.","talent_readthrough":"Presidio Production Company has reported a change in its officer or director. The announcement does not specify any immediate impact on hiring or roles.","company":"Presidio Production Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2083125/000121390026026608/ea0280928-8ka1_presidio.htm","source_name":"SEC EDGAR","published_date":"2026-03-12","captured_at":"2026-07-28 13:18:13"},{"signal_id":"769113ce184fca5f48723e94ebc426a5","headline":"FEDERAL AGRICULTURAL MORTGAGE CORP 8-K filing (Item 5.02): officer or director change","summary":"The SEC filing reports a change in officer or director at Federal Agricultural Mortgage Corp, a federally chartered instrumentality of the United States.","talent_readthrough":"Federal Agricultural Mortgage Corp in Washington, DC, reports a leadership change in its executive team.","company":"FEDERAL AGRICULTURAL MORTGAGE CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/845877/000084587726000062/agm-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-11","captured_at":"2026-07-28 13:18:21"},{"signal_id":"3b4cae43d53ca7e31575a283ffac0a6d","headline":"MiniMed Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MiniMed Group, Inc. reported a change in its officers or directors in an SEC filing, indicating a leadership change within the company.","talent_readthrough":"MiniMed Group has a leadership change in Northridge, with no disclosed impact on headcount.","company":"MiniMed Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2062583/000162828026016018/mmed-20260305.htm","source_name":"SEC EDGAR","published_date":"2026-03-09","captured_at":"2026-07-28 13:18:29"},{"signal_id":"b83f6b1dcbeaa24636a2d60e4a90564d","headline":"Cardinal Infrastructure Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cardinal Infrastructure Group Inc. appointed Anthony L. Wood to its Board of Directors following the acquisition of A.L. Grading Contractors, LLC.","talent_readthrough":"Anthony L. Wood joins Cardinal Infrastructure's board in Raleigh, a leadership change with no stated impact on hiring.","company":"Cardinal Infrastructure Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2079999/000119312526114334/cdnl-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:19:45"},{"signal_id":"1ab35fce622454a823085171425a0d18","headline":"8X8 INC /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Suzanne Seandel notified 8x8, Inc. of her intention to resign from her position as Chief Accounting Officer and principal accounting officer, with her resignation not resulting from any disagreement regarding the company's operations, policies, or practices. The company is searching for her successor and expects to enter into a consulting arrangement with Ms. Seandel.","talent_readthrough":"8x8's Chief Accounting Officer is resigning; the company is searching for a successor in its finance function.","company":"8x8, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1023731/000102373126000027/eght-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:19:54"},{"signal_id":"7e6cbbc4427471bdfb9132a416880b34","headline":"lululemon athletica inc. 8-K filing (Item 5.02): officer or director change","summary":"lululemon athletica inc. appointed Chip Bergh as a member of the Board, increasing the size of the Board from 9 to 10 members.","talent_readthrough":"Chip Bergh joins lululemon's board, expanding its leadership team. The announcement does not disclose hiring plans.","company":"lululemon athletica inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1397187/000139718726000017/lulu-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:20:09"},{"signal_id":"90a02464395049d12915326ebacda13b","headline":"Koppers Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Koppers Holdings Inc. filed an amendment to its Form 8-K to report the retirement of Jimmi Sue Smith as Chief Financial Officer, effective January 5, 2026, and her separation from the company on February 28, 2026.","talent_readthrough":"Koppers Holdings Inc. announces the retirement of its CFO in Pittsburgh, marking a leadership change in its executive team.","company":"Koppers Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-02-28","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1315257/000131525726000017/kop-20260105.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:20:25"},{"signal_id":"fb5dec05f4f992d91bdb1902d46ad3a8","headline":"Accelerant Holdings 8-K filing (Item 5.02): officer or director change","summary":"Accelerant Holdings appointed Linda S. Huber as Chief Financial Officer, effective March 31, 2026.","talent_readthrough":"Accelerant Holdings appoints a new CFO in the Cayman Islands, signaling a leadership transition.","company":"Accelerant Holdings","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1997350/000119312526113962/d80009d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:20:34"},{"signal_id":"23bf164059405612d22c9129edec5861","headline":"HUDSON TECHNOLOGIES INC /NY 8-K filing (Item 5.02): officer or director change","summary":"Kathleen L. Houghton resigned from her position as Senior Vice President – Sales & Marketing, and from her position as a member of the Board of Directors, of Hudson Technologies, Inc.","talent_readthrough":"Hudson Technologies sees a leadership change in Woodcliff Lake as the Senior VP of Sales & Marketing resigns from the board and executive role.","company":"Hudson Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/925528/000110465926030906/tm269079d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:20:44"},{"signal_id":"f09ccb1670e3d1ff8f200d0802672580","headline":"Kestrel Group Ltd 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of Kestrel Group Ltd approved restricted share awards totaling $650,000 to each of three executives for fiscal year 2026 and additional RSAs of $1,300,000 each for fiscal year 2025, to be granted on March 18, 2026.","talent_readthrough":"Executives at Kestrel Group Ltd in Bermuda receive significant equity awards, with vesting starting on the grant date.","company":"Kestrel Group Ltd","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2055116/000162828026018260/kg-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:20:53"},{"signal_id":"f723c744b6956196dfec3a61ceef0cdb","headline":"Cornerstone Building Brands, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cornerstone Building Brands, Inc. announced the election of Carol Flaton and Daniel B. Silvers to its Board of Directors, increasing the board size from ten to twelve members.","talent_readthrough":"Cornerstone Building Brands adds two executives to its board in Cary, with no immediate change to its workforce.","company":"Cornerstone Building Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883902/000088390226000009/cnr-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:21:02"},{"signal_id":"6cd0d7038f84ba1c03314ac3a2950763","headline":"UPWORK, INC 8-K filing (Item 5.02): officer or director change","summary":"Upwork Inc. announced the resignation and departure of David T. Bottoms, the Company's GM, Marketplace, with his employment continuing through April 3, 2026.","talent_readthrough":"Upwork's GM of Marketplace departs in a planned succession; the announcement does not signal broader changes.","company":"Upwork Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1627475/000162747526000018/upwork-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:21:11"},{"signal_id":"b354e3a7e129b0d46706316c7643e2de","headline":"Orion Group Holdings Inc 8-K filing (Item 5.02): officer or director change","summary":"Thomas N. Amonett and Peggy M. Foran announced their retirement from the Board of Directors of Orion Group Holdings, Inc., effective upon the closing of the 2026 Annual Meeting of Stockholders.","talent_readthrough":"Two executives retire from Orion's board in Houston; their departures are part of a planned succession.","company":"Orion Group Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402829/000140282926000020/orn-20260316x8ka.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:21:28"},{"signal_id":"2f055b6b2268fc642ce31ebaf5d9ee54","headline":"TIGO ENERGY, INC. 8-K filing (Item 5.02): officer or director change","summary":"Tigo Energy, Inc. has approved an Executive Short Term Incentive Plan for its key executives, including named executive officers, based on company performance objectives.","talent_readthrough":"Tigo Energy introduces a short-term incentive plan for executives in Los Gatos, tying bonuses to revenue and Adjusted EBITDA targets.","company":"Tigo Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1855447/000121390026031852/ea0282492-8k_tigo.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:21:36"},{"signal_id":"0619d9eba63eaaaf69bd03db825aaad5","headline":"Gran Tierra Energy Inc. 8-K filing (Item 5.02): officer or director change","summary":"Evan Hazell, Sondra Scott, and David Smith notified the Board of Directors of Gran Tierra Energy Inc. of their decisions to resign as members of the Board, effective immediately. Brad Virbitsky also notified the Board of his decision to resign as a member of the Board, effective the following day.","talent_readthrough":"Gran Tierra Energy Inc. sees changes in its board leadership with the resignation of four members. The announcement does not disclose plans for their replacement.","company":"Gran Tierra Energy Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1273441/000110465926029582/tm269027d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:22:39"},{"signal_id":"6f8374d18d60ec296025a8e32600ec0b","headline":"Helmerich & Payne, Inc. 8-K filing (Item 5.02): officer or director change","summary":"J. Kevin Vann announced his retirement as Senior Vice President and Chief Financial Officer of Helmerich & Payne, Inc., effective June 30, 2026. Todd Scruggs was appointed to succeed him.","talent_readthrough":"Helmerich & Payne's CFO retires in Tulsa; Todd Scruggs steps into the role. Watch for executive shifts in energy utilities.","company":"Helmerich & Payne, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OK","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-01","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46765/000004676526000020/hp-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:23:01"},{"signal_id":"30ff7945b89beb72d9d71c4480db172c","headline":"Seadrill Ltd 8-K filing (Item 5.02): officer or director change","summary":"Seadrill Limited announced the appointment of Samir Ali as President and Chief Executive Officer, replacing Simon Johnson effective immediately.","talent_readthrough":"Seadrill Limited appoints a new CEO in Houston, affecting executive leadership.","company":"Seadrill Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737706/000119312526113974/d28707d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:23:32"},{"signal_id":"6e7433aaa4431871d43dab98f7de087b","headline":"Fortune Brands Innovations, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Fortune Brands Innovations, Inc. appointed Ed Garden as a Class I director, effective March 16, 2026, with an initial term expiring at the Company’s 2027 annual meeting of stockholders.","talent_readthrough":"Fortune Brands Innovations adds a new director to its board in Deerfield, Illinois, with no immediate change to executive roles.","company":"Fortune Brands Innovations, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1519751/000119312526108635/d64013d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:23:48"},{"signal_id":"363137d293cce30ab24835989173bb87","headline":"NEONC TECHNOLOGIES HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"NeOnc Technologies Holdings, Inc. has entered into an employment agreement with David Choi for his service as Chief Accounting Officer, including a base salary and participation in the company's equity incentive plan.","talent_readthrough":"NeOnc Technologies appoints David Choi as Chief Accounting Officer in Calabasas, with compensation including equity incentives.","company":"NeOnc Technologies Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1979414/000182912626002331/neonctechnologies_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:23:57"},{"signal_id":"1312ef2b761e2cce7415690abac55c71","headline":"LifeMD, Inc. 8-K filing (Item 5.02): officer or director change","summary":"LifeMD, Inc announced the departure of its Chief Financial Officer Marc Benathen, who will remain employed through March 31, 2026, to facilitate a transition.","talent_readthrough":"LifeMD's CFO departs; the executive role in New York will transition by March 31, 2026.","company":"LifeMD, Inc","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/948320/000149315226011228/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:24:06"},{"signal_id":"64e099adbe30fdb68ac4b6b6339a7979","headline":"Federal Home Loan Bank of Boston 8-K filing (Item 5.02): officer or director change","summary":"The Federal Home Loan Bank of Boston's board of directors adopted the 2026 Executive Incentive Plan, an incentive compensation plan for certain Bank officers, effective for fiscal year 2026.","talent_readthrough":"Executive officers at Federal Home Loan Bank of Boston in Boston will see changes in their incentive compensation structure for 2026.","company":"Federal Home Loan Bank of Boston","pillar":"rewards_comp","signal_direction":"comp_shift","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1331463/000133146326000055/fhlbbost-20260310.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:24:38"},{"signal_id":"9ffcb20fb602189b31def85682c0afa7","headline":"Longevity Health Holdings, Inc.  (XAGE, XAGEW) 8-K filing (Item 5.02): officer or director change","summary":"Longevity Health Holdings, Inc. appointed Janakiram Ajjarapu as Chairman of the Board and Chief Executive Officer following a private placement of shares.","talent_readthrough":"Longevity Health Holdings appoints a new Chairman and CEO in Pittsburgh, with no disclosed hiring plans.","company":"Longevity Health Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":"$200,000","funding_amount_usd":200000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1842939/000119312526109472/xage-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:24:56"},{"signal_id":"caf0b3e6dbb515d7de934715bb92a60f","headline":"Brady Corp 8-K filing (Item 5.02): officer or director change","summary":"Christopher M. Hix notified Brady Corporation of his intent to leave the Company’s Board of Directors effective March 31, 2026.","talent_readthrough":"Christopher M. Hix is leaving Brady Corporation's Board of Directors; watch for updates on board composition.","company":"Brady Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/746598/000074659826000011/brc-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:25:06"},{"signal_id":"3a7533f3ea9f2e8a42f02be8662beaaa","headline":"VitaNova Life Sciences Corp 8-K filing (Item 5.02): officer or director change","summary":"Ruiming Zhou resigned from her position as the director of VitaNova Life Sciences Corporation, effective March 12, 2026, with no disagreements cited.","talent_readthrough":"VitaNova Life Sciences sees a director departure in New York, with no immediate impact on executive roles disclosed.","company":"VitaNova Life Sciences Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699709/000168316826001990/vitanova_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:25:16"},{"signal_id":"69dfc16dda521be0258854292b9a5132","headline":"Goldman Sachs Private Credit Corp. 8-K filing (Item 5.02): officer or director change","summary":"Susan B. McGee notified the board of directors of Goldman Sachs Private Credit Corp. of her intention to resign from the Board and all committees thereof, effective March 31, 2026.","talent_readthrough":"Susan B. McGee will resign from the board of Goldman Sachs Private Credit Corp. in New York, marking a leadership change.","company":"Goldman Sachs Private Credit Corp.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1920145/000119312526110902/d28296d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:25:36"},{"signal_id":"28f881af01523a1117f7281f4bb15c93","headline":"Clear Secure, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Clear Secure, Inc. announced that Lynn Haaland, the Company’s General Counsel, will be departing on April 3, 2026, and will receive an additional 12 months of salary in consideration for her services.","talent_readthrough":"Lynn Haaland, General Counsel at Clear Secure, is leaving the company. Legal and compliance professionals in New York should note this leadership change.","company":"Clear Secure, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["legal_compliance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-03","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856314/000095014226000784/eh260754338_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:26:11"},{"signal_id":"04cec3c0e68d36ddb76b1cb5978e7977","headline":"Alarm.com Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jeff Bedell temporarily relinquishes his duties as President, Venture Businesses and Corporate Strategy of Alarm.com Holdings, Inc. due to a personal family issue, but will continue as a full-time employee and senior advisor to the CEO.","talent_readthrough":"Jeff Bedell steps back from his executive role at Alarm.com in Tysons, Virginia, but remains with the company in an advisory capacity.","company":"Alarm.com Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1459200/000110465926031065/tm268849d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:26:21"},{"signal_id":"022e7a11209361ec525c812d25c68907","headline":"Silver Capital Holdings LLC 8-K filing (Item 5.02): officer or director change","summary":"Susan B. McGee notified the board of directors of Silver Capital Holdings LLC of her intention to resign from the Board and all committees thereof, effective March 31, 2026.","talent_readthrough":"Susan B. McGee is leaving her executive role at Silver Capital Holdings LLC in New York. The company has not disclosed plans for her replacement.","company":"Silver Capital Holdings LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674760/000119312526110893/d14125d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:26:34"},{"signal_id":"6907190d50c095793c32f2dc8c3a7067","headline":"Stitch Fix, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Anthony Bacos, Chief Product and Technology Officer of Stitch Fix, Inc., notified the Company of his intention to retire, effective August 1, 2026.","talent_readthrough":"Stitch Fix's Chief Product and Technology Officer will retire in August 2026, creating a vacancy in the executive team.","company":"Stitch Fix, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-08-01","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1576942/000162828026018845/sfix-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:26:44"},{"signal_id":"2369fb8676e00558b1b30c33c6f415f8","headline":"J.Jill, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Andrew Rolfe, a member of the board of directors of J.Jill, Inc., notified the Company that he will not stand for reelection at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"J.Jill's board member Andrew Rolfe will not seek reelection in 2026, a planned departure with no stated impact on operations.","company":"J.Jill, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1687932/000119312526117668/d126382d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:26:53"},{"signal_id":"b42c84b2a6fec90018f58ace32874c52","headline":"Archer Aviation Inc. 8-K filing: officer or director change","summary":"Tosha Perkins will transition from her current role as Chief Administrative Officer of Archer Aviation Inc. to serve as a senior advisor to the Company effective April 17, 2026.","talent_readthrough":"Archer Aviation's Chief Administrative Officer transitions to a senior advisor role; executive leadership in San Jose adjusts.","company":"Archer Aviation Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-17","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1824502/000182450226000027/achr-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:27:14"},{"signal_id":"dd57da7e2605fff12f0ff72db419855c","headline":"TransMontaigne Partners LLC 8-K filing (Item 5.02): officer or director change","summary":"TransMontaigne Partners LLC announced the retirement of Holly P. Kranzmann from her position as Executive Vice President, Business Development, effective March 31, 2026.","talent_readthrough":"TransMontaigne Partners LLC's executive vice president of business development retires in Denver; the announcement does not state a successor or hiring plans.","company":"TransMontaigne Partners LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1319229/000110465926032614/tm269370d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:27:22"},{"signal_id":"2b736a662aa5f48f3e9b218d7f3634ed","headline":"UNIVERSAL ELECTRONICS INC 8-K filing (Item 5.02): officer or director change","summary":"Ramzi Ammari, Senior Vice President, Corporate Planning and Strategy of Universal Electronics Inc., has notified the company of his decision to retire effective May 29, 2026.","talent_readthrough":"Universal Electronics Inc. in Scottsdale sees a planned executive departure; the senior vice president for corporate planning and strategy retires in May.","company":"Universal Electronics Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101984/000162828026019425/ueic-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:27:30"},{"signal_id":"de86f04279f1cb7421189238b84a958b","headline":"TripAdvisor, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Greg B. Maffei, Chair of the Board of Directors, and Albert E. Rosenthaler, a member of the Board, notified Tripadvisor, Inc. that they will not stand for re-election at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"Two executives at TripAdvisor in Massachusetts are retiring from the board; watch for new appointments.","company":"TripAdvisor, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-18","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1526520/000119312526115955/d90987d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:27:52"},{"signal_id":"f34411c11b45a986a28ba7078204079f","headline":"Bitcoin Depot Inc.  (BTM, BTMWW) 8-K filing (Item 5.02): officer or director change","summary":"Elizabeth Simer resigned from her role as Chief Operating Officer of Bitcoin Depot Inc.","talent_readthrough":"Bitcoin Depot's COO resigns in Sandy Springs, GA; watch for executive succession plans.","company":"Bitcoin Depot Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1901799/000119312526111214/btm-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:28:00"},{"signal_id":"c232d22a2c16f1e71a3fe04c0a8ab0e5","headline":"Great Lakes Dredge & Dock CORP 8-K filing (Item 5.02): officer or director change","summary":"Great Lakes Dredge & Dock Corporation announced the retirement of David J. Johanson, its Senior Vice President, Project Acquisition and Operations, effective March 27, 2026, with expected continued vesting of equity awards.","talent_readthrough":"A senior vice president retires at Great Lakes Dredge & Dock in Houston, with equity awards continuing to vest.","company":"Great Lakes Dredge & Dock Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372020/000119312526117940/gldd-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:28:08"},{"signal_id":"93bd93b2ab74fba20575a5c30b442509","headline":"BranchOut Food Inc. 8-K filing (Item 5.02): officer or director change","summary":"Branchout Food Inc. announced salary increases for its CEO and CFO, retroactive to previous dates.","talent_readthrough":"Branchout Food Inc. has increased salaries for its CEO and CFO, affecting executive compensation.","company":"Branchout Food Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1962481/000149315226011862/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:28:20"},{"signal_id":"9c8e21a2c35f8e9627921f48c437a1ee","headline":"National Bankshares Inc 8-K filing (Item 5.02): officer or director change","summary":"Paul M. Mylum, Executive Vice President and Chief Lending Officer of National Bankshares, Inc., announced his resignation effective May 15, 2026, to relocate closer to his family and take up the position of President of The Bank of Charlotte County.","talent_readthrough":"Paul M. Mylum is leaving his executive role at National Bankshares, Inc. in Virginia to join The Bank of Charlotte County as President.","company":"National Bankshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-15","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/796534/000119312526117128/nksh-20260320.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:28:41"},{"signal_id":"00634a7738e185d135e0a29c2ce9671b","headline":"IOVANCE BIOTHERAPEUTICS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Wendy Yarno, a member of the Board of Directors of Iovance Biotherapeutics, Inc., will retire from the Board and not stand for re-election at the Company’s annual meeting of stockholders in June 2026.","talent_readthrough":"Wendy Yarno retires from Iovance Biotherapeutics' board in San Carlos, with no disagreement cited.","company":"IOVANCE BIOTHERAPEUTICS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1425205/000110465926032774/tm269367d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:28:49"},{"signal_id":"1f4ca59bb6395860afca7cc7ce794bf9","headline":"AIR INDUSTRIES GROUP 8-K filing (Item 5.02): officer or director change","summary":"Mr. Lou Melluzzo resigned from his positions as Chief Executive Officer and President of Air Industries Group, and from all other positions he held within Air Industries Group and its subsidiaries.","talent_readthrough":"Air Industries Group's CEO and President Lou Melluzzo has resigned, marking a leadership change in the aerospace and defense sector in Bay Shore.","company":"Air Industries Group","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1009891/000121390026028297/ea0281681-8k_airindus.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:28:58"},{"signal_id":"1153c12a49bf6658b26f7300845abd9a","headline":"Phillip Street Middle Market Lending Fund LLC 8-K filing (Item 5.02): officer or director change","summary":"Susan B. McGee notified the board of directors of Phillip Street Middle Market Lending Fund LLC of her intention to resign from the Board and all committees thereof, effective March 31, 2026.","talent_readthrough":"Susan B. McGee is leaving the board of Phillip Street Middle Market Lending Fund LLC in New York.","company":"Phillip Street Middle Market Lending Fund LLC","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1948368/000119312526110910/d12022d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:29:08"},{"signal_id":"e9551dcabb82b6467d0ecd69fdefd0b8","headline":"Taylor Morrison Home Corp 8-K filing (Item 5.02): officer or director change","summary":"David Merritt, a member of the Board of Directors of Taylor Morrison Home Corporation, notified the Company of his decision to retire from the Board, effective as of the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"A board member retires at Taylor Morrison Home Corporation in Scottsdale, with no disclosed impact on hiring or operations.","company":"Taylor Morrison Home Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562476/000119312526110835/d61298d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:29:24"},{"signal_id":"526a39b321b43995898b46fab0f2a5d5","headline":"Goldman Sachs Private Middle Market Credit II LLC 8-K filing (Item 5.02): officer or director change","summary":"Susan B. McGee notified the board of directors of Goldman Sachs Private Middle Market Credit II LLC of her intention to resign from the Board and all committees thereof, effective March 31, 2026.","talent_readthrough":"Susan B. McGee is leaving the board of Goldman Sachs Private Middle Market Credit II LLC in New York; the company has not announced a replacement.","company":"Goldman Sachs Private Middle Market Credit II LLC","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1772704/000119312526110918/d28402d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:29:33"},{"signal_id":"991dfc4baadf355a2c4d26069e411d91","headline":"Parker-Hannifin Corp 8-K filing (Item 5.02): officer or director change","summary":"Kevin A. Lobo notified Parker-Hannifin Corporation that he will not stand for reelection to the Company’s Board of Directors at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"A board director at Parker-Hannifin in Cleveland steps down in 2026, with no stated impact on operations or hiring.","company":"Parker-Hannifin Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-13","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/76334/000119312526110795/d102851d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:29:42"},{"signal_id":"91c730d4d64b23b41a1c167526c6208e","headline":"GRAPHJET TECHNOLOGY 8-K filing (Item 5.02): officer or director change","summary":"Four independent directors resigned from Graphjet Technology, with no disagreement cited.","talent_readthrough":"Four independent directors left Graphjet Technology in Malaysia; the announcement cites no disagreement.","company":"Graphjet Technology","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"MY","hq_city":null,"hq_country":"MY","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1879373/000121390026030795/ea0282267-8k_graphjet.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:29:58"},{"signal_id":"27c27ece0b9530e941843dfb4d025287","headline":"RB GLOBAL INC. 8-K filing (Item 5.02): officer or director change","summary":"Sarah Raiss notified RB Global, Inc. of her decision to retire from service on the Board of Directors following the completion of her current term and will not stand for re-election at the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"Sarah Raiss retires from RB Global's board; no immediate impact on executive roles is disclosed.","company":"RB Global, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046102/000110465926028564/tm268839d2_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:30:18"},{"signal_id":"983af48d224793b289c7d5e9dea841b9","headline":"REINSURANCE GROUP OF AMERICA INC 8-K filing (Item 5.02): officer or director change","summary":"Mark Brooks, Executive Vice President, Chief Information Officer of Reinsurance Group of America, Incorporated, has resigned effective April 3, 2026.","talent_readthrough":"Reinsurance Group of America's Chief Information Officer resigns in Chesterfield, Missouri; the executive role will need filling.","company":"Reinsurance Group of America, Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898174/000119312526117615/d84963d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:30:26"},{"signal_id":"754d3f55ec5679bfa2a9404f5553f701","headline":"Gevo, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Angelo Amorelli informed the Board of Directors of Gevo, Inc. that he will not stand for re-election at the Company’s 2026 Annual Meeting of Stockholders, citing personal reasons.","talent_readthrough":"A board member at Gevo in Englewood steps down voluntarily; the filing does not name a successor.","company":"Gevo, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392380/000110465926028440/tm268799d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:31:07"},{"signal_id":"5003cc48418174501af314e927778c31","headline":"Global Interactive Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Juhyon Shin resigned as Chief Financial Officer of Global Interactive Technologies, Inc., with the company engaging an external financial consultant to lead financial statement preparation and audit coordination.","talent_readthrough":"Global Interactive Technologies' CFO resigns in Seoul; the company has engaged an external consultant for financial tasks.","company":"Global Interactive Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"KR","hq_city":null,"hq_country":"KR","state":null,"functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1911545/000149315226011619/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:31:36"},{"signal_id":"f53036241189d9d468c19abce029c8ac","headline":"Noble Corp plc  (NE, NE-WT, NE-WTA) 8-K filing (Item 5.02): officer or director change","summary":"Ms. Kristin Holth resigned from her position as Director of Noble Corporation plc, effective at the commencement of the 2026 Annual General Meeting of shareholders, and will not stand for re-election.","talent_readthrough":"A director resigns at Noble Corporation in Houston; the board will need to fill the vacancy without Ms. Holth standing for re-election.","company":"Noble Corporation plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1895262/000189526226000099/ne-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:31:45"},{"signal_id":"cfb5e784d639bc3fb040134f8b11bcc6","headline":"Primoris Services Corp 8-K filing (Item 5.02): officer or director change","summary":"John P. Schauerman will retire from Primoris Services Corporation's Board of Directors after the 2026 Annual Meeting of Stockholders, not due to any disagreement with the company.","talent_readthrough":"A board member retires at Primoris Services in Dallas; the departure is part of a planned succession.","company":"Primoris Services Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361538/000136153826000011/prim-20260312x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:31:53"},{"signal_id":"cb28f059b2a64466071c7171a4f1d0ae","headline":"American Picture House Corp 8-K filing (Item 5.02): officer or director change","summary":"Thomas Rauker resigned from the Board of Directors of American Picture House Corporation due to differences with management regarding the company's financial planning and related practices.","talent_readthrough":"Thomas Rauker steps down from the board of American Picture House in Cary, citing differences over financial oversight.","company":"American Picture House Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1771995/000149315226011828/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:32:16"},{"signal_id":"a6137825ddadc5368a38347bafb14aeb","headline":"Sally Beauty Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Erin Nealy Cox resigned from the Board of Directors of Sally Beauty Holdings, Inc. as part of a transition to her new role at Walmart, Inc., with no disagreement leading to her resignation.","talent_readthrough":"A board director at Sally Beauty Holdings steps down to join Walmart; the departure is part of a planned transition.","company":"Sally Beauty Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368458/000119312526109350/sbh-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:32:26"},{"signal_id":"009cb131f8b62563768624c83da74a3f","headline":"FiscalNote Holdings, Inc.  (NOTE, NOTE-WT) 8-K filing (Item 5.02): officer or director change","summary":"Anna Sedgley, a member of the Board of Directors of FiscalNote Holdings, Inc., has resigned effective March 19, 2026, to focus on other professional commitments.","talent_readthrough":"Anna Sedgley steps down from FiscalNote's board in Washington, creating one executive vacancy.","company":"FiscalNote Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823466/000119312526116105/d126129d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:32:45"},{"signal_id":"8114f3b37903d31aba6a7046023ba559","headline":"TruGolf Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Shaun Limbers resigned from his position as a member of the TruGolf Holdings, Inc. Board of Directors, and Brenner Adams was appointed as a member of the Board, resigning from his position as Chief Growth Officer.","talent_readthrough":"TruGolf Holdings sees a board member departure and appointment in Centerville, Utah, with no disclosed impact on executive roles beyond the board change.","company":"TruGolf Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857086/000149315226011857/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:32:56"},{"signal_id":"562785aafa1edb12f1a68ff47a5d8cae","headline":"Rigetti Computing, Inc. 8-K filing (Item 5.02): officer or director change","summary":"H. Gail Sandford notified Rigetti Computing, Inc. that she would not stand for re-election to the Board of Directors upon the completion of her current term, which expires at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"H. Gail Sandford will not seek re-election to Rigetti Computing's board in Berkeley, a planned succession with no stated disagreement.","company":"Rigetti Computing, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-19","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1838359/000110465926032720/tm269465d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:33:04"},{"signal_id":"36369be4ee3f4dee4f3c557b265eb282","headline":"ASSURED GUARANTY LTD 8-K filing (Item 5.02): officer or director change","summary":"Assured Guaranty Ltd reports a change in officers or directors as per their 8-K filing with the SEC.","talent_readthrough":"Assured Guaranty Ltd in Bermuda has a change in executive leadership; the filing does not disclose hiring or displacement plans.","company":"Assured Guaranty Ltd","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1273813/000127381326000044/ago-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:33:13"},{"signal_id":"968442cfcb03faf824f1711554efc5fd","headline":"HOPE BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"David P. Malone and Lisa K. Pai, members of the board of directors of Hope Bancorp, Inc., have notified the company of their intention to retire from the Board effective as of the Company’s 2026 Annual Meeting of Stockholders and will not stand for re-election.","talent_readthrough":"Two executives at Hope Bancorp in Los Angeles will retire from the board at the 2026 Annual Meeting, with no immediate replacement announced.","company":"Hope Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-19","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128361/000112836126000014/hope-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:33:23"},{"signal_id":"6a1f63309b9851dfb94983e79e553463","headline":"Pattern Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"Daniel Gay resigned as a director of Pattern Group Inc., including all committee positions, effective immediately, for personal reasons without any disagreements with the company.","talent_readthrough":"Pattern Group Inc. sees a director resignation in Lehi, with no immediate impact on operations or practices.","company":"Pattern Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811935/000181193526000016/ptrn-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:33:31"},{"signal_id":"e69cdd93ee0284bf1bced287cd0d6bbb","headline":"Hepion Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Kaouthar Lbiati resigned as Chief Executive Officer of Hepion Pharmaceuticals for personal reasons, with Gary Stetz appointed as interim CEO and Vincent LoPriore as Executive Chairman, along with new director appointments.","talent_readthrough":"Hepion Pharmaceuticals' CEO resigns in New Jersey; interim leadership appointed with no disclosed impact on hiring.","company":"Hepion Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583771/000149315226011222/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:33:40"},{"signal_id":"665beff7d2faedad2a9a20c38cf6b8f8","headline":"Tidewater Inc. 8-K filing: officer or director change","summary":"Darron M. Anderson notified the Board of Directors of Tidewater Inc. of his intent to not stand for reelection as a Director at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Darron M. Anderson will not seek reelection to Tidewater's board in Houston, a planned departure with no stated disagreement.","company":"Tidewater Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-17","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/98222/000110465926032151/tm269375d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:33:58"},{"signal_id":"076885b5ae910285b6946b9c2f2b849c","headline":"James Peters, Executive Vice President, to resign from Whirlpool Corporation","summary":"James Peters announced his decision to resign from his position as Executive Vice President at Whirlpool Corporation, effective March 30, 2026, following his earlier step down as CFO and President of Whirlpool Asia.","talent_readthrough":"Whirlpool's executive team in Benton Harbor will see a change as James Peters resigns from his role as Executive Vice President.","company":"Whirlpool Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-30","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/106640/000010664026000012/whr-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:34:16"},{"signal_id":"779261a06444ae0da4c3b00c0d9f6d4d","headline":"CIVISTA BANCSHARES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Dennis E. Murray, Jr. resigned from the Boards of Directors of Civista Bancshares, Inc. and Civista Bank, citing no disagreement with the company or the bank.","talent_readthrough":"A director resigns from Civista Bancshares in Ohio; the announcement does not suggest immediate changes for executive roles.","company":"Civista Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944745/000119312526116251/civb-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:34:25"},{"signal_id":"7e2d70128877db50c48dbd62d6663085","headline":"Lixte Biotechnology Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lixte Biotechnology Holdings, Inc. announced an amendment to the employment agreement of its CEO, Geordan Pursglove, increasing his annual base salary from $240,000 to $360,000 effective January 1, 2026.","talent_readthrough":"The CEO's compensation increases to $360,000 annually, effective January 1, 2026.","company":"Lixte Biotechnology Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1335105/000149315226011829/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:34:40"},{"signal_id":"cb1bcb9bb91f889f3c38f09a9a9f89a4","headline":"Cohen & Steers Income Opportunities REIT, Inc. 8-K filing (Item 5.02): officer or director change","summary":"James S. Corl has been appointed as President of Cohen & Steers Income Opportunities REIT, Inc., in addition to his roles as Chief Executive Officer and Chief Investment Officer.","talent_readthrough":"James S. Corl adds the title of President at Cohen & Steers in New York, with no stated impact on executive hiring or displacement.","company":"Cohen & Steers Income Opportunities REIT, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1939433/000193943326000047/cnsreit-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:35:27"},{"signal_id":"b9a1274c0c024d8c83a70dce419a6358","headline":"McCormick & Co Inc. Announces Leadership Change","summary":"Gregory P. Repas, Vice President & Controller, announced his retirement from McCormick & Company, Incorporated, effective July 1, 2026. Julie Giese was appointed as his successor, effective April 1, 2026.","talent_readthrough":"McCormick & Co Inc. sees a leadership transition in its finance department with the retirement of Gregory P. 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The Board approved a one-time $250,000 cash bonus for her. Soo Lagasse was appointed as the new CHRO, effective April 1, 2026.","talent_readthrough":"Parsons Corporation's HR leadership transitions in Chantilly, with a new CHRO appointed and the outgoing executive receiving a retirement bonus.","company":"Parsons Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["hr_people"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/275880/000119312526110775/psn-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:36:01"},{"signal_id":"b4844bafe678aa7c0e0bdab5e3b1fc07","headline":"SOUNDHOUND AI, INC. 8-K filing: officer or director change","summary":"SoundHound AI, Inc. announced that Nitesh Sharan will resign as Chief Financial Officer, effective April 3, 2026, to assume a leadership role at a company in the quantum computing space.","talent_readthrough":"SoundHound AI's CFO departs for a quantum computing role; the executive team in Santa Clara will need a replacement.","company":"SoundHound AI, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840856/000121390026030707/ea0282324-8k_sound.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:36:29"},{"signal_id":"5de319649f65cf0e83c7632916eb3104","headline":"Ollie's Bargain Outlet Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kevin McLain, Senior Vice President, General Merchandise Manager at Ollie’s Bargain Outlet Holdings, Inc., has announced his retirement effective May 1, 2026, with Shane Thornton set to succeed him.","talent_readthrough":"A senior executive retires at Ollie’s Bargain Outlet in Harrisburg, with a successor already named.","company":"Ollie’s Bargain Outlet Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639300/000114036126009646/ef20068058_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:36:38"},{"signal_id":"f482bdc26c58001f3bab6952b0ed7e9a","headline":"Cantor Equity Partners III, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cantor Equity Partners III, Inc. appointed Eric Stone as a member of the Board and to its audit and compensation committees, effective March 17, 2026.","talent_readthrough":"Cantor Equity Partners adds an executive to its board and committees in New York, with no stated impact on hiring.","company":"Cantor Equity Partners III, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2034268/000121390026031880/ea0282149-8k_cantor3.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:36:53"},{"signal_id":"8ec1892149544bd5e82ac7505fb3f191","headline":"KKR Enhanced US Direct Lending Fund-L Inc. 8-K filing (Item 5.02): officer or director change","summary":"KKR Enhanced US Direct Lending Fund-L Inc. appointed Mr. Shawn Donovan as Secretary and Vice President, with Ms. Lori Hoffman resigning from these positions, effective March 31, 2026.","talent_readthrough":"KKR Enhanced US Direct Lending Fund-L Inc. sees a leadership change in its executive team in San Francisco, with no disclosed impact on hiring or roles.","company":"KKR Enhanced US Direct Lending Fund-L Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2012839/000119312526110649/d22887d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:37:02"},{"signal_id":"dea70dd56c08942781556bcbbc879e48","headline":"Aptiv PLC 8-K filing (Item 5.02): officer or director change","summary":"Aptiv PLC reported a change in its officers or directors in an SEC EDGAR filing.","talent_readthrough":"Aptiv PLC in Schaffhausen has a change in its executive leadership; 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The transition of his responsibilities and severance benefits are being finalized.","company":"SiriusPoint Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1576018/000157601826000036/tpre-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:37:50"},{"signal_id":"164a8f3f73f74e58d272e8083f107f15","headline":"Renasant Corp 8-K filing (Item 5.02): officer or director change","summary":"Renasant Bank amended M. Ray (Hoppy) Cole, Jr.'s employment agreement to adjust his eligibility for bonuses under the Performance Based Rewards Plan, aligning it with other senior executive officers.","talent_readthrough":"Renasant Bank adjusts bonus eligibility for executive M. Ray (Hoppy) Cole, Jr., aligning it with other senior executives.","company":"Renasant Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MS","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/715072/000071507226000023/rnst-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:38:05"},{"signal_id":"0c8d7bf7e7fbad462047a5a87b95895a","headline":"Corebridge Financial, Inc. 8-K filing: officer or director change","summary":"Minoru Kimura is departing from the Board of Directors of Corebridge Financial, Inc., effective April 20, 2026, as part of Nippon Life Insurance Company's normal personnel assignment rotations.","talent_readthrough":"A director departs Corebridge Financial in Houston as part of a normal rotation; no hiring or displacement is announced.","company":"Corebridge Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1889539/000188953926000085/crbg-20260311.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:38:14"},{"signal_id":"647a34f54f3efeadea8d4c015b71fef3","headline":"Revolve Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Revolve Group, Inc. appointed Erinn Murphy to serve as a member of the Board, effective immediately, and assigned her roles in the Audit and Compensation Committees.","talent_readthrough":"Revolve Group adds a finance leader to its board in California, with no immediate hiring or displacement indicated.","company":"Revolve Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746618/000119312526116835/rvlv-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:38:30"},{"signal_id":"6b6b86dc4096cd164b3b17cfc0eed971","headline":"APS BDC, LLC 8-K filing (Item 5.02): officer or director change","summary":"Thomas Hansen resigned as Chief Financial Officer of APS BDC, LLC, and Amaka Dike was appointed as his successor, effective March 20, 2026.","talent_readthrough":"APS BDC replaces its CFO in New York; finance professionals should note the leadership change at the financial services firm.","company":"APS BDC, LLC","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2083477/000119312526117631/d91131d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:38:39"},{"signal_id":"59662f1a2ac3f278c4b043d212135088","headline":"Jefferson Capital, Inc. / DE 8-K filing (Item 5.02): officer or director change","summary":"Jefferson Capital, Inc. approved 2025 annual cash bonuses for Messrs. Burton and Zellmann and determined performance-based commissions for Ms. Person.","talent_readthrough":"Executives at Jefferson Capital in Minneapolis receive adjusted bonuses and commissions, reflecting a compensation shift.","company":"Jefferson Capital, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2046042/000110465926029572/tm269165d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:38:49"},{"signal_id":"5761866141b74a527e0a8b549ea1d2a7","headline":"Frontdoor, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Frontdoor, Inc. announced the election of Dennis Howard as a director and his appointment to the Audit Committee, effective March 17, 2026.","talent_readthrough":"Frontdoor adds a new independent director from Charles Schwab to its board in Memphis, with no immediate change to executive roles.","company":"Frontdoor, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1727263/000172726326000003/ftdr-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:38:56"},{"signal_id":"83b958c4d19241cd4bfdb73a17308730","headline":"Rising Dragon Acquisition Corp. 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Rosgen will retire from ImmuCell Corporation's Board of Directors effective April 1, 2026, and Kathy V. Turner has been elected to fill the vacancy.","talent_readthrough":"ImmuCell Corporation sees a change in its board leadership with the retirement of Steven A. Rosgen and the election of Kathy V. 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Gallina, former CFO of Elevance Health, brings extensive experience in finance and audit-related roles.","talent_readthrough":"CVS Health adds a former Elevance Health CFO to its board in Woonsocket, signaling no immediate change in executive roles.","company":"CVS Health Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"RI","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/64803/000006480326000017/cvs-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:43:24"},{"signal_id":"05a6cc8c8c32ac4ff1e25698bd13bc9c","headline":"AN2 Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"AN2 Therapeutics, Inc. announced a stock option repricing effective March 19, 2026, reducing the exercise price of all outstanding stock options to $3.91 per share.","talent_readthrough":"AN2 Therapeutics adjusts stock option terms for executives and board members in Menlo Park, affecting compensation structure.","company":"AN2 Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1880438/000119312526117765/d107794d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:43:38"},{"signal_id":"600d8b069d72fc107370bebfefa96160","headline":"Eagle Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eagle Bancorp, Inc. approved the grant of continuity awards to its senior management team, excluding the CEO, to support a stable transition and retain key leaders.","talent_readthrough":"Eagle Bancorp's senior management team, excluding the CEO, receives continuity awards to ensure leadership stability during the CEO's retirement transition.","company":"Eagle Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050441/000105044126000029/gnw-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:44:13"},{"signal_id":"f715eb70aeadf9d6ec5e5badc9b1f7ea","headline":"ReposiTrak, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ReposiTrak, Inc. announced the appointment of James Gillis as a member of the Board of Directors and as a member of the Audit and Compensation Committees of the Board of Directors, effective March 13, 2026.","talent_readthrough":"James Gillis joins ReposiTrak's board in Utah, adding executive leadership experience.","company":"ReposiTrak, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/50471/000143774926008591/trak20260317_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:44:28"},{"signal_id":"83ca6a10792ffd64d8df92d95d6ea298","headline":"GE HealthCare Technologies Inc. 8-K filing (Item 5.02): officer or director change","summary":"GE HealthCare Technologies Inc. appointed Kevin A. Lobo to serve as a director and as a member of the Talent, Culture, and Compensation Committee of the Board, effective immediately.","talent_readthrough":"GE HealthCare adds a new director to its board in Chicago, with no immediate change to executive roles.","company":"GE HealthCare Technologies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1932393/000193239326000013/gehc-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:44:35"},{"signal_id":"004cc927b9376b1245eb9f2fa734d8ad","headline":"Regal Rexnord Corporation Announces Extended CEO Transition Period","summary":"Regal Rexnord Corporation has extended the tenure of CEO Louis V. Pinkham through June 30, 2026, or an earlier mutually agreed date, as the company continues its search for a successor.","talent_readthrough":"The CEO transition at Regal Rexnord Corporation in Milwaukee extends through mid-2026, affecting executive leadership roles.","company":"Regal Rexnord Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/82811/000095015726000298/form8k-a.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:44:58"},{"signal_id":"f489f2af25b46d471c4788939f38c8c9","headline":"Resignation of Michael Newbanks","summary":"Michael Newbanks, Vice President of Finance and Chief Accounting Officer of CSP Inc., has resigned effective May 15, 2026, to spend more time with his family and pursue other opportunities.","talent_readthrough":"CSP Inc.'s finance leadership in Lowell is transitioning as the Chief Accounting Officer resigns; the role will be handed over by May 15.","company":"CSP Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/356037/000035603726000016/cspi-20260310x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:45:05"},{"signal_id":"2c786696dbf90a3cf2139cafede4060a","headline":"MPLX LP 8-K filing (Item 5.02): officer or director change","summary":"MPLX GP LLC appointed Erin M. Brzezinski as Vice President and Controller of MPLX GP, effective April 1, 2026, succeeding Rebecca L. Iten who will continue in an accounting leadership role.","talent_readthrough":"MPLX LP in Findlay, Ohio, appoints a new Vice President and Controller, a leadership change with no stated impact on headcount.","company":"MPLX LP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1552000/000155200026000012/mplx-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:45:21"},{"signal_id":"b6d8f1f41ba2a34ed77325f526c6a6b6","headline":"QXO, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sean Smith, Chief Accounting Officer of QXO, Inc., notified the Company of his intent to resign from his position, effective March 15, 2026, to pursue employment closer to his family home.","talent_readthrough":"QXO's Chief Accounting Officer resigns in Greenwich; the executive role will need filling.","company":"QXO, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1236275/000095014226000736/eh260752698_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:45:39"},{"signal_id":"dca1370ed033c045f4f276b2410da45e","headline":"VERACYTE, INC. 8-K filing (Item 5.02): officer or director change","summary":"Veracyte, Inc. announced the appointment of Dr. Kevin Haas as its Chief Development and Technology Officer, effective March 24, 2026.","talent_readthrough":"Veracyte appoints a new Chief Development and Technology Officer in South San Francisco, signaling a leadership change in its healthcare operations.","company":"Veracyte, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1384101/000138410126000012/vcyt-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:45:48"},{"signal_id":"c11d874352f2e1f6ec97863c0801e9b8","headline":"ACNB CORP 8-K filing (Item 5.02): officer or director change","summary":"On March 13, 2026, the Boards of Directors of ACNB Corporation and ACNB Bank granted Executive Officers awards of restricted stock pursuant to the ACNB Bank Variable Compensation Plan and the ACNB Corporation 2018 Omnibus Stock Incentive Plan.","talent_readthrough":"Executive officers at ACNB Corporation received restricted stock awards. The announcement does not disclose any changes in headcount.","company":"ACNB Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/715579/000162828026019066/acnb-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:46:01"},{"signal_id":"9e7e56ae1b114270414fd1dc0f1ecea7","headline":"California Resources Corp 8-K filing (Item 5.02): officer or director change","summary":"Michael Helm has been appointed as the Company’s Vice President – Finance and Controller, and will serve as the Company’s principal accounting officer effective as of March 16, 2026.","talent_readthrough":"California Resources Corp appoints a new Vice President of Finance in Long Beach, signaling a leadership change in its finance function.","company":"California Resources Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609253/000160925326000079/crc-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:46:09"},{"signal_id":"0b9ac261742e63eac0a07f6c9eca036c","headline":"BlueOne Card, Inc. 8-K filing (Item 5.02): officer or director change","summary":"James Koh resigned from his positions as President, Chief Executive Officer, Chief Financial Officer, Secretary, and Treasurer of BlueOne Technologies, Inc., and Nabil A. Bader was appointed to these positions.","talent_readthrough":"BlueOne Card's executive team changes in Newport Beach with no immediate hiring or displacement reported.","company":"BlueOne Card, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1496690/000168316826001841/blueone_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:46:18"},{"signal_id":"9b83f08ebf92e40dd2864aa46a2ecb10","headline":"MediaAlpha, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lara Sweet, a Class III member of the Board of Directors of MediaAlpha, Inc., notified the Company that she would not stand for reelection at the Company’s 2026 Annual Meeting of Stockholders due to personal reasons.","talent_readthrough":"MediaAlpha's board will lose one director in May 2026; the search for a replacement is underway.","company":"MediaAlpha, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-05","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818383/000181838326000080/max-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:46:26"},{"signal_id":"fd71a667f8110438e7777e531234868d","headline":"ENCORE CAPITAL GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"Ms. Wendy Hannam notified Encore Capital Group, Inc. that she will not stand for re-election as a director at the Company’s 2026 Annual Meeting of Stockholders, with her decision not resulting from any disagreement with the Company.","talent_readthrough":"Encore Capital Group's director Wendy Hannam will not seek re-election at the 2026 Annual Meeting in San Diego, a planned departure with no stated disagreement.","company":"Encore Capital Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084961/000108496126000023/ecpg-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:46:44"},{"signal_id":"39945840788afc340346a4a8192d22a1","headline":"COTY INC. 8-K filing (Item 5.02): officer or director change","summary":"Beatrice Ballini, Isabelle Parize, Anna Adeola Makanju, and Robert (Bob) Singer resigned from the Board of Directors of Coty Inc., with Gordon von Bretten stepping down from the Board but continuing in his executive role. Carsten Fischer was appointed as an independent director.","talent_readthrough":"Coty Inc. sees changes in its board composition with several resignations and one new appointment, affecting executive leadership in New York.","company":"Coty Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1024305/000102430526000022/coty-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:46:56"},{"signal_id":"86cd93ff87af5b0bbfb118a7d4070616","headline":"AmpliTech Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"AmpliTech Group, Inc. reported a change in its officer or director positions as per its 8-K filing with the SEC.","talent_readthrough":"AmpliTech Group's executive team sees a change in leadership roles, with no immediate impact on headcount disclosed.","company":"AmpliTech Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1518461/000149315226010260/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:47:04"},{"signal_id":"2ec859f90cf8cc7ac7c1ab185ea3bc70","headline":"Cencora, Inc. 8-K filing (Item 5.02): officer or director change","summary":"James F. Cleary will retire as Executive Vice President and Chief Financial Officer of Cencora, Inc. effective June 30, 2026.","talent_readthrough":"Cencora's CFO retires in Conshohocken; the company will need to appoint a new executive.","company":"Cencora, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140859/000110465926029039/tm268936d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:47:10"},{"signal_id":"abd38689d128c411192d72f877286131","headline":"ASHFORD HOSPITALITY TRUST INC 8-K filing (Item 5.02): officer or director change","summary":"Ashford Hospitality Trust, Inc. reported a change in its officer or director position in its 8-K filing with the SEC.","talent_readthrough":"Ashford Hospitality Trust has a leadership change in Dallas; the filing does not disclose any immediate impact on hiring or roles.","company":"Ashford Hospitality Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1232582/000123258226000050/aht-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:47:16"},{"signal_id":"2df239f7dbb028b9a5121b2cc6bf6526","headline":"PLAYSTUDIOS, Inc. 8-K filing: officer or director change","summary":"The Compensation Committee of PLAYSTUDIOS, Inc. determined the forfeiture of 2025 performance-based equity awards for certain executives.","talent_readthrough":"Executive compensation changes at PLAYSTUDIOS in Las Vegas; the filing does not disclose broader workforce implications.","company":"PLAYSTUDIOS, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823878/000182387826000029/myps-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:47:23"},{"signal_id":"7b4817162b5d4832b46f5cd141436aac","headline":"Waste Connections, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Waste Connections, Inc. increased the size of its Board from eight to nine members and appointed Daniel L. Florness to the Board effective April 1, 2026.","talent_readthrough":"Daniel L. Florness joins the board of Waste Connections, Inc., adding to executive leadership in Canada.","company":"Waste Connections, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1318220/000110465926031042/tm269110d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:47:38"},{"signal_id":"5cd1d89c45ae48e402e6bd69ef83f561","headline":"Centuri Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Centuri Holdings, Inc. announced an increase in the size of its Board from eight to nine members and elected Mr. Steven E. Nielsen to fill the vacancy, effective immediately.","talent_readthrough":"Centuri Holdings adds a new board member in Arizona, signaling a leadership change with no immediate impact on headcount.","company":"Centuri Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1981599/000198159926000035/ctri-20260320.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:48:19"},{"signal_id":"5fa1815a8501e5894d11aad39f390328","headline":"Empire State Realty Trust, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Empire State Realty Trust, Inc. reported a change in its officer or director position in its 8-K filing with the SEC.","talent_readthrough":"Empire State Realty Trust has a leadership change in New York; the filing does not disclose hiring plans.","company":"Empire State Realty Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1541401/000154140126000011/esrt-20260315.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:48:27"},{"signal_id":"b94b6e77c9de6489d1be10d2be6d82ad","headline":"Hinge Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Hinge Health, Inc. appointed Tyler Sloat as a Class I director to its Board, effective immediately, with a term expiring at the Company’s annual meeting of stockholders in 2026.","talent_readthrough":"Hinge Health adds Tyler Sloat to its board in San Francisco, a leadership change with no immediate hiring or displacement disclosed.","company":"Hinge Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673743/000162828026018710/hnge-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:48:37"},{"signal_id":"010e6ec06c7c53463e9a5e8a8e128e40","headline":"Intrepid Potash, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Matthew Preston departed from his position as Chief Financial Officer of Intrepid Potash, Inc. on March 11, 2026, with no disagreement cited.","talent_readthrough":"Intrepid Potash's CFO departs in Denver; the filing does not name a successor.","company":"Intrepid Potash, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1421461/000110465926028565/tm268834d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:48:45"},{"signal_id":"3b2bcbafcfc9f25520a944fe24a4e997","headline":"KALTURA INC 8-K filing (Item 5.02): officer or director change","summary":"Kaltura, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Kaltura has announced a change in its executive leadership in New York. The filing does not disclose any hiring plans.","company":"Kaltura, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1432133/000162828026018155/kltr-20260316.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:48:57"},{"signal_id":"b1e9d63c1d90731ac8dff3674074e0e9","headline":"Array Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Array Technologies, Inc. increased its Board size from eight to ten directors and appointed Emily Cohen and Carolyne Murff as independent directors.","talent_readthrough":"Array Technologies adds two independent directors to its board in Albuquerque, signaling governance expansion without immediate hiring or displacement.","company":"Array Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NM","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820721/000119312526116240/d85164d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-19","captured_at":"2026-07-28 13:49:21"},{"signal_id":"260bf2bd493470816dddb42095aae16e","headline":"Lumen Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lumen Technologies, Inc. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"Lumen Technologies has a leadership change in Monroe, Louisiana; the filing does not disclose hiring plans.","company":"Lumen Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18926/000119312526109552/d106321d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:49:45"},{"signal_id":"535b417fd7fbbe6d4637b6bfe632021c","headline":"FLOWSERVE CORP 8-K filing (Item 5.02): officer or director change","summary":"Flowserve Corporation announced the election of Brian D. Savoy, Executive Vice President and Chief Financial Officer for Duke Energy Corporation, as a new member of its Board of Directors, effective March 16, 2026.","talent_readthrough":"Flowserve adds a Duke Energy executive to its board in Irving, with no immediate change to its executive team.","company":"Flowserve Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/30625/000119312526107220/d23060d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:50:06"},{"signal_id":"a3945f8902fd76fdc94f47e6f27a6288","headline":"Aeries Technology, Inc. 8-K filing: officer or director change","summary":"Daniel S. Webb agreed to resign from his position as Chief Financial Officer and Chief Investment Officer of Aeries Technology, Inc., effective March 30, 2026.","talent_readthrough":"Aeries Technology's CFO and CIO Daniel S. 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Larson, the company's President and CEO, and the company's Change of Control Plan.","talent_readthrough":"Oceaneering International amends executive change-of-control terms for its CEO in Houston, with no disclosed impact on hiring or roles.","company":"Oceaneering International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/73756/000007375626000063/oii-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:50:47"},{"signal_id":"63d4f90d8c6a15c08b052b4d8f9053f6","headline":"DLH Holdings Corp. 8-K filing (Item 5.02): officer or director change","summary":"DLH Holdings Corp. shareholders approved an amendment to the 2025 Equity Incentive Plan, increasing the number of shares available for issuance by 550,000 shares.","talent_readthrough":"DLH Holdings Corp. has increased equity incentives for its employees in Atlanta, signaling a shift in compensation strategy.","company":"DLH Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/785557/000162828026018861/dlhc-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:50:59"},{"signal_id":"3ace83c4c187088813aaa5111bfad124","headline":"Transition of Joel Grade as CFO; Appointment of Anita Zielinski as Interim CFO","summary":"Baxter International Inc. announced the transition of Joel Grade from his role as CFO to a non-executive officer role, with Anita Zielinski appointed as Interim CFO.","talent_readthrough":"Joel Grade transitions from CFO to a non-executive role at Baxter International Inc., with Anita Zielinski stepping in as Interim CFO.","company":"Baxter International Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/10456/000119312526107345/d114675d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:51:12"},{"signal_id":"2f617103b14f86ac38552dc5e97134f4","headline":"Regis Corp 8-K filing (Item 5.02): officer or director change","summary":"Regis Corporation announced the appointment of Susan Lintonsmith as President and Chief Executive Officer, effective March 16, 2026, with Jim Lain transitioning to Chief Operating Officer.","talent_readthrough":"Regis Corporation appoints a new CEO and transitions the interim CEO to COO, signaling a leadership change in Minneapolis.","company":"Regis Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/716643/000071664326000012/rgs-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-16","captured_at":"2026-07-28 13:51:20"},{"signal_id":"f951e0c6248359b70245d92f05cedfdc","headline":"BROWN FORMAN CORP  (BF-A, BF-B) 8-K filing (Item 5.02): officer or director change","summary":"Brown-Forman Corporation announced the election of James W. 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13:52:23"},{"signal_id":"2a9957a2327a34c64c5222e5b004322e","headline":"DEERE & CO 8-K filing (Item 5.02): officer or director change","summary":"Deere & Company's Board of Directors approved grants of performance-based restricted stock units to named executive officers and certain other senior officers under the John Deere 2020 Equity and Incentive Plan.","talent_readthrough":"Deere & Company's executive team receives performance-based stock units, signaling a compensation shift for top leadership.","company":"DEERE & CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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Will Gray II ceasing to serve as interim CFO.","talent_readthrough":"New Era Energy & Digital in Midland appoints a new CFO; executive leadership changes with no stated impact on other roles.","company":"New Era Energy & Digital, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2028336/000121390026029548/ea0282027-8k_newera.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:54:00"},{"signal_id":"524650885b1cbaa1887ca47addf97543","headline":"Lake Shore Bancorp, Inc. /MD/ 8-K filing (Item 5.02): officer or director change","summary":"Lake Shore Bancorp, Inc. announced the appointment of Mr. Pollack to the Boards of Directors of the Company and its wholly owned banking subsidiary, Lake Shore Bank.","talent_readthrough":"Lake Shore Bancorp appoints a new board member in Dunkirk, affecting executive leadership.","company":"Lake Shore Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2059653/000119312526114148/lsbk-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:54:42"},{"signal_id":"2f06bd150f3c7aa352679b5d1c1d488a","headline":"Abacus Global Management, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Abacus Global Management, Inc. reported a change in its officer or director as per its 8-K filing with the SEC.","talent_readthrough":"Abacus Global Management in Orlando has a leadership change; the filing does not disclose hiring plans.","company":"Abacus Global Management, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1814287/000162828026019440/abl-20260312.htm","source_name":"SEC EDGAR","published_date":"2026-03-18","captured_at":"2026-07-28 13:54:59"},{"signal_id":"f5ce006c2885b1ed255557967c8829a5","headline":"Neuronetics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Neuronetics, Inc. reported a change in its officers or directors as per the 8-K filing with the SEC.","talent_readthrough":"Neuronetics, Inc. has announced a change in its leadership team. The announcement does not specify the roles affected or the direction of the change.","company":"Neuronetics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1227636/000119312526109403/d44949d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:55:57"},{"signal_id":"097b94ec4757a164ded3df417e6ade7e","headline":"APTARGROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"Stephan Tanda, the President and CEO of AptarGroup, Inc., announced his retirement effective September 1, 2026, with Gael Touya, current President of the Aptar Pharma segment, appointed as his successor.","talent_readthrough":"AptarGroup's CEO succession plan names Gael Touya to lead from September 2026, with no immediate change to executive roles outside the planned transition.","company":"AptarGroup, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/896622/000110465926029612/tm268924d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:56:05"},{"signal_id":"e12dd34cb784242340b15f8c96ef3094","headline":"TORO CO 8-K filing (Item 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EDGAR","published_date":"2026-03-20","captured_at":"2026-07-28 13:56:50"},{"signal_id":"d8a2f05c0c18e3693b5a84ab4c134cdf","headline":"NWPX Infrastructure, Inc. 8-K filing (Item 5.02): officer or director change","summary":"NWPX Infrastructure, Inc. has approved grants of performance share units and restricted stock units for its Named Executive Officers, with 75 percent of each award represented by PSUs and 25 percent by RSUs.","talent_readthrough":"Executive compensation shifts at NWPX Infrastructure in Vancouver, with new performance share and restricted stock units tied to company performance.","company":"NWPX Infrastructure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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awards due to specific conditions.","talent_readthrough":"Gentherm has updated its equity award agreements for employees and non-employee directors, introducing accelerated vesting conditions. 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2026.","talent_readthrough":"Semnur Pharmaceuticals' CEO and President retires; the executive team in Palo Alto will see a leadership change.","company":"Semnur Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1913577/000119312526110816/smnr-20260313.htm","source_name":"SEC EDGAR","published_date":"2026-03-17","captured_at":"2026-07-28 13:58:29"},{"signal_id":"8016d4f8df6629dd4d08401f190f44d1","headline":"Norwegian Cruise Line Holdings Ltd. 8-K filing (Item 5.02): officer or director change","summary":"Norwegian Cruise Line Holdings Ltd. announced changes to its board of directors, including the appointment of Jonathan Cohen, Alex Cruz, Brian MacDonald, and Kevin Lansberry, effective March 31, 2026.","talent_readthrough":"Norwegian Cruise Line Holdings Ltd. has appointed new board members, affecting executive leadership roles.","company":"Norwegian Cruise Line Holdings Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1513761/000110465926035746/tm2610052d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:00:40"},{"signal_id":"389a84c047ab523baeaa49c72212003b","headline":"BITGO HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"BitGo Holdings, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"BitGo Holdings has announced a change in its executive leadership in Sioux Falls.","company":"BitGo Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1740604/000174060426000007/btgo-20260323x8k.htm","source_name":"SEC 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the filing does not disclose hiring plans.","company":"EXACT SCIENCES CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124140/000119312526118700/d128802d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:03:30"},{"signal_id":"47f32686f8c1cf2bfe1966eeb64d07e0","headline":"Serina Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Serina Therapeutics, Inc. reported a change in its officers or directors in an SEC filing, indicating a leadership change within the company.","talent_readthrough":"Serina Therapeutics has a leadership change in Huntsville, Alabama; watch for updates on executive roles.","company":"Serina Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1708599/000170859926000010/ser-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:03:38"},{"signal_id":"3fbbd65d47dfa3202121576d2a43fb26","headline":"TEXAS INSTRUMENTS INC 8-K filing (Item 5.02): officer or director change","summary":"Hagop Kozanian, Senior Vice President of Texas Instruments Incorporated, has announced his intention to retire effective August 31, 2026.","talent_readthrough":"A senior vice president at Texas Instruments in Dallas will retire in August 2026; 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Charlton, the Chief Financial Officer of Pro-Dex, Inc., received an increase in base salary from $247,200 to $257,000 per year, effective with the Company’s next bi-weekly pay period.","talent_readthrough":"Pro-Dex's CFO in Irvine receives a salary increase; the filing does not disclose broader compensation changes or hiring plans.","company":"Pro-Dex, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/788920/000107997326000372/pdex_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:08:15"},{"signal_id":"b6f92bb2d757dd974f8aaf15a89722b6","headline":"ISABELLA BANK CORP 8-K filing (Item 5.02): officer or director change","summary":"Jae A. Evans resigned from the Isabella Bank Corporation Board of Directors and the Board of Directors of Isabella Bank, effective March 23, 2026, with no reported disagreements.","talent_readthrough":"A director resigns from Isabella Bank in Mt. Pleasant, Michigan, with no disclosed plans for replacement or impact on operations.","company":"Isabella Bank Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/842517/000084251726000085/isba-20260323.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:08:24"},{"signal_id":"98061e190905f47ba2b7e45e9ccbb4e3","headline":"Silexion Therapeutics Corp 8-K filing (Item 5.02): officer or director change","summary":"Silexion Therapeutics Corp's Board of Directors removed Ilan Levin from his position as a member of the Board, effective immediately.","talent_readthrough":"Silexion Therapeutics Corp's board removes an executive member in Ramat-Gan, Israel.","company":"Silexion Therapeutics Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"IL","hq_city":null,"hq_country":"IL","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2022416/000117891326001722/zk2634957.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:08:32"},{"signal_id":"f7b662e2082ec5b4b6ab0247f984593d","headline":"USBC, Inc. 8-K filing (Item 5.02): officer or director change","summary":"USBC, Inc. repriced 83.0 million stock options to $0.37 per share, including those held by named executive officers and directors, to motivate and retain them.","talent_readthrough":"USBC's executive team sees a compensation shift with stock options repriced to $0.37 per share in Reno.","company":"USBC, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1074828/000107482826000005/usbc-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:08:50"},{"signal_id":"a064cd40b443968170a659c4f9807922","headline":"Nelnet, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Adam Peterson resigned from Nelnet, Inc.'s Board of Directors for business and personal reasons, with no disagreement on company operations, policies, or practices.","talent_readthrough":"A director resigns from Nelnet's board in Lincoln; the departure is amicable and does not signal operational changes.","company":"Nelnet, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1258602/000125860226000016/nni-20260323.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:08:57"},{"signal_id":"b17a87711128a8e1e0e5a6250e85e698","headline":"One World Products, Inc. 8-K filing (Item 5.02): officer or director change","summary":"William P. 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Uecker, a grant of restricted stock units representing 100,000 shares of the Company’s common stock for his leadership in product development efforts for the treatment of atrial fibrillation.","talent_readthrough":"Pulse Biosciences' CTO in Miami receives a stock grant tied to product development in atrial fibrillation, with no disclosed impact on hiring.","company":"Pulse Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1625101/000143774926010105/plse20260327_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:09:32"},{"signal_id":"9c3fabf46d3068f2323b6045aa7ba4c8","headline":"Civeo Corp 8-K filing (Item 5.02): officer or director change","summary":"Charles Szalkowski notified the Board of Directors of Civeo Corporation that he will retire from the Board at Civeo’s 2026 annual general meeting of shareholders.","talent_readthrough":"Civeo's board will see a change as Charles Szalkowski retires at the 2026 annual meeting, with no stated impact on operations or hiring.","company":"Civeo Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590584/000159058426000025/cveo-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:09:51"},{"signal_id":"eb896ab3e409177d9fd1d4eae83c065d","headline":"FRANKLIN WIRELESS CORP 8-K filing (Item 5.02): officer or director change","summary":"Franklin Wireless Corp. has appointed Bill Bauer as Chief Operating Officer, effective March 25, 2026, who previously served as General Counsel and Director of Strategic planning for the Company.","talent_readthrough":"Franklin Wireless Corp. appoints a new COO in San Diego, signaling a leadership change without disclosed hiring or displacement.","company":"Franklin Wireless Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/722572/000168316826002263/franklin_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:10:02"},{"signal_id":"ed94bd660d51803a198a1079876c513d","headline":"New Mountain Guardian IV BDC, L.L.C. 8-K filing (Item 5.02): officer or director change","summary":"Kris Corbett resigned as Chief Financial Officer and Treasurer of New Mountain Guardian IV BDC, L.L.C., effective upon the completion of a transition to a successor, expected by May 29, 2026.","talent_readthrough":"New Mountain Guardian IV BDC's CFO and Treasurer resigns in New York; 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the announcement does not state a replacement or hiring plans.","company":"Soulpower Acquisition Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2025608/000149315226012900/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:10:38"},{"signal_id":"d71646999884763b277ef0bfdf914694","headline":"Broad Street Realty, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Broad Street Realty, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Executive roles at Broad Street Realty in Reston are affected by a leadership change.","company":"Broad Street Realty, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/764897/000119312526126180/d53205d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:10:49"},{"signal_id":"3c898e62cf3c5009ed32c98e2134e118","headline":"CID Holdco, Inc. 8-K filing: officer or director change","summary":"Dr. Sheldon Paul notified the board of directors of CID HoldCo, Inc. of his intention to resign from the Board and the Cybersecurity and Technology Committee, effective immediately.","talent_readthrough":"CID HoldCo, Inc. seeks a new independent director following Dr. Sheldon Paul's resignation.","company":"CID HoldCo, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2033770/000121390026034130/ea0283035-8k_cidhold.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:11:08"},{"signal_id":"7f725263ee2be2a5f176399184be7050","headline":"FREEPORT-MCMORAN INC 8-K filing (Item 5.02): officer or director change","summary":"Robert W. Dudley, a member of the Board of Directors of Freeport-McMoRan Inc., informed the Lead Independent Director and the Chairman of the Board he will not stand for re-election at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"A board member at Freeport-McMoRan in Phoenix will not seek re-election in 2026, marking a planned leadership transition.","company":"Freeport-McMoRan Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/831259/000083125926000018/fcx-20260320.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:11:16"},{"signal_id":"392cb9fc8d86400a4e0bde470f3ea0fb","headline":"MANNATECH INC 8-K filing (Item 5.02): officer or director change","summary":"Mannatech, Incorporated's CFO James Clavijo will not have his employment agreement renewed, with Yasir Haider appointed as Interim CFO.","talent_readthrough":"Mannatech's CFO transition in Flower Mound affects executive roles; the company has named an interim CFO.","company":"Mannatech, Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056358/000143774926009518/mtex20260323_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:11:25"},{"signal_id":"759a79016ca3772047b4352d88efa8b1","headline":"New Mountain Guardian IV Income Fund, L.L.C. 8-K filing (Item 5.02): officer or director change","summary":"Kris Corbett resigns as Chief Financial Officer and Treasurer of New Mountain Guardian IV Income Fund, L.L.C., effective upon the completion of a transition to a successor by May 29, 2026.","talent_readthrough":"New Mountain Guardian IV Income Fund's CFO and Treasurer resigns in New York; the executive role will transition by late May.","company":"New Mountain Guardian IV Income Fund, L.L.C.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-29","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1976719/000158064226001978/nmgiv_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:11:34"},{"signal_id":"8c5e3870d1c1a69e4a4cf67e4b50a617","headline":"PUBLIX SUPER MARKETS INC 8-K filing (Item 5.02): officer or director change","summary":"Michael E. 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the finance team awaits a successor by late May.","company":"New Mountain Finance Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"A new CFO will be appointed by May 29, 2026.","check_after_date":"2026-05-29","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1496099/000158064226001977/nmfc_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:12:08"},{"signal_id":"4fa619fd89f4508783ea1d53fc59dea1","headline":"GENCO SHIPPING & TRADING LTD 8-K filing (Item 5.02): officer or director change","summary":"GENCO SHIPPING & TRADING LIMITED reports a change in directors or certain officers as per its 8-K filing with the SEC.","talent_readthrough":"GENCO SHIPPING & TRADING LIMITED in New York has reported a change in its leadership team, with no immediate details on roles affected.","company":"GENCO SHIPPING & TRADING LIMITED","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326200/000114036126011782/ef20069183_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:12:13"},{"signal_id":"90468724b591292445561197a335026a","headline":"TRIMBLE INC. 8-K filing (Item 5.02): officer or director change","summary":"Peter Large, Senior Vice President in charge of Strategy, Corporate Development, Corporate Partnerships and Alliances, and Trimble’s Office of Technology Innovation, announced his decision to retire from Trimble Inc., effective late May 2026.","talent_readthrough":"Peter Large, an executive overseeing strategy and innovation at Trimble, will retire in May 2026.","company":"Trimble Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864749/000086474926000024/trmb-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:12:26"},{"signal_id":"ceb709116acccfc38bf81fae92268205","headline":"Macy's, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Richard Clark, Douglas W. Sesler, and Tracey Zhen notified Macy's, Inc. of their intention not to stand for re-election to the Board at the Company’s annual meeting of shareholders to be held on May 15, 2026. The Board has approved a decrease in the size of the Board from 13 to ten members effective as of the 2026 Annual Meeting.","talent_readthrough":"Three board members at Macy's will not seek re-election, reducing the board size from 13 to ten. 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(CCLD, CCLDO) 8-K filing (Item 5.02): officer or director change","summary":"CareCloud, Inc. announced the appointment of Mr. Cameron Munter to serve as a member of the Audit Committee as per their SEC filing.","talent_readthrough":"CareCloud appoints a new Audit Committee member in Somerset, with no immediate impact on hiring or displacement.","company":"CareCloud, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1582982/000149315226013262/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:13:19"},{"signal_id":"14ac92ae7367eb011d84b0ed13018519","headline":"Aptose Biosciences Inc. 8-K filing (Item 5.02): officer or director change","summary":"Aptose Biosciences Inc. amended the employment agreement of Dr. William Rice, its Chairman, President and CEO, clarifying deferred compensation details and tax responsibilities.","talent_readthrough":"Aptose Biosciences Inc.'s CEO employment terms updated in Toronto, with no disclosed impact on hiring or roles.","company":"Aptose Biosciences Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Toronto","region":"North America","country":"US","hq_city":"Toronto","hq_country":"US","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882361/000119312526119951/d113888d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:13:25"},{"signal_id":"c905571bf7bcb9fdde6e2fc5f9907368","headline":"HORACE MANN EDUCATORS CORP /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Horace Mann Educators Corporation announced that Maureen Temchuk, Vice President, Controller and Chief Accounting Officer, will commence a temporary maternity leave of absence beginning on or about March 30, 2026. Ryan Greenier, Executive Vice President and Chief Financial Officer, will serve as Interim Chief Accounting Officer during her leave.","talent_readthrough":"Ryan Greenier steps in as Interim Chief Accounting Officer at Horace Mann Educators Corporation in Springfield, Illinois, during Maureen Temchuk's maternity leave.","company":"Horace Mann Educators Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/850141/000085014126000010/hmn-20260327.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:13:49"},{"signal_id":"f1b3472f9af59c0af8abb61d0ae4a70d","headline":"Ardent Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ethan Chernin no longer serves as President, Hospital Services at Ardent Health, Inc., effective March 24, 2026, and will receive severance and related benefits under the company's Executive Severance Plan.","talent_readthrough":"Ethan Chernin departs as President, Hospital Services at Ardent Health in Brentwood; the executive role is now vacant.","company":"Ardent Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1756655/000162828026021738/ardt-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:14:22"},{"signal_id":"ed092e8168915b0253152c772b89352e","headline":"CNH Industrial N.V. 8-K filing (Item 5.02): officer or director change","summary":"Ms. Asa Tamsons and Mr. Richard J. Kramer, members of the Board of Directors of CNH Industrial N.V., will not stand for re-election at the 2026 Annual Stockholders Meeting.","talent_readthrough":"Two board members at CNH Industrial in Basildon will not seek re-election in 2026; the company has not named successors.","company":"CNH Industrial N.V.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-24","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1567094/000119312526126314/d17817d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:14:45"},{"signal_id":"331f9f734bad051bc686096f7bb0f349","headline":"Contango ORE, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Contango Silver & Gold Inc. reported a change in its officer or director as per its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Contango Silver & Gold Inc. affects executive roles in Fairbanks, Alaska.","company":"Contango Silver & Gold Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AK","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1502377/000119312526129496/d124597d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:14:57"},{"signal_id":"c6ce298eed4a7948798c5aa0ef121996","headline":"MIDDLESEX WATER CO  (MSEX, MSEXP) 8-K filing (Item 5.02): officer or director change","summary":"Middlesex Water Company announced the appointment of Tatyana Kaplan as Vice President and Chief Accounting Officer and the departure of Robert J. Capko as Principal Accounting Officer, effective March 26, 2026.","talent_readthrough":"Middlesex Water Company in Iselin appoints a new Vice President and Chief Accounting Officer and transitions its former Principal Accounting Officer to Corporate Controller.","company":"Middlesex Water Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["finance"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/66004/000162828026021412/msex-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:15:14"},{"signal_id":"16139af5260c984cff6e3b9a179ecf31","headline":"GLOBUS MEDICAL INC 8-K filing (Item 5.02): officer or director change","summary":"John A. DeFord, Ph.D., resigned from the Board of Directors of Globus Medical, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board member resigns at Globus Medical in Audubon, PA; the filing does not indicate any immediate impact on hiring or operations.","company":"Globus Medical, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1237831/000162828026020612/gmed-20260323.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:15:22"},{"signal_id":"6cf796c027902ca3b6ebadee8f9b2aae","headline":"Orange County Bancorp, Inc. /DE/ 8-K filing (Item 5.02): officer or director change","summary":"The Boards of Directors of Orange County Bancorp, Inc. and Orange Bank & Trust Company adopted an amendment to the Amended and Restated Employment Agreement with Michael J. Gilfeather, extending it through March 31, 2029.","talent_readthrough":"Michael J. Gilfeather's employment agreement as President and CEO is extended to 2029, signaling stability in executive leadership at Orange County Bancorp.","company":"Orange County Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754226/000094337426000150/form8k_031926.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:15:40"},{"signal_id":"d5f361d68995cbd9064033c06b1dfa09","headline":"AUBURN NATIONAL BANCORPORATION, INC 8-K filing (Item 5.02): officer or director change","summary":"The Board of Directors of Auburn National Bancorporation, Inc. and AuburnBank elected Jeffrey J. Evans as a new director, expanding the board to 12 persons.","talent_readthrough":"Auburn National Bancorporation adds a director with commercial real estate experience; the change does not indicate hiring or displacement.","company":"Auburn National Bancorporation, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/750574/000119312526126569/d102529d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:15:50"},{"signal_id":"e096cddf623ae6a6bf93869e07fe2674","headline":"Element Solutions Inc 8-K filing (Item 5.02): officer or director change","summary":"Sir Martin E. Franklin, Executive Chairman of the Board of Element Solutions Inc, has decided not to seek reelection and will retire from the Board at the expiration of his current term.","talent_readthrough":"Element Solutions Inc's Executive Chairman retires; the board size reduces from eight to seven.","company":"Element Solutions Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-04","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590714/000159071426000033/esi-20260323.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:16:06"},{"signal_id":"6d6df961e040b085f1fa093a5dc0eef0","headline":"Dominari Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dominari Holdings Inc. amended the employment agreements of its CEO and President to replace annual bonuses with performance-based quarterly bonuses, including the issuance of 3,000,000 shares of common stock each.","talent_readthrough":"Dominari's CEO and President in New York shift to performance-based quarterly bonuses with stock issuance, altering their compensation structure.","company":"Dominari Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/12239/000121390026032942/ea0283018-8k_dominari.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:16:31"},{"signal_id":"7b6224a0d3d4105559be53d41505d541","headline":"DYCOM INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Dycom Industries, Inc. appointed Ms. Raejeanne Skillern to its Board of Directors, effective March 24, 2026, with compensation consistent with other-employee directors.","talent_readthrough":"Dycom Industries adds a new independent director to its board in West Palm Beach, with no immediate change to executive roles.","company":"Dycom Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67215/000006721526000011/dy-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:17:37"},{"signal_id":"7cd2eb473e905f7ee28abbeabe12c0f2","headline":"ADDENTAX GROUP CORP. 8-K filing (Item 5.02): officer or director change","summary":"Addentax Group Corp.'s Compensation Committee approved awards of fully vested shares of the company's common stock to certain executive officers, including Wu Rui, the Chief Operating Officer, and Hong Zhida, the President, Chief Executive Officer, Secretary and Director.","talent_readthrough":"Addentax Group Corp. has approved stock awards for its top executives in Shenzhen, signaling a compensation shift for leadership roles.","company":"Addentax Group Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":"CN","hq_city":null,"hq_country":"CN","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650101/000149315226013202/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:17:55"},{"signal_id":"27eabd3ed327d3f02a34413f35a0f573","headline":"T-Mobile US, Inc. 8-K filing (Item 5.02): officer or director change","summary":"T-Mobile US, Inc. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"T-Mobile US has a leadership change in Bellevue, Washington; the filing does not disclose hiring plans.","company":"T-Mobile US, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1283699/000119312526129021/d124064d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:18:03"},{"signal_id":"e3c6ebc3b0bb25d5c372263499e99531","headline":"STEEL DYNAMICS INC 8-K filing (Item 5.02): officer or director change","summary":"Richard P. Teets, Jr. and Gabriel L. Shaheen, members of the Board of Directors of Steel Dynamics, Inc., announced their retirement and will not stand for reelection at the 2026 Annual Meeting, reducing the Board size from nine to seven members.","talent_readthrough":"Two board members at Steel Dynamics in Fort Wayne will retire in 2026, reducing the board size without disclosed plans for replacements.","company":"Steel Dynamics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-25","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022671/000110465926035891/tm2610089d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:18:20"},{"signal_id":"b973848efe35aff0ddab9811f4f1d259","headline":"State Street Corporation 8-K filing: officer or director change","summary":"State Street Corporation's Board of Directors elected Susan Gordon as an independent director and appointed her to the Examining and Audit Committee and the Technology and Operations Committee.","talent_readthrough":"State Street adds an independent director to its board in Boston, with no immediate change to executive roles.","company":"State Street Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93751/000009375126000166/stt-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:18:27"},{"signal_id":"3087b8a1c70ed1a6173131fc8b998f14","headline":"Calumet, Inc. /DE 8-K filing (Item 5.02): officer or director change","summary":"Jennifer G. 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Scannell to the resulting vacancy, effective March 20, 2026.","talent_readthrough":"IonQ adds a board seat in Maryland, appointing William F. Scannell. The filing does not disclose hiring plans.","company":"IonQ, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1824920/000119312526124402/ionq-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:20:13"},{"signal_id":"a7f33d3b9d2f7aaa694026d4fc2c9b15","headline":"Better Home & Finance Holding Co  (BETR, BETRW) 8-K filing (Item 5.02): officer or director change","summary":"Hugh R. Frater was elected to the board of directors of Better Home & Finance Holding Company, effective immediately.","talent_readthrough":"Better Home & Finance Holding Company adds Hugh R. Frater to its board in New York, with no immediate change to executive roles.","company":"Better Home & Finance Holding Company","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835856/000162828026021046/betr-20260323.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:20:21"},{"signal_id":"080bb2b6b1bfe4c1d8e3ef8ffa30ac8c","headline":"Eos Energy Enterprises, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eos Energy Enterprises, Inc. appointed Nathaniel Fick to its Board of Directors, increasing the board to eleven members.","talent_readthrough":"Eos Energy adds a director to its board in New Jersey, a neutral move for executive roles.","company":"Eos Energy Enterprises, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805077/000162828026021247/eose-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:20:29"},{"signal_id":"38d332a31266c5445e9fc7eb583ba5f4","headline":"INCYTE CORP 8-K filing (Item 5.02): officer or director change","summary":"Incyte Corporation announced title changes for certain current members of its executive leadership team, effective immediately, with no changes to the compensation arrangements for the impacted executives.","talent_readthrough":"Incyte Corporation's executive leadership team in Wilmington sees title changes, with no immediate impact on compensation or headcount.","company":"Incyte Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879169/000087916926000016/incy-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:20:38"},{"signal_id":"97f493007c61f16cda5f2e83e67b2469","headline":"American Airlines Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mary N. Dillon was elected to the Board of Directors of American Airlines Group Inc., serving on the Compensation Committee and the Corporate Governance and Public Responsibility Committee.","talent_readthrough":"American Airlines adds a new director to its board in Fort Worth, with no immediate change to executive roles or headcount.","company":"American Airlines Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/6201/000000620126000023/aal-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:20:46"},{"signal_id":"143a21d1d760e83af4fec31339e9e735","headline":"Jefferies Credit Partners BDC Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jefferies Credit Partners BDC Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Jefferies Credit Partners in New York affects executive roles.","company":"Jefferies Credit Partners BDC Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1959604/000119312526124252/d130724d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:20:54"},{"signal_id":"982f446926fa3824364a703f5a4c9443","headline":"Meritage Homes CORP 8-K filing (Item 5.02): officer or director change","summary":"The Executive Compensation Committee of Meritage Homes Corporation approved increases in certain components of compensation for several executives, including the CEO, CFO, General Counsel, and Chief People Officer, while the compensation for the Executive Chairman and another executive remains unchanged.","talent_readthrough":"Meritage Homes adjusts compensation for top executives in Scottsdale, with no changes to the Executive Chairman and another executive's pay.","company":"Meritage Homes Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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Ray Chen and the appointment of Mr. Wong Chi Kit in Aurora, IL.","company":"Goldenstone Acquisition Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1858007/000121390026035685/ea0283882-8k_goldenstone.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:21:11"},{"signal_id":"d90c634b09ee39ad4e3906022f3c728e","headline":"Exodus Movement, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Exodus Movement, Inc. reported a change in its officers or directors as per its 8-K filing with the SEC, indicating a leadership change within the company.","talent_readthrough":"Exodus Movement, Inc. has undergone a leadership change in Omaha, affecting executive roles.","company":"Exodus Movement, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1821534/000182153426000025/exod-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:21:20"},{"signal_id":"39999c3388ee50ace450f1991f66d9d7","headline":"FOXO TECHNOLOGIES INC. 8-K filing: officer or director change","summary":"Sylwia Nowak Hauman resigned as Chief Financial Officer of FOXO Technologies Inc., citing concerns about the company's internal control environment and financial reporting processes, while the company disagrees with her characterizations.","talent_readthrough":"FOXO Technologies' CFO resigns in West Palm Beach, citing concerns over financial controls and team resourcing; the company disputes these claims.","company":"FOXO TECHNOLOGIES INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1812360/000149315226012423/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:21:30"},{"signal_id":"c21428a45636e5aa015acf10da8f40b0","headline":"UiPath, Inc. 8-K filing (Item 5.02): officer or director change","summary":"UiPath, Inc. appointed Raghavendra Malpani as Chief Product and Technology Officer, effective March 25, 2026.","talent_readthrough":"UiPath promotes its CTO to a combined product and technology leadership role in New York.","company":"UiPath, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New 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His decision was not due to any disagreement with the company's operations, policies, or practices.","talent_readthrough":"Lee Becker will not seek reelection to the board of Miami International Holdings, leaving an executive vacancy in Princeton.","company":"Miami International Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-24","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438472/000162828026021455/miax-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:22:09"},{"signal_id":"d7352a3cc89cf9c04055e2c97d6fa5a5","headline":"PayPal Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PayPal Holdings, Inc. appointed Alyssa H. Henry to its Board of Directors, effective March 25, 2026, filling a vacancy created by an increase in the Board size from 11 to 12.","talent_readthrough":"PayPal adds a new executive board member in San Jose, expanding its leadership team.","company":"PayPal Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1633917/000163391726000059/pypl-20260320.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:22:27"},{"signal_id":"611f3208a32889b6f8c63853631f2602","headline":"Brag House Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Brag House Holdings, Inc. has approved a corrective action regarding the equity compensation arrangements for its CEO and COO to reflect the original economic intent of their compensation.","talent_readthrough":"Brag House adjusts equity compensation for its CEO and COO in Montclair, NJ, aligning with the original economic intent of their agreements.","company":"Brag House Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1903595/000121390026033558/ea0283093-8k_brag.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:22:46"},{"signal_id":"17999df2c114a837959d2c2588b58eb1","headline":"CRAWFORD & CO  (CRD-A, CRD-B) 8-K filing (Item 5.02): officer or director change","summary":"Crawford & Company appointed William Bruce Swain, Jr. as President and Chief Executive Officer, effective immediately.","talent_readthrough":"William Bruce Swain, Jr. is now President and CEO at Crawford & Company in Peachtree Corners, Georgia.","company":"Crawford & Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/25475/000110465926033363/tm269599d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:23:22"},{"signal_id":"4f609cec50504c5a0633a99741003b2a","headline":"REED'S, INC. 8-K filing (Item 5.02): officer or director change","summary":"Cyril A. Wallace, Jr. resigns as Chief Executive Officer and director of Reed’s, Inc., effective March 24, 2026, with no disagreement cited.","talent_readthrough":"Reed’s CEO resigns in Norwalk; the board names an interim leader.","company":"Reed’s, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140215/000149315226013196/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:23:55"},{"signal_id":"d3e3d65c411f8c45563c23c07655b75a","headline":"CLARIVATE PLC 8-K filing (Item 5.02): officer or director change","summary":"Clarivate Plc's Board of Directors approved the adoption of the Amended and Restated Executive Severance Plan, effective March 23, 2026, providing severance payments to members of the Company’s Executive Leadership Team and other selected employees upon a Qualifying Termination.","talent_readthrough":"Clarivate updates severance terms for executives and selected employees in the UK, signaling a shift in compensation arrangements.","company":"Clarivate Plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1764046/000176404626000043/clvt-20260323.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:24:14"},{"signal_id":"3265228161c92292eb0f4b8ef0d008ec","headline":"CELESTICA INC 8-K filing (Item 5.02): officer or director change","summary":"Michael M. Wilson, Chair of the Board of Directors of Celestica Inc., will not stand for re-election at the 2026 AGM, with Robert A. Mionis appointed as Chair and Laurette T. Koellner as Lead Independent Director.","talent_readthrough":"Celestica's board leadership changes in Toronto with the retirement of its chair and new appointments, affecting executive roles.","company":"Celestica Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Toronto","region":"North America","country":"US","hq_city":"Toronto","hq_country":"US","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030894/000110465926033887/tm269620d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:24:22"},{"signal_id":"57a05c8c25a0daeadb10130c9fb04ebf","headline":"eBay Inc. 8-K filing (Item 5.02): officer or director change","summary":"eBay Inc. announced the appointment of Brian H. Sharples to its Board of Directors, increasing the board size to 12 members.","talent_readthrough":"eBay adds a new board member in San Jose, signaling no immediate change in executive roles.","company":"eBay Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065088/000106508826000060/ebay-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:24:31"},{"signal_id":"a027e4e6c6f739aabcc0819aab09082a","headline":"Archrock, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Douglas S. Aron, Senior Vice President and Chief Financial Officer of Archrock, Inc., has notified the company of his intention to retire, with a transition period until a successor is named or December 31, 2026.","talent_readthrough":"Archrock's CFO in Houston announces retirement; the company will name a successor during the transition period.","company":"Archrock, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-12-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1389050/000110465926034773/tm269845d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:24:58"},{"signal_id":"4a64bf7d1fe6bd61e28a4e686a4b56e8","headline":"LINDBLAD EXPEDITIONS HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Lindblad Expeditions Holdings, Inc. appointed Rear Admiral Keith Taylor (Ret.) as Chief Maritime Officer, effective March 19, 2026.","talent_readthrough":"Lindblad Expeditions adds a new executive officer in New York, with no stated impact on hiring or workforce changes.","company":"Lindblad Expeditions Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512499/000143774926009801/lindb20260325_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:25:07"},{"signal_id":"0187f1135fc0e5d4f830e34e5c1ba518","headline":"Concentrix Corp 8-K filing (Item 5.02): officer or director change","summary":"Concentrix Corporation's stockholders approved an amendment to the Concentrix Corporation Amended and Restated 2020 Stock Incentive Plan to increase the number of shares available for issuance by 3,700,000 shares.","talent_readthrough":"Concentrix Corporation has amended its stock incentive plan to increase available shares, affecting compensation for certain officers.","company":"Concentrix Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803599/000180359926000092/cnxc-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:25:20"},{"signal_id":"bb71b890f0400d1dd2d3f3ad36cc7a3e","headline":"Ridgepost Capital, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark Hood notified Ridgepost Capital, Inc. of his retirement as Executive Vice President and Chief Administrative Officer, effective May 31, 2026, and entered into a separation and consulting agreement with the company.","talent_readthrough":"Mark Hood retires from Ridgepost Capital in Dallas, transitioning to a consulting role. The executive leadership change does not indicate broader workforce shifts.","company":"Ridgepost Capital, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841968/000119312526118587/rpc-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:25:46"},{"signal_id":"118a30608b689c96b22f4a5ee7efce28","headline":"Customers Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Customers Bancorp, Inc. entered into a Supplemental Executive Retirement Plan for Samvir Sidhu, replacing the prior plan from May 3, 2021, to provide supplemental nonqualified pension benefits and incentivize continued contributions to the company's success.","talent_readthrough":"Samvir Sidhu's compensation structure changes with a new executive retirement plan in West Reading.","company":"Customers Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000041/cubi-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:26:04"},{"signal_id":"2a6a77620b93aba3d8a8b3caf561c1ad","headline":"Charlton Aria Acquisition Corp 8-K filing: officer or director change","summary":"Ms. Yuanmei Ma, the Chief Financial Officer and a director of Charlton Aria Acquisition Corp, departed on March 24, 2026.","talent_readthrough":"A CFO and director departure at Charlton Aria in Wilmington; watch for a replacement in executive roles.","company":"Charlton Aria Acquisition Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"DE","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024459/000121390026035518/ea0283824-8k_charlton.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:26:12"},{"signal_id":"4976f6c9a8e723ef1b3077f7ce0581ef","headline":"MetroCity Bankshares, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lucas Stewart resigned as Executive Vice President and Chief Financial Officer of MetroCity Bankshares, Inc. and Metro City Bank, with Farid Tan appointed as interim CFO.","talent_readthrough":"MetroCity Bankshares appoints an interim CFO in Doraville, Georgia, following the resignation of its executive vice president and CFO.","company":"MetroCity Bankshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1747068/000174706826000013/mcbs-20260323x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:26:23"},{"signal_id":"2a432ee063d7166edea885e93734cad4","headline":"RAPID MICRO BIOSYSTEMS, INC. 8-K filing (Item 5.02): officer or director change","summary":"John Wilson, Chief Operating Officer of Rapid Micro Biosystems, Inc., will depart on April 10, 2026, with Robert Spignesi assuming the additional role of principal operating officer.","talent_readthrough":"Rapid Micro Biosystems' COO departs in April; the CEO will take on the operational role. The filing does not indicate any broader workforce impact.","company":"Rapid Micro Biosystems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1380106/000138010626000045/rpid-20260323.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:26:32"},{"signal_id":"9738f3827567a1068be22e21013db6b8","headline":"Brand Engagement Network Inc.  (BNAI, BNAIW) 8-K filing (Item 5.02): officer or director change","summary":"Bernard Puckett notified the Board of Directors of Brand Engagement Network Inc. that he will step down as Chairman of the Board and resign as a member of the Board of Directors, effective March 31, 2026.","talent_readthrough":"Bernard Puckett steps down from the board of Brand Engagement Network Inc. in Wilmington, Delaware, marking a leadership change with no immediate impact on hiring.","company":"Brand Engagement Network Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1838163/000149315226012506/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:26:41"},{"signal_id":"7af9828de14563c99aca43f53b1e6637","headline":"TWILIO INC 8-K filing (Item 5.02): officer or director change","summary":"Twilio Inc. appointed Doug Robinson to the Board of Directors and as a member of the Compensation and Talent Management Committee, effective March 24, 2026.","talent_readthrough":"Twilio adds a new director to its board in San Francisco, with no immediate change to executive roles.","company":"Twilio Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1447669/000144766926000027/twlo-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:26:52"},{"signal_id":"f91cc8ffc3303534889bbedf0658edd9","headline":"WILLIAMS COMPANIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Alan S. Armstrong resigned from The Williams Companies, Inc.'s Board of Directors to accept an appointment as a United States Senator representing Oklahoma.","talent_readthrough":"Executive leadership change at Williams Companies in Tulsa as board member moves to U.S. Senate.","company":"The Williams Companies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OK","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/107263/000010726326000008/wmb-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:27:02"},{"signal_id":"b95970a78b3b1ca7d5f9cbbd142e1032","headline":"AMARIN CORP PLC\\UK 8-K filing (Item 5.02): officer or director change","summary":"Dr. Paul Cohen and Mr. Oliver O’Connor notified Amarin Corporation plc of their decision not to stand for re-election at the 2026 Annual Meeting of Shareholders, leading to their resignation from the Board.","talent_readthrough":"Two board members at Amarin Corporation plc in Dublin will not seek re-election, reducing the board size.","company":"Amarin Corporation plc","pillar":"leadership_change","signal_direction":"neutral","city":"Dublin","region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/897448/000119312526129334/amrn-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:27:10"},{"signal_id":"3a84af1f42d28caae19164f5be89fc87","headline":"BridgeBio Oncology Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"BridgeBio Oncology Therapeutics, Inc. appointed Peter Lebowitz, M.D., Ph.D. as a member of the Board, increasing the Board size to nine directors.","talent_readthrough":"BridgeBio Oncology Therapeutics adds a new director to its board in South San Francisco, with no immediate impact on hiring or workforce changes.","company":"BridgeBio Oncology Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1869105/000119312526126493/d126641d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:27:21"},{"signal_id":"452a773f48e1c4ed7ae41817d642df54","headline":"Bark, Inc.  (BARK, BARKW) 8-K filing (Item 5.02): officer or director change","summary":"Zahir Ibrahim will step down from his position as Chief Financial Officer of BARK, Inc. and separate from employment with the company, effective April 17, 2026.","talent_readthrough":"BARK's CFO departs in April; the filing does not name a successor.","company":"BARK, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819574/000162828026021775/bark-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:27:31"},{"signal_id":"ee3078a320b3b01a67750c5fa5f2b241","headline":"NCL CORP Ltd. 8-K filing (Item 5.02): officer or director change","summary":"David M. Abrams, Harry C. Curtis, Stella David, and Mary E. Landry resigned from the Board of Directors of NCL Corporation Ltd., and Stephen Pagliuca was appointed to the board, effective March 31, 2026.","talent_readthrough":"NCL Corporation Ltd. sees board changes with four departures and one appointment, effective end of March 2026.","company":"NCL CORPORATION LTD.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1318742/000110465926035747/tm2610055d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:28:11"},{"signal_id":"a6d16a6a05a5f7e1ccd70e5a0089b01f","headline":"RenovoRx, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ramtin Agah, M.D., was appointed as Executive Chairman of RenovoRx, Inc., effective February 27, 2026, alongside his roles as Chief Medical Officer and Chairman of the Board.","talent_readthrough":"RenovoRx appoints a new Executive Chairman in Mountain View, signaling leadership continuity in its pharma and biotech operations.","company":"RenovoRx, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1574094/000149315226013080/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:28:20"},{"signal_id":"85275e82f6d6c3728a9fd4e6a2529e81","headline":"Agassi Sports Entertainment Corp. 8-K filing (Item 5.02): officer or director change","summary":"Agassi Sports Entertainment Corp. entered into an Executive Employment Agreement with Mr. Ronald S. Boreta to continue as Chief Executive Officer for a five-year term, with an annual base salary of $270,000 and a sign-on bonus.","talent_readthrough":"Agassi Sports Entertainment Corp. extends its CEO's contract in Las Vegas, with no immediate change to executive roles.","company":"Agassi Sports Entertainment Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/930245/000147237526000095/ixform8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:28:41"},{"signal_id":"bf3a41c62f0bd6c6d8fca5afc27e3bc2","headline":"Camp4 Therapeutics Corp 8-K filing (Item 5.02): officer or director change","summary":"CAMP4 Therapeutics Corporation appointed Michael MacLean as a Class III director and to the Audit and Compensation Committees, increasing the Board size from eight to nine members.","talent_readthrough":"CAMP4 Therapeutics adds a director with biotech financial leadership to its board in Cambridge, MA, expanding from eight to nine members.","company":"CAMP4 Therapeutics Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736730/000173673026000021/camp-20260318.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:28:49"},{"signal_id":"8bb493593808e0ab36e4f4910736a165","headline":"CHESAPEAKE UTILITIES CORP 8-K filing (Item 5.02): officer or director change","summary":"Beth W. 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Charles Diao resigned from his position as Chief Financial Officer of Bally’s Chicago, Inc.","talent_readthrough":"Bally's Chicago CFO resigns; the filing does not name a successor.","company":"Bally’s Chicago, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"RI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1935799/000193579926000002/baly-20260320.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:33:28"},{"signal_id":"41248fc7e395a4a87fb928ee2c0c3104","headline":"KRATOS DEFENSE & SECURITY SOLUTIONS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Kratos Defense & Security Solutions, Inc. appointed David King to the Board and the Board’s Audit Committee, effective March 23, 2026, with Mr. Hoglund stepping down from the Audit Committee but remaining Chairman of the Board.","talent_readthrough":"Kratos Defense appoints a new board member in Round Rock, with no immediate change to executive roles or headcount.","company":"Kratos Defense & Security Solutions, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069258/000106925826000034/ktos-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:33:41"},{"signal_id":"6c596ae21de819f94bcd6c93eca8b488","headline":"Maze Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Maze Therapeutics, Inc. reported a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Maze Therapeutics has a leadership change in South San Francisco; the filing does not disclose hiring plans.","company":"Maze Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1842295/000119312526122774/maze-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:34:11"},{"signal_id":"506e9e3dd1efbbba954bc3b443f812ff","headline":"SkyWater Technology, Inc 8-K filing (Item 5.02): officer or director change","summary":"SkyWater Technology, Inc's Compensation Committee approved a retention program providing cash retention awards to certain key employees, including named executive officers.","talent_readthrough":"SkyWater Technology's executive team receives cash retention awards, contingent on continued employment through specified vesting dates.","company":"SkyWater Technology, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819974/000119312526124612/d130319d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-26","captured_at":"2026-07-28 14:34:36"},{"signal_id":"f89930901a64c7823a63e7d2839c092b","headline":"GERON CORP 8-K filing (Item 5.02): officer or director change","summary":"Geron Corporation's Board of Directors elected Patricia S. 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The announcement does not disclose any hiring or displacement plans.","company":"AltEnergy Acquisition Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852016/000119312526126955/d129152d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:35:12"},{"signal_id":"1a82cd844dd9d92b671a5378729def11","headline":"Versigent Ltd 8-K filing (Item 5.02): officer or director change","summary":"Versigent Limited appointed Mr. Paul Meister as a director of the Board, increasing the size of the Board from two to three directors, effective March 27, 2026.","talent_readthrough":"Versigent Limited adds a new director to its board, increasing its size from two to three members.","company":"Versigent Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"CH","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2078008/000095014226000815/eh260755634_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:35:38"},{"signal_id":"2916a0730a5dce78cf4281819e28bafb","headline":"Telomir Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Telomir Pharmaceuticals, Inc. shareholders approved an amendment to the company's 2023 Omnibus Incentive Plan to increase the number of shares reserved and allow for the repricing of options or stock appreciation rights.","talent_readthrough":"Telomir Pharmaceuticals has amended its incentive plan, affecting compensation structures for its officers and directors.","company":"Telomir Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1971532/000149315226013240/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-27","captured_at":"2026-07-28 14:36:02"},{"signal_id":"7dd1b2459ad2472514e0c73b049920b8","headline":"Ruger Launches Dedicated Shareholder Website Hosting Important Information Relating to the 2026 Annual Meeting","summary":"Sturm, Ruger & Company, Inc. announced the launch of a website dedicated to hosting materials relating to the Company’s 2026 Annual Meeting of Shareholders, including information on the recently refreshed Ruger Board with five new directors.","talent_readthrough":"Five new directors have joined Ruger's board over the past year, as disclosed in the company's shareholder meeting materials.","company":"Sturm, Ruger & Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/95029/000207709626000004/ea028316201ex99-1.htm","source_name":"SEC EDGAR","published_date":"2026-03-24","captured_at":"2026-07-28 14:36:16"},{"signal_id":"9d7ee660d7cd4c2dc8bfdc246eafe262","headline":"OIL STATES INTERNATIONAL, INC 8-K filing (Item 5.02): officer or director change","summary":"Cindy B. Taylor, President and CEO of Oil States International, Inc., has notified the Board of her intention to retire and resign from the Board, effective May 1, 2026, with no disagreement cited.","talent_readthrough":"Oil States International's CEO is retiring; the Houston energy firm will need a new executive leader by May 2026.","company":"Oil States International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1121484/000112148426000009/ois-20260319.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:36:25"},{"signal_id":"84e3697bdc67d301b997b21b7b3c5477","headline":"PTC THERAPEUTICS, INC. 8-K filing (Item 5.02): officer or director change","summary":"PTC Therapeutics, Inc. appointed Jessica Chutter to its board of directors, filling a vacancy. Ms. Chutter brings over 40 years of experience in healthcare investment banking.","talent_readthrough":"PTC Therapeutics adds a new director with extensive healthcare investment banking experience to its board in Warren, NJ.","company":"PTC Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070081/000110465926034207/tmb-20260324x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:36:35"},{"signal_id":"8887003f06818c4c2198e887f1527938","headline":"GENERAC HOLDINGS INC. 8-K filing (Item 5.02): officer or director change","summary":"Generac Holdings Inc. announced a reorganization of its reportable segments from Domestic and International to Residential and Commercial & Industrial, effective March 31, 2026.","talent_readthrough":"Generac Holdings Inc. reorganizes its reportable segments, affecting leadership roles. The announcement does not specify changes to headcount.","company":"Generac Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-31","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474735/000143774926009685/gnrc20260325_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:36:47"},{"signal_id":"3c63e0f33c958c0606287e5442bc6493","headline":"BioAtla, Inc. 8-K filing (Item 5.02): officer or director change","summary":"BioAtla, Inc. approved a retention bonus program for certain employees, including executive officers Christian Vasquez and Eric Sievers, M.D., in lieu of a bonus plan for the first eight months of 2026.","talent_readthrough":"BioAtla's executive team in San Diego receives retention bonuses instead of a 2026 bonus plan, signaling a shift in compensation strategy.","company":"BioAtla, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826892/000119312526119698/bcab-20260317.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:37:36"},{"signal_id":"feb51a246118d45099b66aee9e57f9c2","headline":"Six Flags Entertainment Corporation appoints Richard Haddrill as Executive Chair of the Board","summary":"Six Flags Entertainment Corporation has appointed Richard Haddrill as its Executive Chair of the Board, effective immediately, and Marilyn Spiegel as Lead Independent Director.","talent_readthrough":"Six Flags appoints a new Executive Chair and Lead Independent Director, signaling a leadership change at the executive level.","company":"Six Flags Entertainment Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1999001/000119312526124392/d20705d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-25","captured_at":"2026-07-28 14:37:45"},{"signal_id":"1ab7f743a1286a57020da23456f3f6fd","headline":"Aurinia Pharmaceuticals Inc. 8-K filing (Item 5.02): officer or director change","summary":"Aurinia Pharmaceuticals Inc. announced the appointment of Kevin Tang as Chief Executive Officer and principal executive officer, effective March 23, 2026.","talent_readthrough":"Aurinia Pharmaceuticals appoints Kevin Tang as CEO in Edmonton. 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April 13, 2026.","talent_readthrough":"Insight Enterprises appoints a new CEO in Chandler, with no immediate change to executive roles reported.","company":"Insight Enterprises, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/932696/000093269626000020/nsit-20251114.htm","source_name":"SEC EDGAR","published_date":"2026-03-23","captured_at":"2026-07-28 14:42:44"},{"signal_id":"0b7faff0212039ad79483c360cdc4696","headline":"Crown Holdings, Inc. 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Rost to Executive Vice President and Chief Operating Officer - Asia Pacific and Transit Packaging, effective April 1, 2026.","talent_readthrough":"Crown Holdings promotes an executive in Tampa, with no disclosed impact on headcount.","company":"Crown Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1219601/000162828026022389/cck-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:43:52"},{"signal_id":"0628babdb51bf258eab8b60ceb96ae6c","headline":"TRUSTMARK CORP 8-K filing (Item 5.02): officer or director change","summary":"Trustmark Corporation announced the appointment of Thomas C. Owens as Chief Operating Officer of Trustmark Bank, effective May 1, 2026.","talent_readthrough":"Trustmark Bank appoints a new COO in Jackson, a leadership change in financial services with no stated impact on headcount.","company":"Trustmark Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MS","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/36146/000119312526132107/trmk-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:44:17"},{"signal_id":"268b28f714413facc38aae549514fb8d","headline":"NEOGEN CORP 8-K filing (Item 5.02): officer or director 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14:44:52"},{"signal_id":"961401bfa1bf7bda5099d8e038b93832","headline":"High Roller Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"High Roller Technologies, Inc. approved discretionary cash bonuses for its CEO and CFO.","talent_readthrough":"High Roller Technologies' CEO and CFO receive discretionary cash bonuses in Las Vegas.","company":"High Roller Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1947210/000175392626000574/rolr-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:44:59"},{"signal_id":"f02e755309b4bf95ff8637cbe715a6b7","headline":"Certara, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cynthia Collins, a member of the Board of Directors of Certara, Inc., notified the Company of her intention to resign as a Class II director on the Board, effective as of May 14, 2026.","talent_readthrough":"Certara's board member Cynthia Collins will resign in May 2026, with no stated disagreement affecting the company's operations.","company":"Certara, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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the 2026 annual meeting.","company":"Shimmick Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1887944/000119312526132130/shim-20260320.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:45:30"},{"signal_id":"c0eec78614752bab3f009e88a794d0d2","headline":"OGLETHORPE POWER CORP 8-K filing (Item 5.02): officer or director change","summary":"At the annual meeting on March 30, 2026, Oglethorpe Power Corporation elected new board members, each to a term expiring in March 2029.","talent_readthrough":"Oglethorpe Power Corporation has elected new board members in Georgia, affecting executive leadership roles.","company":"Oglethorpe Power Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/788816/000078881626000014/opc-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:46:06"},{"signal_id":"5391867bb91eeb9c391b4cfebd66e5e5","headline":"MSCI Inc. 8-K filing (Item 5.02): officer or director change","summary":"C. Jack Read informed MSCI Inc. of his intention to resign from his position as Global Controller and Chief Accounting Officer to pursue another opportunity, with his resignation effective August 9, 2026.","talent_readthrough":"MSCI Inc. seeks a successor for its Global Controller and Chief Accounting Officer role in New York, following C. Jack Read's planned departure.","company":"MSCI Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-08-09","outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408198/000140819826000027/msci-20260327.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:46:30"},{"signal_id":"8a185f8f8e3fcb6886b21d6a7e2ebaca","headline":"UY Scuti Acquisition Corp. 8-K filing: officer or director change","summary":"UY Scuti Acquisition Corp. announced the resignation of Shaokang Lu, the company's Chief Financial Officer, effective March 27, 2026.","talent_readthrough":"Shaokang Lu has resigned as CFO of UY Scuti Acquisition Corp. in New York. The announcement does not disclose plans for his replacement.","company":"UY Scuti Acquisition Corp.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2036973/000118518526001121/uysc8k032726.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:46:51"},{"signal_id":"944d8aaedd5a4180fcff9b5822d5acf2","headline":"Advanced Biomed Inc. 8-K filing (Item 5.02): officer or director change","summary":"Steven I-Fang Cheng resigned as a member of the Board of Directors and as Chief Technology Officer of Advanced Biomed Inc., and Mingze Yin was appointed as a director.","talent_readthrough":"Advanced Biomed Inc. sees a leadership change in Tainan City with the resignation of its CTO and the appointment of its CFO as a new director.","company":"Advanced Biomed Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"TW","hq_city":null,"hq_country":"TW","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1941029/000121390026036424/ea028408401-8k_advancedbio.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:47:03"},{"signal_id":"3ab4036b850cc7d7d1f188e25b64b71e","headline":"GRAHAM CORP 8-K filing (Item 5.02): officer or director change","summary":"Graham Corporation's Compensation Committee approved increases to the annual base salaries of its President and CEO, and Vice President – Finance, CFO and Chief Accounting Officer, and an increase to the target equity long-term incentive plan award for the CEO.","talent_readthrough":"Graham Corporation's top executives in Batavia receive salary increases and a higher equity incentive target, signaling a compensation shift for leadership roles.","company":"Graham Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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no stated impact on hiring or operations.","company":"Cartesian Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1453687/000145368726000068/rnac-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:47:35"},{"signal_id":"e4fa20c1ca66cb77500f687e15833b39","headline":"CIRRUS LOGIC, INC. 8-K filing (Item 5.02): officer or director change","summary":"Jeff Woolard, the Chief Financial Officer of Cirrus Logic, Inc., assumed the additional role of the Principal Accounting Officer, while Ulf Habermann ceased serving as the Company’s Principal Accounting Officer and will continue to serve in a senior role within the Company’s finance organization.","talent_readthrough":"Cirrus Logic's CFO adds Principal Accounting Officer duties in Austin, while the former holder of that role moves to a senior finance position.","company":"Cirrus Logic, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["finance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/772406/000077240626000009/crus-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:48:01"},{"signal_id":"33a558e05ba3d98fb316ddef717d3642","headline":"WEBTOON Entertainment Inc. 8-K filing (Item 5.02): officer or director change","summary":"WEBTOON Entertainment Inc. announced a housing assistance policy for its CEO, including a fixed annual cash allowance of $250,350, in connection with the CEO's relocation from Korea to the United States.","talent_readthrough":"WEBTOON's CEO receives a housing allowance for relocating to the United States, affecting executive compensation.","company":"WEBTOON Entertainment Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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Brimmer, a director of eHealth, Inc., notified the Company of her intention not to stand for re-election as a director at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"eHealth's director Andrea C. Brimmer will not seek re-election at the 2026 Annual Meeting, a planned departure with no stated impact on operations.","company":"eHealth, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1333493/000133349326000014/ehth-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:48:29"},{"signal_id":"3ecf36a5e7e5804c3a1ca72a3e489354","headline":"Commerce Bancshares, Inc. 8-K filing: officer or director change","summary":"Paul A. Steiner, Corporate Controller and Chief Accounting Officer of Commerce Bancshares, Inc., has resigned to pursue other opportunities, with Steven A. Brandjord named as his successor.","talent_readthrough":"Commerce Bancshares appoints a new Corporate Controller and Chief Accounting Officer in Kansas City, with no immediate change to headcount.","company":"Commerce Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/22356/000002235626000120/cbsh-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:48:38"},{"signal_id":"f0058a2a296b10e23732b0ba0faf8824","headline":"CASS INFORMATION SYSTEMS INC 8-K filing (Item 5.02): officer or director change","summary":"Dwight D. Erdbruegger assumed the position of EVP, Strategy and Business Operations, and Eric T. Giering was appointed as President of Cass Commercial Bank, a subsidiary of Cass Information Systems, Inc.","talent_readthrough":"Executive leadership changes at Cass Commercial Bank in St. Louis; watch for potential shifts in strategy and operations.","company":"Cass Information Systems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708781/000070878126000017/cass-20260329.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:48:46"},{"signal_id":"ce0dd754fe835695f1cbea985e02179b","headline":"CHEGG, INC 8-K filing (Item 5.02): officer or director change","summary":"Chegg, Inc announced the re-election of Renee Budig as a Class III director to achieve a balanced composition of the Board of Directors, with her service deemed uninterrupted.","talent_readthrough":"Chegg rebalances its board with no immediate change in executive roles.","company":"Chegg, Inc","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1364954/000136495426000025/chgg-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:49:22"},{"signal_id":"0932f6eea5698ca56e96e0c4d6a5e622","headline":"Goosehead Insurance, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Goosehead Insurance, Inc. announced that John O’Connor will be leaving the Company effective immediately, with the terms of his separation to be disclosed later.","talent_readthrough":"John O’Connor departs as an executive at Goosehead Insurance in Westlake, Texas; the company has not named a successor.","company":"Goosehead Insurance, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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financial services sector.","company":"iShares Delaware Trust Sponsor LLC","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759124/000143774926010481/iaum20260328_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:49:37"},{"signal_id":"38a48e6e4a322ddc60c4c783ebea0fe3","headline":"Cross Country Healthcare, Inc. appoints Amiee Hawkins as Chief Operating Officer","summary":"Cross Country Healthcare, Inc. announced the appointment of Amiee Hawkins as Chief Operating Officer, effective March 28, 2026, transitioning from her previous role as Chief Solutions and Operations Officer.","talent_readthrough":"Cross Country Healthcare appoints a new COO in Boca Raton, signaling a leadership change at the executive level.","company":"Cross Country Healthcare, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141103/000092963826001241/cc8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:49:58"},{"signal_id":"3a51971adc9c093fb84994c88be9ba76","headline":"Ensysce Biosciences, Inc. 8-K filing: officer or director change","summary":"Ensysce Biosciences, Inc. reports the resignation of Lee Rauch from its Board of Directors and mentions strategic alternatives for its business, including retention measures for certain managers and the CFO.","talent_readthrough":"Ensysce Biosciences sees a change in its leadership with the resignation of a board member in La Jolla, while considering strategic business alternatives.","company":"Ensysce Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Akinobu Yorihiro was appointed the Company’s Interim Chief Executive Officer and principal executive officer, and Brett Hoge was appointed Chairperson of the Company’s Board of Directors.","talent_readthrough":"Executive leadership changes at Newton Golf Company in Camarillo, CA, with Greg Campbell's termination and appointments of Akinobu Yorihiro as Interim CEO and Brett Hoge as Board Chairperson.","company":"Newton Golf Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1934245/000149315226013625/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:51:04"},{"signal_id":"36357ee61a7531043d532c13d43a1a92","headline":"iShares Silver Trust 8-K filing (Item 5.02): officer or director change","summary":"Jay Jacobs was appointed to the Board of Directors of iShares Delaware Trust Sponsor LLC and as the President and Chief Executive Officer of the Sponsor on March 27, 2026.","talent_readthrough":"Jay Jacobs joins iShares Silver Trust's leadership team in executive roles, marking a leadership change in the financial services sector.","company":"iShares Silver Trust","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1330568/000143774926010478/slv20260328_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:51:47"},{"signal_id":"6679f9264e3f1aca88f3032bf8dfb6fb","headline":"Ponce Financial Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ponce Financial Group, Inc. appointed Ms. Marlene Cintron to the Board effective immediately, with plans for her to be a nominee for election to a three-year term at the company's annual meeting of shareholders in 2026.","talent_readthrough":"Ponce Financial Group adds Marlene Cintron to its board in the Bronx, with a nomination for a full term pending at the next shareholder meeting.","company":"Ponce Financial Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-26","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874071/000119312526132287/pdlb-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:52:20"},{"signal_id":"faeed9e6102da1f1e183896f9288a575","headline":"Rocket Lab Corp 8-K filing (Item 5.02): officer or director change","summary":"Rocket Lab Corporation's Compensation Committee approved an amendment to Sir Peter Beck's employment agreement, reducing his annual base salary to $1.00 or the statutory minimum required under New Zealand law.","talent_readthrough":"Rocket Lab's CEO in Long Beach adjusts his compensation; no hiring or displacement indicated.","company":"Rocket Lab Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819994/000175392626000568/g085462_8k-rocket.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:52:38"},{"signal_id":"5888b62d26b94b43927aa7cb1ed8ec59","headline":"SMARTFINANCIAL INC. 8-K filing (Item 5.02): officer or director change","summary":"SmartBank, a subsidiary of SmartFinancial, Inc., announced the promotion of Cynthia A. Cain to Chief Operating Officer, effective immediately.","talent_readthrough":"Cynthia A. Cain moves to COO at SmartBank in Knoxville, continuing her finance leadership in the financial services industry.","company":"SMARTFINANCIAL, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1038773/000110465926037409/smbk-20260331x8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:52:48"},{"signal_id":"07a02caaf26c09977ead56c807bdd4be","headline":"Bogota Financial Corp. 8-K filing (Item 5.02): officer or director change","summary":"Robert Walsh, Executive Vice President and Chief Lending Officer of Bogota Savings Bank, notified the Company and the Bank of his intention to retire, effective March 31, 2026, and entered into a Retirement and Consulting Agreement.","talent_readthrough":"Bogota Financial's chief lending officer retires in New Jersey; the role's succession is not disclosed.","company":"Bogota Financial Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787414/000094337426000154/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:52:56"},{"signal_id":"f8c0f2af5bea129aef9086b31b9d3a10","headline":"Terra Innovatum Global N.V. 8-K filing (Item 5.02): officer or director change","summary":"Terra Innovatum Global N.V. announced the designation of Katherine Williams as executive director and Chief Financial Officer, and the appointment of Michael Howard as chairperson of the Board and Peter Hastings to the Company’s Audit Committee.","talent_readthrough":"Terra Innovatum Global N.V. has appointed Katherine Williams as CFO and executive director, and Michael Howard as chairperson of the Board, signaling leadership changes in executive roles.","company":"Terra Innovatum Global N.V.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"NL","hq_city":null,"hq_country":"IT","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2067627/000121390026036007/ea0283971-8k_terra.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:53:18"},{"signal_id":"29c4e05ab302680b67324e4f971b3c66","headline":"SiteOne Landscape Supply, Inc. 8-K filing (Item 5.02): officer or director change","summary":"SiteOne Landscape Supply, Inc. announced the retirement of Scott Salmon as Executive Vice President, Strategy and Development, with Daniel Laughlin assuming his duties and responsibilities.","talent_readthrough":"SiteOne's executive team in Roswell sees a planned succession: Scott Salmon retires as EVP, with Daniel Laughlin stepping into the role.","company":"SiteOne Landscape Supply, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650729/000110465926037375/tm2610610d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:53:46"},{"signal_id":"a72496940d97e07622d60c7487bd323f","headline":"TENET HEALTHCARE CORP 8-K filing (Item 5.02): officer or director change","summary":"Tenet Healthcare Corporation announced the retirement of Senior Vice President & Controller R. Scott Ramsey, effective April 30, 2026, and the appointment of J. Michael Grooms as his successor, effective April 6, 2026.","talent_readthrough":"A leadership transition at Tenet Healthcare Corporation affects executive roles, with a new Senior Vice President & Controller taking over in Dallas.","company":"Tenet Healthcare Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-06","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/70318/000007031826000015/thc-20260325.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:54:00"},{"signal_id":"62dd20cb28c2b0e8ef5bdc36946030ea","headline":"Zivo Bioscience, Inc. 8-K filing: officer or director change","summary":"William A. Sullivan announced his resignation as Interim Chief Financial Officer, and Alison A. Cornell resigned from the Board of Directors and all committees, both effective March 2026, as part of the company's cost-cutting measures.","talent_readthrough":"Zivo Bioscience sees leadership changes with the CFO and a board member resigning in Michigan, part of broader cost-cutting measures.","company":"Zivo Bioscience, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-30","outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1101026/000165495426002928/zivo_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:54:23"},{"signal_id":"792e24edb304a50bc983fb92cdf67673","headline":"INTEGRATED RAIL & RESOURCES INC. 8-K filing (Item 5.02): officer or director change","summary":"The SEC filing reports a leadership change at INTEGRATED RAIL & RESOURCES INC., involving the departure or appointment of directors or principal officers.","talent_readthrough":"A leadership change at INTEGRATED RAIL & RESOURCES INC. in Winter Park affects executive roles; the filing does not specify hiring or displacement.","company":"INTEGRATED RAIL & RESOURCES INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2044112/000121390026037367/ea0284198-8k_integrated.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:54:50"},{"signal_id":"d2263698fd0173fd62701def8b92c882","headline":"CHAMPIONS ONCOLOGY, INC. 8-K filing (Item 5.02): officer or director change","summary":"Champions Oncology, Inc. announced the resignation of Dr. Philip Breitfeld from its Board of Directors and the appointment of Dr. Brian Alexander to fill the vacancy, with no disagreements or reportable transactions involved.","talent_readthrough":"Champions Oncology replaces one board member with another in Hackensack, with no immediate change to operations or practices.","company":"Champions Oncology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/771856/000162828026021941/csbr-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:55:06"},{"signal_id":"9d0c16cf8e05521c1802a9ab6072908a","headline":"HEALTHEQUITY, INC. 8-K filing (Item 5.02): officer or director change","summary":"HealthEquity, Inc. announced the appointment of William Gassen as a member of the Board, expanding the Board to ten members from nine.","talent_readthrough":"HealthEquity adds a board member in Utah, with no immediate change to executive roles.","company":"HealthEquity, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428336/000142833626000012/hqy-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:55:14"},{"signal_id":"4431959731cfe8d54ac8972d32d16bfb","headline":"First Foundation Inc. 8-K filing (Item 5.02): officer or director change","summary":"First Foundation Inc. and First Foundation Bank amended the employment agreement of Simone Lagomarsino, extending her term until December 31, 2027, and entered into a new employment agreement with James Britton.","talent_readthrough":"Simone Lagomarsino's employment term at First Foundation Inc. and First Foundation Bank has been extended, and James Britton has entered into a new employment agreement. 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has a leadership change in Germantown, MD; the filing does not disclose hiring plans.","company":"Barinthus Biotherapeutics plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828185/000110465926037698/tm2610673d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:56:10"},{"signal_id":"45308e0b47ba3a178c86890a2ca73d73","headline":"Charging Robotics Inc. 8-K filing (Item 5.02): officer or director change","summary":"Charging Robotics Inc. appointed Mr. Amir Nardimon and Mr. Itay Meroz to the Board of Directors, effective March 30, 2026.","talent_readthrough":"Charging Robotics Inc. adds two new board members in Tel Aviv, signaling leadership changes but no immediate impact on hiring.","company":"Charging Robotics Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"IL","hq_city":null,"hq_country":"IL","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1459188/000121390026036394/ea0284019-8k_charging.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:56:34"},{"signal_id":"d11c18d99f31c93d294f03cf7343e980","headline":"IMMUNIC, INC. 8-K filing (Item 5.02): officer or director change","summary":"Immunic, Inc. announced the appointment of Jon Congleton as a member of the board of directors and Chair of the Compensation Committee, effective March 27, 2026.","talent_readthrough":"Immunic adds a new board member in New York, with no immediate change to executive roles disclosed.","company":"Immunic, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280776/000119380526000370/e665296_8k-immunic.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:56:51"},{"signal_id":"125b6bb779b94e360cf7e8b73b2a7704","headline":"Electronic Servitor Publication Network, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Electronic Servitor Publication Network, Inc. has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Electronic Servitor Publication Network has announced a change in its executive leadership in Stillwater, MN.","company":"Electronic Servitor Publication Network, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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performance.","talent_readthrough":"Assembly Biosciences introduces a performance-based cash bonus plan for employees, including executives, starting 2026.","company":"Assembly Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1426800/000119312526131872/asmb-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:58:03"},{"signal_id":"3b8abfa3812fc02901ab6f33ef5db819","headline":"UNIVERSAL HEALTH SERVICES INC 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of the Board of Directors approved specific bonus formulae for the Company’s executive officers for the year ending December 31, 2026, under the 2022 Executive Incentive Plan.","talent_readthrough":"Executive compensation shifts at Universal Health Services in King of Prussia, with new bonus formulae for 2026.","company":"UNIVERSAL HEALTH SERVICES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/352915/000119312526131809/uhs-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 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the executive role is now open.","company":"AlTi Global, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1838615/000114036126012146/ef20069354_8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:58:45"},{"signal_id":"bba4d011be0fe053ba4931ed57154959","headline":"BrightSpring Health Services, Inc. 8-K filing (Item 5.02): officer or director change","summary":"BrightSpring Health Services, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at BrightSpring Health Services in Louisville does not indicate immediate hiring or displacement.","company":"BrightSpring Health Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1865782/000119312526133307/btsg-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:59:00"},{"signal_id":"6b16898992da0ee72d619d75768c4e0c","headline":"Inogen Inc 8-K filing (Item 5.02): officer or director change","summary":"Inogen, Inc. appointed Jason Richardson as Executive Vice President, Chief Financial Officer and Treasurer, effective April 6, 2026.","talent_readthrough":"Inogen appoints a new CFO in Beverly, with no disclosed impact on headcount.","company":"Inogen, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1294133/000119312526131855/ingn-20260324.htm","source_name":"SEC EDGAR","published_date":"2026-03-30","captured_at":"2026-07-28 14:59:07"},{"signal_id":"333066edeebe07293c647200cc427c69","headline":"Affinity Bancshares, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Affinity Bancshares, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Affinity Bancshares in Covington affects executive roles.","company":"Affinity Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"routine","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823406/000119312526134773/d138375d8k.htm","source_name":"SEC EDGAR","published_date":"2026-03-31","captured_at":"2026-07-28 14:59:25"},{"signal_id":"3ce561cf6c1f5ee7d7aa3ff4ecd51eb6","headline":"Stoneridge Inc 8-K filing: Officer or director change","summary":"Stoneridge, Inc. appointed Natalia Noblet as President and Chief Executive Officer, effective April 1, 2026, as disclosed in their 8-K filing.","talent_readthrough":"Stoneridge appoints a new CEO, Natalia Noblet, effective April 2026. The announcement does not indicate changes in hiring or workforce.","company":"Stoneridge, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043337/000104333726000033/sri-20260219.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:03:39"},{"signal_id":"b6e235c5186e0921d6e9edb9a7d8bec9","headline":"Mawson Infrastructure Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mawson Infrastructure Group Inc. announced changes to its board of directors, appointing Kyle B. Danges, K. Rodger Davis, Lisa R. Hough, Cody Smith, and Phillip Stanley effective April 6, 2026.","talent_readthrough":"Mawson Infrastructure Group Inc. has appointed new board members in Pennsylvania. The announcement does not disclose any changes in hiring plans.","company":"Mawson Infrastructure Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1218683/000121390026040533/ea0285122-8k_mawson.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:04:29"},{"signal_id":"65f72dbb60347974c7a076fba4b2b797","headline":"EXPONENT INC 8-K filing (Item 5.02): officer or director change","summary":"Exponent, Inc. appointed Dr. John D. Pye as its President, effective May 1, 2026.","talent_readthrough":"Exponent appoints a new President in Menlo Park, signaling a leadership transition.","company":"Exponent, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/851520/000117184326002263/f8k_040626.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:04:38"},{"signal_id":"c62e027992277cd70b7182d86a864a2e","headline":"Rackspace Technology, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ms. Betsy Atkins resigned from the Board of Directors of Rackspace Technology, Inc., with no dispute or disagreement cited.","talent_readthrough":"Betsy Atkins leaves the board of Rackspace Technology in San Antonio.","company":"Rackspace Technology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1810019/000181001926000021/rxt-20260331.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:04:45"},{"signal_id":"9d743579116b895b7690907be15b719e","headline":"McDonald’s Corporation 8-K filing (Item 5.02): officer or director change","summary":"McDonald’s Corporation announced the appointment of James D. Farley, Jr., to its Audit & Finance Committee and Corporate Responsibility Committee, effective March 30, 2026.","talent_readthrough":"James D. Farley, Jr., joins McDonald’s board committees in Chicago. The announcement does not disclose changes to executive roles or hiring plans.","company":"McDonald’s Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63908/000006390826000042/mcd-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:05:05"},{"signal_id":"304a2da90b244a75f52330e7b9ab500c","headline":"Green Stream Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"James C. DiPrima resigned as an officer and director of Green Stream Holdings, Inc., and Phil Yang was appointed as the Company’s Vice President, Chief Executive Officer, Secretary, Treasurer, and as a Director.","talent_readthrough":"Green Stream Holdings appoints Phil Yang as CEO and sees James C. DiPrima resign in executive roles; watch for leadership changes in real estate and construction.","company":"Green Stream Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437476/000153949726001097/n5773_x1-8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:05:14"},{"signal_id":"3106015bae9c67e61b80ca81f292d611","headline":"Calidi Biotherapeutics, Inc. 8-K filing: officer or director change","summary":"Mr. Allan J. Camaisa, a member of the Board of Directors of Calidi Biotherapeutics, Inc., informed the Nominating and Corporate Governance Committee of the Board that he intends to allow the term of his Director position to expire at the Company’s 2026 annual stockholder meeting.","talent_readthrough":"A board member at Calidi Biotherapeutics in San Diego will not seek reappointment at the 2026 annual meeting, reducing the board size from six to five.","company":"Calidi Biotherapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-03-29","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1855485/000149315226014951/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:06:14"},{"signal_id":"7ecc8ad92c069df72aeaf94a1eeeef82","headline":"HubSpot Inc 8-K filing (Item 5.02): officer or director change","summary":"Ron Gill notified the Board of Directors of HubSpot, Inc. that he will resign as a director effective June 30, 2026. Mike Berry was appointed as a Class III director to fill the vacancy created by the increase in the size of the Board.","talent_readthrough":"HubSpot's board sees a change with Ron Gill resigning and Mike Berry appointed as a new director. The announcement does not disclose any impact on hiring or workforce changes.","company":"HubSpot, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1404655/000119312526138021/hubs-20260327.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:06:53"},{"signal_id":"c32b7cde05a0d0e3c43eec145acf7f82","headline":"CONSUMER PORTFOLIO SERVICES, INC. 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of the Board of Directors of Consumer Portfolio Services, Inc. has approved non-equity incentive plan payment amounts for named executive officers for fiscal year ended December 31, 2025.","talent_readthrough":"Executive compensation shifts at Consumer Portfolio Services in Las Vegas with approved non-equity incentive plan payments.","company":"CONSUMER PORTFOLIO SERVICES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/889609/000168316826002616/cps_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:07:19"},{"signal_id":"24b06df51b59a137c4eaccce4086006a","headline":"Beyond Air, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Steven A. Lisi resigned as CEO and Director of Beyond Air, Inc., effective March 27, 2026, with no disagreement cited.","talent_readthrough":"Beyond Air's CEO and board director Steven A. Lisi resigns in Garden City, NY; the company now seeks a new executive leader.","company":"Beyond Air, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1641631/000149315226014676/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:07:46"},{"signal_id":"da0be6ab889f6cf58a729ef1bcbb85ff","headline":"Visium Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Visium Technologies, Inc. accepted the resignations of Paul Anthony Favata and Thomas Grbelja from all positions held with the company, effective April 7, 2026, as part of a board refresh connected to strategic restructuring and acquisition transactions.","talent_readthrough":"Two executive board members resigned from Visium Technologies in Fairfax, Virginia, as part of a strategic restructuring. 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Brent Jones as Executive Vice President and Chief Financial Officer, effective early May 2026.","talent_readthrough":"ESAB Corporation appoints a new CFO in North Bethesda, affecting executive leadership.","company":"ESAB Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1877322/000121390026038839/ea0284695-8k_esabcorp.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:08:36"},{"signal_id":"21c9a2346aad7e205fb42c7aac588fd0","headline":"Blue Foundry Bancorp 8-K filing (Item 5.02): officer or director change","summary":"Blue Foundry Bancorp has reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Blue Foundry Bancorp in Rutherford, New Jersey, has announced a change in its executive leadership.","company":"Blue Foundry Bancorp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1846017/000119312526135897/d62529d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:08:44"},{"signal_id":"13bb1be71a27706abeaf8a6149b97cce","headline":"ON24 INC. 8-K filing (Item 5.02): officer or director change","summary":"ON24, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"ON24 has announced a change in its leadership team. The announcement does not specify the roles affected.","company":"ON24, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1110611/000119312526137923/d108017d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:09:27"},{"signal_id":"c243262a04b7f0179d87de5b47a5b882","headline":"SWK Holdings Corp 8-K filing: officer or director change","summary":"SWK Holdings Corporation reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at SWK Holdings Corporation in Dallas affects executive roles.","company":"SWK Holdings Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1089907/000155278126000198/e26171_swkh-8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:09:38"},{"signal_id":"1a79ead1dce6b733a34ff868223df20d","headline":"HOLOGIC INC 8-K filing (Item 5.02): officer or director change","summary":"Hologic, Inc. reported an officer or director change in its 8-K filing with the SEC, following the completion of a merger with affiliates of Blackstone Inc. and TPG Global, LLC.","talent_readthrough":"Hologic's executive team changes after a merger, with no disclosed impact on hiring or roles.","company":"HOLOGIC, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/859737/000119312526144632/d135035d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:09:46"},{"signal_id":"0df0ecd46b1faa670622c65890595e7a","headline":"Unusual Machines, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Unusual Machines, Inc. announced salary increases for its senior management, including the CEO, CFO, President, and Chief Revenue Officer, effective April 1, 2026.","talent_readthrough":"Senior executives at Unusual Machines in Orlando receive salary increases. The filing does not disclose broader workforce changes.","company":"Unusual Machines, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1956955/000168316826002716/umac_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:10:02"},{"signal_id":"b946d716cf8889520e52f00173c47110","headline":"Braze, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Braze, Inc. announced that Susan Wiseman intends to retire as the company's general counsel and secretary on or before June 30, 2026.","talent_readthrough":"Susan Wiseman, general counsel and secretary at Braze, plans to retire by June 30, 2026. 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the departure does not signal operational disputes.","company":"Unicycive Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766140/000121390026040179/ea0285174-8k_unicycive.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:10:29"},{"signal_id":"0e8a128beb0ba155237ea96f19144604","headline":"BrightSpire Capital, Inc. 8-K filing (Item 5.02): officer or director change","summary":"John Westerfield, a member of the Board of Directors of BrightSpire Capital, Inc., will retire from and not stand for re-election to the Board as of the Company’s 2026 Annual Meeting on May 13, 2026.","talent_readthrough":"BrightSpire Capital's board member John Westerfield retires in New York, with no stated impact on hiring or operations.","company":"BrightSpire Capital, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1717547/000171754726000033/brsp-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:11:03"},{"signal_id":"cd4e05a1fd14b07a5033abfbc4268d1c","headline":"Protagenic Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Protagenic Therapeutics, Inc. announced the termination of Alexander Arrow, MD, the company's Chief Financial Officer, effective April 30, 2026.","talent_readthrough":"Protagenic Therapeutics' CFO departure in New York affects executive roles in pharma and biotech.","company":"Protagenic Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-30","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022899/000149315226015365/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:11:22"},{"signal_id":"74bbc7b151d70dd42b3266a1ad3f7420","headline":"Zoom Communications, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Aparna Bawa notified Zoom Communications, Inc. of her intention to resign from her role as Chief Operating Officer effective May 8, 2026.","talent_readthrough":"Zoom's COO Aparna Bawa is leaving; the company will need to appoint a new executive in San Jose.","company":"Zoom Communications, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-08","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585521/000162828026023131/zm-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:11:40"},{"signal_id":"f892855afacb224ae6395e36c5dac3f9","headline":"Vanda Pharmaceuticals Inc. 8-K filing (Item 5.02): officer or director change","summary":"Timothy Williams resigned as Senior Vice President, General Counsel and Secretary of Vanda Pharmaceuticals Inc., effective April 10, 2026, to pursue other endeavors.","talent_readthrough":"Vanda Pharmaceuticals' general counsel resigns in Washington; the filing does not name a successor.","company":"Vanda Pharmaceuticals Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DC","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1347178/000162828026023222/vnda-20260329.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:11:48"},{"signal_id":"ff8f9d32f8dafcdcdb1a9c86d69ecc4d","headline":"Tron Inc. 8-K filing (Item 5.02): officer or director change","summary":"Tron Inc. approved an increase in the annual salary of Taft Flittner, President of the Company, from $100,000 to $120,000, effective immediately.","talent_readthrough":"Tron Inc. increases the president's salary in Winter Park, signaling a compensation shift for executive roles.","company":"Tron Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1956744/000149315226014686/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:12:06"},{"signal_id":"a2b00bc3071c1b758b5957787efe6e1d","headline":"MKS INC 8-K filing (Item 5.02): officer or director change","summary":"Kathleen F. Burke notified MKS Inc. of her intent to retire as Executive Vice President, General Counsel and Secretary effective June 1, 2026, and will remain as special advisor until July 1, 2026.","talent_readthrough":"MKS Inc.'s General Counsel retires in Massachusetts; the executive role will need filling by June.","company":"MKS Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1049502/000119312526142945/mksi-20260331.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:12:14"},{"signal_id":"a4bdc42008e6f6adb1e3f9f900abf6c3","headline":"INTEL CORP 8-K filing (Item 5.02): officer or director change","summary":"Intel Corporation announced the separation of April Miller Boise, Executive Vice President and Chief Legal Officer, effective June 1, 2026, with severance benefits in accordance with the Intel Corporation Executive Severance Plan.","talent_readthrough":"Intel's Chief Legal Officer departs in June 2026; the executive role in Santa Clara will need filling.","company":"Intel Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/50863/000005086326000069/intc-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:12:23"},{"signal_id":"9b7fa75fbef83eea4ece6a292980384c","headline":"SYSCO CORP 8-K filing (Item 5.02): officer or director change","summary":"Tom Peck, Executive Vice President, Chief Information and Digital Officer of Sysco Corporation, has resigned effective April 10, 2026, to accept another opportunity in a different industry.","talent_readthrough":"Sysco's Chief Information and Digital Officer leaves for a role outside the industry; the Houston-based food and beverage giant now has a vacancy in its top tech leadership.","company":"Sysco Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/96021/000119312526140436/d103940d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:12:41"},{"signal_id":"06b8eefd20292e96f489800d1615d46b","headline":"Jones Soda Co. 8-K filing (Item 5.02): officer or director change","summary":"Jones Soda Co. amended the terms related to the option grant to Brian Meadows, the Company’s Chief Financial Officer, to purchase 750,000 shares of common stock of the Company under the Company’s 2022 Omnibus Equity Incentive Plan.","talent_readthrough":"Jones Soda Co. adjusts equity compensation for its CFO in Seattle, affecting finance roles.","company":"Jones Soda Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"Seattle","region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["finance"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1083522/000149315226014852/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:13:14"},{"signal_id":"4055ab8e0d04fb82b096d0c478ae9206","headline":"LANDSTAR SYSTEM INC 8-K filing (Item 5.02): officer or director change","summary":"Landstar System, Inc. announced that Michael K. Kneller, Vice President, General Counsel and Secretary, will resign on May 8, 2026, and Vallie S. Dugas has been named Interim Vice President, General Counsel and Secretary.","talent_readthrough":"Landstar System's legal leadership changes in Jacksonville, with Michael Kneller departing and Vallie Dugas stepping in as interim.","company":"Landstar System, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-08","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/853816/000119312526139160/d105778d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:13:32"},{"signal_id":"d5a4f84a1c96d45d357062583614635b","headline":"TopBuild Corp 8-K filing (Item 5.02): 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announced the resignation of Justin Earl from its Board of Directors and the appointment of Daniel Schmidt to fill the vacancy, effective immediately.","talent_readthrough":"Bioscience Health Innovations sees a leadership change with Daniel Schmidt appointed to its Board of Directors, replacing Justin Earl.","company":"Bioscience Health Innovations, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784440/000118518526001231/bhic8k040226.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:14:30"},{"signal_id":"3928c626e5d39e6240b1be54014a45a6","headline":"Harmonic Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dan Whalen resigned from Harmonic Inc.'s Board of Directors effective March 31, 2026, due to potential conflicts of interest arising from his new role at another company.","talent_readthrough":"Dan Whalen's departure from Harmonic's board in San Jose creates a vacancy in executive leadership, with no immediate indication of his successor.","company":"Harmonic Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Thornock, Chief Accounting Officer of Finance of America Companies Inc., announced his retirement effective May 15, 2026, with Matthew A. Engel, the company's CFO, to assume the role of principal accounting officer.","talent_readthrough":"Finance of America's chief accounting officer retires in Texas, with the CFO taking on the accounting role; no hiring or displacement is announced.","company":"Finance of America Companies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828937/000162828026023707/foa-20260402.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:15:06"},{"signal_id":"b0a12f460a455d7d47b0196907fccb5f","headline":"American Well Corp 8-K filing (Item 5.02): officer or director change","summary":"Dr. Peter Slavin notified American Well Corporation of his resignation from the Board of Directors, effective at the next annual meeting of stockholders in 2026, due to his transition to a new role on the West Coast.","talent_readthrough":"Dr. Peter Slavin resigns from American Well's board in Boston, with no disclosed disagreement, as he moves to a new role on the West Coast.","company":"American Well Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393584/000119312526140460/amwl-20260401.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:15:29"},{"signal_id":"9f563130e1f37ef67eb98c8f29bc451a","headline":"Allied Gaming & Entertainment Inc. 8-K filing (Item 5.02): officer or director change","summary":"On March 30, 2026, Mr. Yushi Guo and Mr. Jerry Qin resigned from the Board of Directors of Allied Gaming & Entertainment Inc., and the Board reconstituted its committees.","talent_readthrough":"Two board members resigned at Allied Gaming & Entertainment in New York, with committee roles reassigned among remaining members.","company":"Allied Gaming & Entertainment Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1708341/000117184326002233/f8k_040226.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:15:48"},{"signal_id":"7531dc388ea563c787ec61fcf1868620","headline":"WESTLAKE CORP 8-K filing (Item 5.02): officer or director change","summary":"Westlake Corporation announced the transition of Robert F. 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Blashford, and $12,140.55 to its Vice President and CFO, Thomas A. 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The filing does not disclose specific roles affected.","company":"CHS Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/823277/000082327726000011/chscp-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:18:15"},{"signal_id":"fe7c991502e60acbb04963a1af473e36","headline":"TScan Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Leiden Dworak resigned as Vice President of Finance and principal accounting officer of TScan Therapeutics, Inc., effective April 10, 2026. Jason A. Amello was appointed as the principal accounting officer.","talent_readthrough":"A finance leadership change at TScan Therapeutics in Waltham, Massachusetts, with no disclosed impact on headcount.","company":"TScan Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["finance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-10","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783328/000119312526138973/d923169d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:18:57"},{"signal_id":"abbc6c4197179522351c25333c9b20b9","headline":"BlackSky Technology Inc. 8-K filing: officer or director change","summary":"Tracy Ward resigns as Senior Vice President, Controller, and Principal Accounting Officer of BlackSky Technology Inc., with Henry Dubois appointed to the role.","talent_readthrough":"BlackSky Technology's accounting leadership changes in Herndon, Virginia, with no disclosed impact on hiring or roles.","company":"BlackSky Technology Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1753539/000175353926000045/bksy-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:19:07"},{"signal_id":"dbeb60c86f41a40699d1f6d07817b1b8","headline":"HeartSciences Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark Hilz, Chief Operating Officer, Corporate Secretary, and member of the Board of Directors of HeartSciences Inc., passed away on April 1, 2026.","talent_readthrough":"HeartSciences Inc. mourns the loss of Mark Hilz, its Chief Operating Officer and Corporate Secretary, in Southlake, Texas. The company has not announced a successor.","company":"HeartSciences Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468492/000121390026040032/ea0285132-8k_heartsci.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:19:44"},{"signal_id":"cd5fd453dd43ba6a7f8edbc44d8a1c4b","headline":"Tyra Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Julia Rueb, Vice President, Finance of Tyra Biosciences, Inc., has been designated as the Company’s principal accounting officer, succeeding Alan 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EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:20:45"},{"signal_id":"7613729fbb29ac537dc439fcad4016dc","headline":"Getty Images Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jeffrey Titterton was appointed to the Board of Directors and as a member of the Company’s Audit Committee, while James Quella resigned from the Board and the Audit Committee.","talent_readthrough":"Getty Images in Seattle sees a board and audit committee change with one appointment and one resignation.","company":"Getty Images Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Seattle","region":"North 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Graham for his continued service as the company’s chief executive officer on a transitional basis after the expiration of his employment agreement.","talent_readthrough":"Derek L. Graham continues as CEO of ClearOne in Salt Lake City under a transitional agreement, affecting executive leadership.","company":"ClearOne, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/840715/000175392626000620/clro-20260403.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:21:30"},{"signal_id":"81fa2eb2c3452ec4ceeafeeb950b9e7b","headline":"Village Farms International, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stephen Ruffini, the Chief Financial Officer of Village Farms International, Inc., notified the Company of his intent to transition away from the role of Chief Financial Officer as part of the Company’s succession planning process.","talent_readthrough":"Village Farms International's CFO in Lake Mary is transitioning to a new executive role focusing on mergers & acquisitions, with a search for a successor underway.","company":"Village Farms International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584549/000119312526141251/vff-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:21:40"},{"signal_id":"7e39e1fe56da3ebd710623bab190895f","headline":"COLLEGIUM PHARMACEUTICAL, INC 8-K filing (Item 5.02): officer or director change","summary":"Collegium Pharmaceutical, Inc. has nominated Michael Donovan for election to its board of directors at the 2026 Annual Meeting of Shareholders.","talent_readthrough":"Collegium Pharmaceutical adds a board nominee with financial expertise in the life sciences industry.","company":"Collegium Pharmaceutical, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267565/000162828026024061/coll-20260402.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:21:47"},{"signal_id":"4d0ae233433bdc5c617663a395cb0cff","headline":"KIORA PHARMACEUTICALS INC  (KPRX, KPHMW) 8-K filing (Item 5.02): officer or director change","summary":"Eric J. Daniels, M.D., MBA, the Chief Development Officer of Kiora Pharmaceuticals, Inc., will resign effective April 17, 2026, to pursue another opportunity, with no disagreement regarding the company's operations.","talent_readthrough":"Kiora Pharmaceuticals' Chief Development Officer resigns in Encinitas; the executive team will need a replacement.","company":"Kiora Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372514/000137251426000028/kprx-20260401.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:21:56"},{"signal_id":"a19cf055366916e3376a25e2ac980a1d","headline":"Riverview Bancorp Inc 8-K filing (Item 5.02): officer or director change","summary":"Riverview Bancorp, Inc. and its subsidiary Riverview Bank announced the appointment of Jon Girod and Kourosh Zamanizadeh to their Boards of Directors effective March 30, 2026.","talent_readthrough":"Riverview Bancorp adds two new directors to its board in Vancouver, signaling a leadership change in the financial services sector.","company":"Riverview Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041368/000093905726000075/8k4226.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:22:24"},{"signal_id":"f3e165234192893d141a8303b99f0963","headline":"TREASURE GLOBAL INC 8-K filing (Item 5.02): officer or director change","summary":"Mr. Carlson Thow resigned as Chief Executive Officer of Treasure Global Inc, effective March 31, 2026, and Mr. Chong Chan Teo was promoted to Acting Chief Executive Officer, effective April 1, 2026.","talent_readthrough":"Treasure Global Inc sees a leadership change in New York, with a new Acting CEO stepping in. 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independent Lead Director, effective July 16, 2026.","talent_readthrough":"CRA International's board sees a leadership change with a director retiring and a new Lead Director appointed in Boston.","company":"CRA International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Boston","region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053706/000110465926039161/tm2610933d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:22:59"},{"signal_id":"036e670a5c24d08206912d78877b572b","headline":"DeFi Development Corp. 8-K filing: officer or director 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15:23:58"},{"signal_id":"23dcc5725d1becdf888cdbe571076009","headline":"TAPESTRY, INC. 8-K filing (Item 5.02): officer or director change","summary":"Tapestry, Inc. increased its Board size from ten to eleven members and elected Matthew Madrigal as a director, with standard compensation arrangements for non-employee directors.","talent_readthrough":"Tapestry adds a director in New York, with no immediate change to executive roles or headcount.","company":"Tapestry, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New 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rules.","talent_readthrough":"Jade Biosciences introduces a new stock incentive plan for eligible employees under Nasdaq rules, with no disclosed hiring or displacement.","company":"Jade Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1798749/000119312526140091/d147217d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:26:45"},{"signal_id":"00aaceb7a49affd3e12b23c5d85f1e47","headline":"Global-Smart.Tech Inc. 8-K filing (Item 5.02): officer or director change","summary":"Global-Smart.Tech Inc. appointed Leonel 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Lori Bondar will step down from her role as Chief Accounting Officer but will remain as Senior Vice President to assist with the transition before retiring.","talent_readthrough":"Tyson Foods appoints Phillip Thomas as Vice President, Controller and Chief Accounting Officer, with Lori Bondar transitioning out of her role as Chief Accounting Officer and planning to retire.","company":"Tyson Foods, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-06","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/100493/000010049326000014/tsn-20260402.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:27:11"},{"signal_id":"95deb9faebbfaa6335f6946f6fd2ce12","headline":"Cable One, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kenneth E. Johnson will step down as Chief Operating Officer of Cable One, Inc. effective May 1, 2026, and will remain as a senior advisor until January 2027.","talent_readthrough":"Cable One's COO transitions to a senior advisor role in Phoenix; executive leadership changes with no stated impact on other roles.","company":"Cable One, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632127/000095015726000463/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:27:19"},{"signal_id":"2ba9dcaa0c812f8a12d853c0966c1dc0","headline":"ContextLogic Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"ContextLogic Holdings Inc. appointed Paul S. Levy as a director to its Board, increasing the board size from seven to eight members, effective March 26, 2026.","talent_readthrough":"ContextLogic adds a director to its board in Oakland, with no immediate change to executive roles or compensation.","company":"ContextLogic Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2064307/000119312526135783/logc-20260326.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:27:35"},{"signal_id":"fb18057fbba66caa3be7e8924d85d7e7","headline":"Mastech Digital, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mastech Digital, Inc. and Nirav Patel, the company's CEO and President, agreed to pay Mr. Patel's 2025 annual performance bonus in restricted shares instead of cash, as detailed in a Restricted Stock Agreement dated March 30, 2026.","talent_readthrough":"Mastech Digital's CEO in Moon Township, Pennsylvania, receives his 2025 bonus in restricted shares, a shift from cash compensation for executive performance.","company":"Mastech Digital, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437226/000119312526142307/mhh-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:28:01"},{"signal_id":"e434088d0ae08cc8ea57c22a3a11d632","headline":"Climb Bio, Inc. 8-K filing: officer or director change","summary":"Climb Bio, Inc. announces the mutual agreement for the separation of Cindy Driscoll, Senior Vice President of Finance, and the appointment of Dr. Altschuller to additionally serve as principal accounting officer.","talent_readthrough":"Climb Bio replaces its finance leadership in Wellesley Hills, with no announced impact beyond the executive team.","company":"Climb Bio, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive","finance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1768446/000119312526142114/d59877d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:28:09"},{"signal_id":"b5d33ba68e02ed0ae458e5c4385716c0","headline":"Mama's Creations, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mama’s Creations, Inc. increased its Board size from five to six members and elected Fred Halvin to its Board, effective May 1, 2026.","talent_readthrough":"Mama’s Creations adds a new board member, Fred Halvin, expanding its leadership team.","company":"Mama’s Creations, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520358/000149315226014912/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:28:21"},{"signal_id":"800091c4cabdc42c9f11ab219aa48cad","headline":"Alphabet Inc. 8-K filing (Item 5.02): officer or director change","summary":"Alphabet Inc. reports a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Alphabet Inc. announces a leadership change in Mountain View; 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Goldan as a Class 1 director and Chair of the Audit Committee.","talent_readthrough":"Abeona Therapeutics adds a new independent director to its Board, signaling a leadership change in its governance structure.","company":"Abeona Therapeutics Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318306/000149315226015451/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:28:49"},{"signal_id":"16d9c0231e424ab9007ebce447319d88","headline":"Battalion Oil Corp 8-K filing (Item 5.02): officer or director change","summary":"David Chang and Ajay Jegadeesan resigned from the Board of Directors of Battalion Oil Corp, effective March 31, 2026, with their resignations not resulting from any disagreement with the company.","talent_readthrough":"Two executive board members have resigned from Battalion Oil Corp in Houston, with no immediate impact on hiring or displacement.","company":"Battalion Oil Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1282648/000110465926039666/batl-20260330x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:29:42"},{"signal_id":"f26c9324428415d0a8a98b5b8eed5c69","headline":"EPAM Systems, Inc. 8-K filing (Item 5.02): officer or director change","summary":"EPAM Systems, Inc. approved a grant of restricted stock units valued at $3,000,000 to Viktar Dvorkin, the Company’s Senior Vice President, Global Head of Advanced Engineering, Cloud & Enterprise Platforms, as a long-term incentive to retain him as an executive.","talent_readthrough":"EPAM Systems has granted $3M in restricted stock units to retain its Senior Vice President, Global Head of Advanced Engineering, Cloud & Enterprise Platforms, signaling a compensation shift for executive roles in Pennsylvania.","company":"EPAM Systems, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1352010/000135201026000024/epam-20260331.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:30:08"},{"signal_id":"8d6106436fba75f1c3c25c733edb119d","headline":"GIBRALTAR INDUSTRIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"The Compensation and Human Capital Committee of Gibraltar Industries, Inc. approved special discretionary cash bonus awards for certain named executive officers in recognition of their efforts in acquisitions, divestiture, and integration initiatives.","talent_readthrough":"Executive officers at Gibraltar Industries in Buffalo receive special bonuses for their role in acquisitions and integration efforts.","company":"GIBRALTAR INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/912562/000091256226000080/rock-20260403.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:30:17"},{"signal_id":"391859676f47a08a729487fca663a977","headline":"ProCap Financial, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jeff Park resigned as Chief Investment Officer of ProCap Financial, Inc., effective April 3, 2026, and from all positions he held with the company and its subsidiaries.","talent_readthrough":"ProCap Financial's Chief Investment Officer resigns in New York; 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Popovits as a non-employee director, effective April 1, 2026.","talent_readthrough":"Rhythm Pharmaceuticals adds Kimberly J. Popovits to its board in Boston. 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Bernard to fill the newly created vacancy, effective April 1, 2026.","talent_readthrough":"Bruker Corporation adds a new director to its board in Billerica, MA, affecting executive leadership.","company":"Bruker Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2027-04-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109354/000119312526135660/brkr-20260401.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:34:36"},{"signal_id":"adfc590d72cfe28966f3dbf271b920ba","headline":"WHIRLPOOL CORP /DE/  (WHR, WHR-PA) 8-K filing (Item 5.02): officer or director change","summary":"Alessandro Perucchetti, formerly Executive Vice President and President of Whirlpool North America, stepped down from his executive officer role effective January 1, 2026, as part of the company's ongoing talent planning process.","talent_readthrough":"Whirlpool Corporation's executive leadership in Michigan sees a change with the departure of Alessandro Perucchetti. The announcement does not indicate immediate hiring plans for his replacement.","company":"Whirlpool Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/106640/000010664026000017/whr-20260330.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:34:56"},{"signal_id":"2a6f0daaadc632fa85c2263bd3569391","headline":"MAIA Biotechnology, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MAIA Biotechnology, Inc. approved one-time bonus payments to its CEO and Head of Finance for their efforts in a recent capital raise.","talent_readthrough":"MAIA Biotechnology's CEO and Head of Finance in Chicago received one-time bonuses following a capital raise, signaling a compensation shift for these roles.","company":"MAIA Biotechnology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive","finance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1878313/000149315226014924/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:35:24"},{"signal_id":"f0a0d57c771628551ebf6c5665a0c620","headline":"Cheniere Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cheniere Energy, Inc. announced the retirement of G. Andrea Botta, Chairman of the Board, and the election of Jack A. 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Mark Hemmann resigned from ESG Inc.'s Board of Directors, and Joseph F. 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Mr. Sherb was appointed as Chief Financial Officer.","talent_readthrough":"Nexscient appoints Eric Sherb as CFO in Los Angeles, with a consulting agreement for financial services.","company":"Nexscient, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["finance"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1976663/000147793226001962/nexscient_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:37:43"},{"signal_id":"bf6242768dd69bb963ac2e3cfddcc524","headline":"Oil-Dri Corp of America 8-K filing (Item 5.02): officer or director change","summary":"Oil-Dri Corporation of America's Compensation Committee approved the second amendment to the 2005 Deferred Compensation Plan, affecting executive officers and senior managers.","talent_readthrough":"Executive officers and senior managers at Oil-Dri Corporation of America in Chicago will see changes in their deferred compensation plans.","company":"Oil-Dri Corporation of America","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/74046/000162828026023675/odc-20260403.htm","source_name":"SEC EDGAR","published_date":"2026-04-03","captured_at":"2026-07-28 15:38:03"},{"signal_id":"09f3c2584e4ff2c80874955df4eef258","headline":"ARES INDUSTRIAL REAL ESTATE INCOME TRUST Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stanley A. 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Clare Kahn, Ph.D. to its Board of Directors, increasing the board size to ten members, and assigned her roles on the Nominating and Corporate Governance Committee and as chairperson of the Research and Development Committee.","talent_readthrough":"Stoke Therapeutics appoints a new board member, G. Clare Kahn, Ph.D., enhancing its leadership in Bedford, Massachusetts. The announcement does not specify changes in hiring or operational roles.","company":"Stoke Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1623526/000119312526145524/d63742d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-07","captured_at":"2026-07-28 15:40:12"},{"signal_id":"8b090684f50e682af17bc3106910971b","headline":"Owlet, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Owlet, Inc. appointed Kurt Workman as President and Chief Executive Officer effective April 6, 2026, succeeding Jonathan Harris in these positions.","talent_readthrough":"Owlet's leadership change in Lehi affects executive roles, with Kurt Workman stepping in as President and CEO.","company":"Owlet, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816708/000181670826000023/owlt-20260403.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:40:20"},{"signal_id":"cfe01dcb950cf113042a091b4365f84f","headline":"ALKAMI TECHNOLOGY, INC. 8-K filing (Item 5.02): officer or director change","summary":"Alkami Technology, Inc. appointed Jeffrey Fox and Judson Linville to its Board of Directors, effective after the 2026 Annual Meeting of Stockholders.","talent_readthrough":"Alkami Technology adds two executives to its board in Plano, with terms set through 2027 and 2028.","company":"Alkami Technology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1529274/000152927426000014/alk-20260331.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:40:28"},{"signal_id":"5030e64bbfd4249f3a6cbc53264be353","headline":"Ares Real Estate Income Trust Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ares Real Estate Income Trust Inc. reported a change in its board of directors with the departure of Brian P. 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Serrano as Senior Vice President and Chief Financial Officer, effective March 31, 2026, and the appointment of Matthew J. 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Dick to its Board of Directors in February and March 2026.","talent_readthrough":"Truleum adds three executives to its board in Colorado, enhancing its governance and financial oversight.","company":"Truleum, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/855787/000143774926011086/aphe20260402_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-02","captured_at":"2026-07-28 15:42:01"},{"signal_id":"aeea3c18a885c23ab3929613ea0c20b7","headline":"UNITED SECURITY BANCSHARES 8-K filing (Item 5.02): officer or director change","summary":"United Security Bancshares announced a change in its officer or director positions as per its 8-K filing.","talent_readthrough":"Executive roles at United Security Bancshares in Fresno are affected by a leadership change.","company":"United Security Bancshares","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1137547/000162828026022619/ubfo-20260401.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:42:25"},{"signal_id":"25afd648aa1279b5c6a6f8f557769bf5","headline":"ADTRAN Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ADTRAN Holdings, Inc. amended the employment agreement of Thomas R. 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Allen and Felicia D. Thornton as directors, effective April 1, 2026.","talent_readthrough":"Grocery Outlet Holding Corp. has expanded its Board with two new independent directors, Frances L. Allen and Felicia D. 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effective May 11, 2026, or the first business day following the filing of the company's Annual Report on Form 10-K for its 2023 and 2024 fiscal years.","talent_readthrough":"Veradigm Inc. appoints a new Chief Financial Officer, affecting executive leadership in Chicago.","company":"Veradigm Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-11","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124804/000119312526143798/d69521d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-06","captured_at":"2026-07-28 15:54:19"},{"signal_id":"d45a9a86405e349387294182f753dc88","headline":"Harmony 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reported a change in its officer or director positions in its 8-K filing with the SEC.","talent_readthrough":"Oncolytics Biotech Inc. has announced a change in its executive leadership, affecting roles at the top level of the company.","company":"Oncolytics Biotech Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1129928/000110465926038272/tm2610715d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-01","captured_at":"2026-07-28 15:56:22"},{"signal_id":"e8e15d324e69405fd8b87221f7a766f3","headline":"BEL FUSE INC /NJ 8-K filing (Item 5.02): 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Chinea appointed Executive Vice President and Chief Experience and Administration Services Officer of Popular, Inc.","summary":"Popular, Inc. announced the appointment of Manuel A. Chinea as Executive Vice President and Chief Experience and Administration Services Officer, effective July 1, 2026, where he will oversee customer experience, human resources, corporate real estate, and marketing functions.","talent_readthrough":"Manuel A. Chinea moves to a new executive role overseeing customer experience, HR, real estate, and marketing at Popular, Inc. in Hato Rey.","company":"Popular, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"PR","hq_city":null,"hq_country":"PR","state":null,"functions":["hr_people","operations"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/763901/000119312526146421/d252454d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 15:59:28"},{"signal_id":"a37797f5a8932d40e60cc13522f25157","headline":"Commercial Metals Co 8-K filing (Item 5.02): officer or director change","summary":"Commercial Metals Company announced the appointment of Michael R. Dumais as a Class II director, effective June 23, 2026, and increased the Board size from nine to ten directors.","talent_readthrough":"Commercial Metals adds a director to its board in Irving, with no immediate change to executive roles.","company":"Commercial Metals Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/22444/000119312526152960/d117730d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 15:59:43"},{"signal_id":"ec198e1423f096c0d38eaf73bf518eca","headline":"LEMAITRE VASCULAR INC 8-K filing (Item 5.02): officer or director change","summary":"Bridget Ross notified the Board of Directors of LeMaitre Vascular, Inc. of her intent not to stand for re-election as a Class II director at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Bridget Ross will not seek re-election to the board of LeMaitre Vascular in Burlington, a planned departure with no stated impact on operations.","company":"LeMaitre Vascular, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158895/000119312526153779/d130421d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 15:59:51"},{"signal_id":"d895cfd8ffbbf7415fafe0f6b7dbe1d8","headline":"BJ’s Restaurants, Inc. Announces Appointment of Ashley A. Van as Senior Vice President and Principal Accounting Officer","summary":"BJ’s Restaurants, Inc. announced the appointment of Ashley A. Van as the Company’s Senior Vice President and Principal Accounting Officer, effective May 11, 2026.","talent_readthrough":"Ashley A. Van joins BJ’s Restaurants as Senior Vice President and Principal Accounting Officer, bringing executive experience from the food and beverage industry.","company":"BJ’s Restaurants, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013488/000119312526150443/bjri-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:00:54"},{"signal_id":"2ef6f732a2216a02bcc1bbf8f6e139a0","headline":"GENESCO INC 8-K filing (Item 5.02): officer or director change","summary":"Genesco Inc's board of directors adopted the Short-Term Incentive Plan (STIP) replacing the company's Fourth Amended and Restated EVA Plan, providing for incentive awards based on financial, operational, and strategic performance metrics.","talent_readthrough":"Genesco Inc introduces a new incentive plan for eligible employees, focusing on performance metrics without disclosing specific hiring or displacement plans.","company":"Genesco Inc","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18498/000119312526147591/gco-20260408.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:01:48"},{"signal_id":"7956f5e4626a228c1460eec2eddad514","headline":"Appointment of John Brase as President and Chief Executive Officer, Effective June 1, 2026","summary":"Conagra Brands, Inc. announced the appointment of John Brase as President and Chief Executive Officer, effective June 1, 2026.","talent_readthrough":"John Brase joins Conagra Brands as President and CEO in Chicago, marking a leadership change with no immediate hiring or displacement indicated.","company":"Conagra Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23217/000002321726000013/tmb-20260408x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 16:03:31"},{"signal_id":"a42f39c3f64a84725cf8f56fe87c2537","headline":"Emmaus Life Sciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Jon Kuwahara resigned as a director of Emmaus Life Sciences, Inc., effective April 15, 2026.","talent_readthrough":"Emmaus Life Sciences sees a director departure in Torrance, with no immediate hiring or displacement indicated.","company":"Emmaus Life Sciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/822370/000121390026043577/ea0286215-8k_emmaus.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:04:26"},{"signal_id":"d37c8c43f1504e9161c29a1bb9ad48c3","headline":"HERSHEY CO 8-K filing (Item 5.02): officer or director change","summary":"Andrew Archambault, President, US of The Hershey Company, will be leaving the Company effective May 1, 2026, and the Company has begun a search for his replacement.","talent_readthrough":"The Hershey Company is searching for a new US President in Hershey, PA, following Andrew Archambault's departure.","company":"The Hershey Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/47111/000162828026025076/hsy-20260414.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:04:34"},{"signal_id":"4710dd65311f454cd7d45fc1f74a5c97","headline":"Mobile Global Esports, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark Keeley resigned as Chief Financial Officer Consultant of Mobile Global Esports, Inc. on April 9, 2026. Brett Rosin, the Company’s Chief Executive Officer, will serve as the principal accounting officer until a new Chief Financial Officer is hired.","talent_readthrough":"Mobile Global Esports Inc. is seeking a new CFO in Westport, CT, following Mark Keeley's resignation.","company":"Mobile Global Esports Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1886362/000121390026042717/ea0286021-8k_mobile.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 16:05:07"},{"signal_id":"b43bb3455d5457d7bd7d2cd5f1cfcdf8","headline":"Phibro Animal Health Corporation 8-K filing (Item 5.02): officer or director change","summary":"Ms. Joyce J. Lee, a member of the Board of Directors of Phibro Animal Health Corporation, intends to resign from her position as Director effective April 15, 2026.","talent_readthrough":"A board director at Phibro Animal Health in Teaneck steps down; the filing does not name a successor.","company":"Phibro Animal Health Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-15","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069899/000110465926043188/tm2611795d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:05:20"},{"signal_id":"fa145ea4b8f6ed5bb00ed0addb59540e","headline":"Horizon Kinetics Holding Corp 8-K filing (Item 5.02): officer or director change","summary":"Horizon Kinetics Holding Corporation announced the appointment of Steven Bregman and Peter Doyle as Co-Chief Executive Officers following the passing of Murray Stahl.","talent_readthrough":"Horizon Kinetics appoints new Co-CEOs in New York following the death of Murray Stahl. Watch for potential shifts in executive leadership.","company":"Horizon Kinetics Holding Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88000/000119312526147613/hkhc-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:05:41"},{"signal_id":"877de9bfbbee9908b6ac46fe25a97bbd","headline":"Magnite, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Magnite, Inc. announced that Adam Soroca will cease serving as the company’s Chief Product Officer, effective April 8, 2026, and will remain employed as an advisor through May 15, 2026.","talent_readthrough":"Magnite's Chief Product Officer transitions to an advisory role; executive leadership changes in New York.","company":"Magnite, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1595974/000159597426000013/mgni-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:06:03"},{"signal_id":"64af1d3325bbdae44fe254f8d66de018","headline":"Chicago Atlantic BDC, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Patrick McCauley resigned as a director of Chicago Atlantic BDC, Inc., effective immediately, to pursue other opportunities, with no expressed disagreement on company matters.","talent_readthrough":"An executive director resigned at Chicago Atlantic BDC in New York; the board now has five members.","company":"Chicago Atlantic BDC, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1843162/000121390026043147/ea0286139-8k_chicago.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:06:28"},{"signal_id":"61b1949b5abccd560410264328e7cd03","headline":"Hepion Pharmaceuticals, Inc.  (HEPA, CTRVP) 8-K filing (Item 5.02): officer or director change","summary":"Hepion Pharmaceuticals, Inc. announced the resignation of CEO Dr. Kaouthar Lbiati for personal reasons and the terms of her separation agreement.","talent_readthrough":"Hepion Pharmaceuticals' CEO departure in New Jersey does not indicate immediate hiring or displacement; watch for executive succession.","company":"Hepion Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583771/000149315226016557/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:08:58"},{"signal_id":"94e797132595c3c42f51575a0432d5af","headline":"INDEPENDENT BANK CORP 8-K filing (Item 5.02): officer or director change","summary":"Mary L. Lentz retired from the Board of Directors of INDEPENDENT BANK CORP and Rockland Trust Company upon reaching the age of 72, in accordance with the company's Governance Principles.","talent_readthrough":"A director retires from INDEPENDENT BANK CORP in Massachusetts, following company policy on age limits for board service.","company":"INDEPENDENT BANK CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/776901/000077690126000088/indb-20260411.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 16:09:16"},{"signal_id":"28206a1fa58fbbcba74849d4d01e8005","headline":"James River Group Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dennis J. Langwell advised James River Group Holdings, Inc. that he does not intend to seek re-election as a director at the Company’s 2026 annual general meeting of shareholders.","talent_readthrough":"A director at James River Group Holdings in Chapel Hill will not seek re-election, marking a planned leadership change.","company":"James River Group Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620459/000162045926000016/jrvr-20260408.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:09:24"},{"signal_id":"0aec5abd45e31783f997803f2b3bae28","headline":"Amerant Bancorp Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pamella J. Dana, a member of the Board of Directors of Amerant Bancorp Inc., notified the Company that she will not seek reelection as a director at the upcoming 2026 Annual Meeting of Shareholders. The size of the Company’s Board will be reduced from 12 to 11 directors effective immediately before the Annual Meeting.","talent_readthrough":"Amerant Bancorp's board will shrink by one director after the 2026 Annual Meeting, with no stated impact on other roles.","company":"Amerant Bancorp Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1734342/000173434226000019/amtb-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:09:34"},{"signal_id":"3174c5e4f88b2874fca93acb3c6238f7","headline":"PodcastOne, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PodcastOne, Inc. amended its 2022 Equity Incentive Plan to increase the number of shares of common stock available for issuance under the Plan by 2,000,000 shares, subject to stockholder approval.","talent_readthrough":"PodcastOne has amended its equity incentive plan in Beverly Hills, increasing available shares by 2 million pending stockholder vote.","company":"PodcastOne, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1940177/000121390026042467/ea0285786-8k_podcastone.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:10:13"},{"signal_id":"603344838cfbeaa4c5185d7beb78929f","headline":"Scorpius Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"William Ostrander, the Chief Financial Officer of Scorpius Holdings, Inc., has resigned effective March 31, 2026, with no disclosed disagreements with the company.","talent_readthrough":"Scorpius Holdings' CFO resigns in San Antonio; the company will need to fill the executive role.","company":"Scorpius Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1476963/000155335026000055/scpx_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:10:37"},{"signal_id":"0c3b8a46cf9039f28196e70db60efa98","headline":"NovoCure Ltd 8-K filing (Item 5.02): officer or director change","summary":"NovoCure Limited modified the compensation of Uri Weinberg, M.D., Ph.D., increasing his salary by CHF 5,000 per month in connection with his appointment as Chief Medical Officer.","talent_readthrough":"Uri Weinberg's compensation increases as he takes on the additional role of Chief Medical Officer at NovoCure.","company":"NovoCure Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645113/000164511326000026/nvcr-20260408.htm","source_name":"SEC EDGAR","published_date":"2026-04-09","captured_at":"2026-07-28 16:11:36"},{"signal_id":"ca384fee8d4d8ff7b0509571cce3b29c","headline":"Royale Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Royale Energy, Inc. appointed Micheal McCaskey to its Board of Directors, bringing extensive experience in petroleum geology and corporate governance.","talent_readthrough":"Royale Energy adds a board member with petroleum geology and governance expertise; no immediate hiring or displacement is disclosed.","company":"Royale Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1694617/000118518526001323/royl8k040726.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:12:03"},{"signal_id":"f3b6e1523d5f0da2c66748b0f829facd","headline":"DT Cloud Star Acquisition Corp  (DTSQ, DTSQR, DTSQU) 8-K filing (Item 5.02): officer or director change","summary":"Dr. Xunyong Zhou resigned from Director of DT Cloud Star Acquisition Corporation, with no disagreement cited.","talent_readthrough":"A director resigns at DT Cloud Star in New York; the announcement cites no disagreement.","company":"DT Cloud Star Acquisition Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2017950/000149315226016196/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:13:18"},{"signal_id":"d84d5d41e2625da499a73cc8818c11e6","headline":"CORETEC GROUP INC. 8-K filing (Item 5.02): officer or director change","summary":"The Coretec Group, Inc. reported the resignations of Birge Watkins, Elbert Michael Ussery, and Robert McCollar from their respective positions as Vice Chairman, Chairman, and Director, effective April 10 and 13, 2026.","talent_readthrough":"Executive leadership changes at The Coretec Group in Ann Arbor; watch for new appointments to these roles.","company":"The Coretec Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-13","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1375195/000149315226016591/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:13:56"},{"signal_id":"a771360015e36878f7dfc29f8977d834","headline":"Coinbase Global, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Paul Clement informed Coinbase Global, Inc. that he will not stand for re-election to Coinbase’s Board of Directors when his current term expires at Coinbase’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"Paul Clement will not seek re-election to Coinbase's Board of Directors in 2026, marking a planned leadership transition.","company":"Coinbase Global, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-07","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679788/000167978826000035/coin-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:14:13"},{"signal_id":"36891c06d218c1145a0a39a039316640","headline":"Concentra Group Holdings Parent, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. John Anderson notified Concentra Group Holdings Parent, Inc. of his retirement from his position as Executive Vice President and Chief Medical Officer effective December 31, 2026.","talent_readthrough":"Dr. John Anderson, Chief Medical Officer, is retiring from Concentra Group Holdings Parent, Inc. in Addison, TX. The company plans to enter into a Consulting Agreement with him to support the transition of his responsibilities.","company":"Concentra Group Holdings Parent, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-12-31","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2014596/000110465926043229/tm2611711d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:14:45"},{"signal_id":"37fa516f3d143bf78228c677586f866e","headline":"PATRIOT NATIONAL BANCORP INC 8-K filing (Item 5.02): officer or director change","summary":"Frederick Staudmyer separated from Patriot Bank, N.A. and Patriot National Bancorp, Inc., no longer serving as Executive Vice President and Chief Administrative Officer of the Bank or Chief Human Resources Officer and Secretary of the Company. Ida Liu resigned from the Company’s board of directors due to new employment.","talent_readthrough":"Patriot National Bancorp sees leadership changes in HR and executive roles in Stamford, with no immediate hiring or displacement indicated.","company":"Patriot National Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["hr_people","executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1098146/000143774926011683/pnbk20260408_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:14:55"},{"signal_id":"ad8991860659968fba1843209de5e5eb","headline":"Trump Media & Technology Group Corp. 8-K filing (Item 5.02): officer or director change","summary":"Trump Media & Technology Group Corp. has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Trump Media & Technology Group Corp. in Sarasota, Florida, affects its executive team.","company":"Trump Media & Technology Group Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1849635/000114036126014284/ef20070226_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:15:07"},{"signal_id":"29664bb29965c9e39727731540e34f66","headline":"Regional Health Properties, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark Stockslager resigned from his positions as Chief Financial Officer, Principal Financial Officer and Principal Accounting Officer of Regional Health Properties, Inc., effective April 6, 2026, with no disagreement cited.","talent_readthrough":"Regional Health Properties' CFO resigns in Atlanta; the executive team will see a transition.","company":"Regional Health Properties, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004724/000119312526151309/rhep-20260227.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:15:15"},{"signal_id":"8a95d4c183791ae337568e54e93e1a39","headline":"Lineage, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sudarsan Thattai, Chief Information Officer and Chief Transformation Officer of Lineage, Inc., notified the Company of his plans to retire on April 2, 2027. His CIO responsibilities will be transitioned to other members of management in advance of his retirement.","talent_readthrough":"Lineage's CIO and Chief Transformation Officer Sudarsan Thattai plans to retire in April 2027, with his CIO duties transitioning to other management members beforehand.","company":"Lineage, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2027-04-02","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1868159/000186815926000015/line-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-09","captured_at":"2026-07-28 16:15:27"},{"signal_id":"04d026ad688a357f460200f861f453c9","headline":"Kalaris Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Matthew Gall resigned as Chief Financial Officer of Kalaris Therapeutics, Inc., effective April 14, 2026, and Brett Hagen, the company's Chief Accounting Officer, will also serve as the principal financial officer.","talent_readthrough":"Kalaris Therapeutics sees a CFO departure and internal promotion in New Jersey, with no immediate change to headcount.","company":"Kalaris Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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leadership.","company":"Solid Biosciences Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1707502/000119312526151259/sldb-20260410.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:16:18"},{"signal_id":"e3bcefd64d40af0d15bc2630f656af95","headline":"Virgin Galactic Holdings, Inc 8-K filing (Item 5.02): officer or director change","summary":"Luigi Brambilla informed Virgin Galactic Holdings, Inc. that he would not stand for re-election to the Board of Directors upon completion of his current term at the 2026 Annual Meeting of Stockholders.","talent_readthrough":"Virgin Galactic's board member Luigi Brambilla will not seek re-election in 2026, a planned departure with no disclosed impact on roles.","company":"Virgin Galactic Holdings, Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1706946/000170694626000026/spce-20260413.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:16:27"},{"signal_id":"db338e71e76aa7a522eb7f87afe70b82","headline":"CYPHERPUNK TECHNOLOGIES INC. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Christopher Mirabelli, Dr. Joseph Loscalzo, Dr. Richard Schilsky, and Dr. James Cavanaugh notified Cypherpunk Technologies Inc. of their intent to retire from the Board of Directors, effective immediately prior to the 2026 Annual Meeting of Stockholders.","talent_readthrough":"Four board members are retiring from Cypherpunk Technologies in Cambridge, MA, effective before the 2026 Annual Meeting.","company":"Cypherpunk Technologies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-07","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509745/000110465926041981/tm2611526d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:16:42"},{"signal_id":"6549c77abf940d55315c782f91ba51d6","headline":"Vistagen Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Vistagen Therapeutics, Inc. approved retention awards in the form of stock option grants to all company employees, including executives, as part of a compensatory arrangement.","talent_readthrough":"Executives at Vistagen Therapeutics in South San Francisco receive stock options as part of a retention strategy.","company":"Vistagen Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411685/000162828026024943/vtgn-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 16:16:51"},{"signal_id":"42eb08b502fa33a925721535cad831c0","headline":"NexMetals Mining Corp. 8-K filing (Item 5.02): officer or director change","summary":"NexMetals Mining Corp. announced that Chris Leavy and James Gowans will not stand for re-election at the upcoming annual general meeting, with no disagreements cited, and Keith Marshall has agreed to stand for election to the Board.","talent_readthrough":"NexMetals Mining Corp. sees changes in its board composition with two members not seeking re-election and a new candidate standing for election in Vancouver.","company":"NexMetals Mining Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-27","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/795800/000149315226015981/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:17:00"},{"signal_id":"d7c956f468dcc674f9edebf76d0c9898","headline":"Solana Co 8-K filing (Item 5.02): officer or director change","summary":"Antonella Favit-Van Pelt, MD, PhD, resigned as Chief Medical Officer of Solana Company effective April 8, 2026, with a separation payment of $875,000.","talent_readthrough":"Solana Company's Chief Medical Officer has resigned; the role is now open in Newtown, PA.","company":"Solana Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1610853/000110465926042666/hsdt-20260408x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 16:17:13"},{"signal_id":"a264eef6d4257103ae79226e7e2964c1","headline":"Xenon Pharmaceuticals Inc. 8-K filing (Item 5.02): officer or director change","summary":"Xenon Pharmaceuticals Inc. amended its 2025 Inducement Equity Incentive Plan to increase the maximum number of shares reserved for issuance, aimed at attracting new employees.","talent_readthrough":"Xenon Pharmaceuticals in Burnaby has expanded its equity incentive plan to attract new hires in pharma and biotech, though specific roles are not disclosed.","company":"Xenon Pharmaceuticals Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1582313/000119312526152834/xene-20260407.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 16:17:22"},{"signal_id":"5cbfe044be735cdcf4cb6e064fa7d02e","headline":"LIVE VENTURES Inc 8-K filing (Item 5.02): officer or director change","summary":"Live Ventures Incorporated reported a change in its executive leadership with the amendment of the employment agreement for Rodney Spriggs, President and CEO of Vintage Stock, a subsidiary.","talent_readthrough":"Live Ventures amends the employment terms for its subsidiary Vintage Stock's CEO in Las Vegas, with no disclosed impact on headcount.","company":"Live Ventures Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045742/000162828026024285/live-20260331.htm","source_name":"SEC EDGAR","published_date":"2026-04-09","captured_at":"2026-07-28 16:17:30"},{"signal_id":"8db72b1f52aac0b642d91f47ebdb1d43","headline":"PARKS AMERICA, INC 8-K filing (Item 5.02): officer or director change","summary":"Parks! America, Inc. announced Geoff Gannon's transition to full-time employment as President and Chief Executive Officer, effective March 31, 2026, with an annual base salary of $90,000 and eligibility for employer-paid health insurance benefits.","talent_readthrough":"Geoff Gannon transitions to full-time CEO at Parks! America, Inc., with a salary adjustment and health benefits eligibility.","company":"Parks! America, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297937/000149315226015703/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:17:44"},{"signal_id":"3f4708bb7c5acef88bd8dab5851da971","headline":"Orthofix Medical Inc. 8-K filing (Item 5.02): officer or director change","summary":"Orthofix Medical Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Orthofix Medical Inc. in Lewisville, Texas, has a change in its executive leadership; the filing does not disclose hiring or displacement plans.","company":"Orthofix Medical Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/884624/000119312526148853/ofix-20260409.htm","source_name":"SEC EDGAR","published_date":"2026-04-09","captured_at":"2026-07-28 16:17:52"},{"signal_id":"799f7dda9ec77cd483ebef6eb350989a","headline":"HAWAIIAN ELECTRIC INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Scott T. DeGhetto's term as Executive Vice President & Chief Financial Officer of Hawaiian Electric Industries, Inc. ended on April 1, 2026, and he entered into a Consultant Services Agreement with the company on April 6, 2026.","talent_readthrough":"Hawaiian Electric Industries' CFO transition in Honolulu leaves an executive vacancy; the outgoing officer will consult on financing and corporate projects.","company":"Hawaiian Electric Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"HI","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354707/000035470726000029/he-20260406.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:18:30"},{"signal_id":"533799c8c6416d04272cdf055b51cebf","headline":"First Business Financial Services, Inc. 8-K filing (Item 5.02): officer or director change","summary":"First Business Financial Services, Inc. announced the vesting of Performance Restricted Stock Units (PRSUs) for eligible executive officers under its Long-Term Incentive Plan, based on Total Shareholder Return and Return on Average Tangible Common Equity performance goals.","talent_readthrough":"Executive officers at First Business Financial Services in Wisconsin see a compensation shift with the vesting of Performance Restricted Stock Units.","company":"First Business Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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Acquisition II Corp. adds an independent director to its board in Boca Raton.","company":"Iron Horse Acquisition II Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2051985/000121390026042483/ea0285810-8k425_ironhorse2.htm","source_name":"SEC EDGAR","published_date":"2026-04-10","captured_at":"2026-07-28 16:19:48"},{"signal_id":"14285008a9531784e009aef75822e4d1","headline":"JACK IN THE BOX INC 8-K filing (Item 5.02): officer or director change","summary":"Jack in the Box Inc. appointed Eduardo Luz to the Board as an independent director, while David Goebel and 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(HLLY, HLLY-WT) 8-K filing (Item 5.02): officer or director change","summary":"Carly Kennedy, Executive Vice President, General Counsel and Corporate Secretary of Holley Inc., will be departing from her position to pursue other opportunities, with her employment set to terminate on May 15, 2026.","talent_readthrough":"Holley Inc.'s executive legal leader departs Nashville; the company seeks a successor for its top legal role.","company":"Holley Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822928/000114036126013763/ef20070041_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:27:34"},{"signal_id":"f5c0eabf2378270f3f1c2a880e5cca3c","headline":"FEDEX CORP 8-K filing (Item 5.02): officer or director change","summary":"FedEx Corporation has reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at FedEx Corporation affects executive roles in Memphis.","company":"FedEx Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1048911/000110465926042617/tm2611671d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-13","captured_at":"2026-07-28 16:27:46"},{"signal_id":"fcac163727599888524c14888dcf29c2","headline":"TuHURA Biosciences, Inc./NV 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of TuHURA Biosciences approved annual performance bonuses for 2025 and a 5% cost-of-living increase to the annual base salaries for its President and CEO, and CFO.","talent_readthrough":"TuHURA Biosciences executives in Tampa receive a 5% salary increase and performance bonuses, signaling a compensation shift for top leadership in pharma and biotech.","company":"TuHURA Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1498382/000119312526147660/d131347d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:28:12"},{"signal_id":"6fcd341d1ada1917d8c4a8da2bfbdb72","headline":"Jackson Financial Inc. 8-K filing (Item 5.02): officer or director change","summary":"Christopher A. 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Gay as Chief Financial Officer, treasurer, and secretary, effective April 10, 2026.","talent_readthrough":"John M. 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The announcement does not specify changes for other roles within the company.","company":"Lucid Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-15","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811210/000110465926042846/tm2611666d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-14","captured_at":"2026-07-28 16:38:13"},{"signal_id":"25958df898416b771b9b168664a27e51","headline":"BayCom Corp 8-K filing (Item 5.02): officer or director change","summary":"BayCom Corp announced a leadership transition on April 7, 2026, including the termination of its CEO, COO, and CFO, and the appointment of a new CEO, CFO, and Executive Vice Chair.","talent_readthrough":"BayCom Corp's leadership transition affects executive roles in Walnut Creek, California, with new appointments and departures.","company":"BayCom Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730984/000173098426000019/bcml-20260407x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-09","captured_at":"2026-07-28 16:39:02"},{"signal_id":"22756b43bd2cd04e24df3bad17b6b251","headline":"ODYSSEY MARINE EXPLORATION INC 8-K filing (Item 5.02): officer or director change","summary":"Odyssey Marine Exploration, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Odyssey Marine Exploration announces a leadership change in Tampa. The filing does not disclose hiring plans.","company":"Odyssey Marine Exploration, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798528/000119312526146442/d67670d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-08","captured_at":"2026-07-28 16:39:44"},{"signal_id":"05822d22f4dd5f80678dfd1025dd83d9","headline":"AEVEX Corp. 8-K filing (Item 5.02): officer or director change","summary":"AEVEX Corp. reported a change in officer or director in its 8-K filing.","talent_readthrough":"AEVEX Corp. has announced a change in its leadership team in Solana Beach, California.","company":"AEVEX Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2096300/000119312526164202/d123077d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:40:31"},{"signal_id":"9ce3f8559889e21997b447d81b5a3989","headline":"Madison Air Solutions Corp 8-K filing (Item 5.02): officer or director change","summary":"Madison Air Solutions Corporation reported a change in its officer or director in an 8-K filing with the SEC.","talent_readthrough":"Madison Air Solutions Corporation in Chicago has reported a change in its executive leadership.","company":"Madison Air Solutions Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2098430/000119312526161509/ck0002098430-20260415.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:40:38"},{"signal_id":"feb7e6a28b11a9a89633318479d97253","headline":"Hagerty, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael R. Heaton resigned from the Board of Directors of Hagerty, Inc., with his resignation not resulting from any disagreement with the company. The Board approved the acceleration of vesting of 10,230 restricted stock units granted to Mr. Heaton.","talent_readthrough":"A board member at Hagerty in Traverse City has resigned, with no disclosed impact on hiring or operations.","company":"Hagerty, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840776/000162828026025284/hgty-20260413.htm","source_name":"SEC EDGAR","published_date":"2026-04-15","captured_at":"2026-07-28 16:40:47"},{"signal_id":"95e72ad03435712c97fb58674357b885","headline":"Synopsys, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Synopsys, Inc. stockholders approved the Amended and Restated Equity Incentive Plan at the 2026 Annual Meeting, making non-employee directors eligible for awards under the plan.","talent_readthrough":"Synopsys executive officers and non-employee directors are now eligible for equity awards under the newly approved plan.","company":"Synopsys, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883241/000119312526164085/d467081d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:41:03"},{"signal_id":"b669f2930b835227d77d3ccd355847b4","headline":"Snap Inc 8-K filing (Item 5.02): officer or director change","summary":"Derek Andersen, Chief Financial Officer of Snap Inc, will leave the company on May 8, 2026, for a new professional opportunity. Doug Hott, Vice President of Finance, Strategy, and Corporate Development, is planned to be appointed as the new Chief Financial Officer.","talent_readthrough":"Snap Inc's CFO Derek Andersen is leaving for a new opportunity, with Doug Hott set to take over the role. The change affects executive leadership in the technology sector.","company":"Snap Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-08","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1564408/000119312526164232/d139401d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:42:04"},{"signal_id":"5bf91ac173f93d3af8bc8e11f2a533df","headline":"SOUTHERN COPPER CORP/ 8-K filing (Item 5.02): officer or director change","summary":"Southern Copper Corporation announced the unexpected passing of Oscar Gonzalez Rocha, the Company’s President and Chief Executive Officer, and appointed Leonardo Contreras Lerdo de Tejada as interim Chief Executive Officer.","talent_readthrough":"Southern Copper Corporation appoints an interim CEO following the unexpected passing of its President and CEO, affecting executive leadership in Phoenix.","company":"Southern Copper Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001838/000110465926044976/scco-20260416x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:42:25"},{"signal_id":"49151b19625698f669418985df3645e9","headline":"Fermi Inc. 8-K filing (Item 5.02): officer or director change","summary":"Fermi Inc. appointed Jeffrey S. Stein as a new member of the Board and Miles Everson as a Class III director, with terms expiring at the Company’s 2027 and 2028 annual meetings, respectively.","talent_readthrough":"Fermi Inc. adds Jeffrey S. Stein to its board in Amarillo, with no immediate change to executive roles.","company":"Fermi Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2071778/000121390026045351/ea0286925-8k_fermi.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:43:31"},{"signal_id":"f2e1b58e4b0b5f6020e78ed717cfc25c","headline":"CrowdStrike Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"CrowdStrike Holdings, Inc. announced a performance-and service-based equity award to Michael Sentonas, the company's President, consisting of performance stock units with a target of 100,000 PSUs.","talent_readthrough":"CrowdStrike's President receives a performance-based equity award in Austin, affecting executive compensation.","company":"CrowdStrike Holdings, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535527/000153552726000018/crwd-20260416.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 16:44:21"},{"signal_id":"62f2f089bd73f2eae167ea486c90547a","headline":"BASSETT FURNITURE INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Bruce Cohenour, SVP-Chief Sales Officer of BASSETT FURNITURE INDUSTRIES, INCORPORATED, will retire on May 31, 2026.","talent_readthrough":"Bassett Furniture's chief sales officer retires in Virginia; the company will need to fill this executive role.","company":"BASSETT FURNITURE INDUSTRIES, INCORPORATED","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/10329/000143774926012915/bset20260421c_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 16:44:29"},{"signal_id":"59314fdb9f1ce6ce51a804efcb42ce89","headline":"Purebase Corp 8-K filing (Item 5.02): officer or director change","summary":"Stephen Gillings' employment as Chief Financial Officer of Purebase Corporation terminated on April 17, 2026.","talent_readthrough":"Purebase Corporation's CFO departure in California affects executive roles; watch for new leadership appointments.","company":"Purebase Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575858/000149315226018058/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:44:46"},{"signal_id":"02931656e6947a0fabaac6e11799b11a","headline":"ALPHA & OMEGA SEMICONDUCTOR Ltd 8-K filing (Item 5.02): officer or director change","summary":"Dr. Lucas S. Chang notified Alpha & Omega Semiconductor Limited of his decision to retire from the Board of Directors, effective April 17, 2026.","talent_readthrough":"A board director retires at Alpha and Omega Semiconductor in Bermuda.","company":"Alpha and Omega Semiconductor Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1387467/000162828026025742/aosl-20260413.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:44:54"},{"signal_id":"fa404102a1c484faf3a116e6e380045f","headline":"LENSAR, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Thomas R. Staab, II, Chief Financial Officer of LENSAR, Inc., notified the Company of his intention to resign from this position, effective May 8, 2026, to pursue other professional opportunities. The Company has commenced a search for a new Chief Financial Officer.","talent_readthrough":"LENSAR's CFO is leaving in May 2026; the company is searching for a replacement in Orlando.","company":"LENSAR, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1320350/000119312526157105/lnsr-20260410.htm","source_name":"SEC EDGAR","published_date":"2026-04-15","captured_at":"2026-07-28 16:46:15"},{"signal_id":"0f0bae3a7fc0ae721464dc76759dc3fb","headline":"Citizens Community Bancorp Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael L. Swenson, a member of the Board of Directors of Citizens Community Bancorp, Inc., has decided not to stand for re-election at the 2026 annual meeting of stockholders.","talent_readthrough":"A board member at Citizens Community Bancorp in Eau Claire, WI, will not seek re-election, signaling a leadership change without immediate impact on hiring.","company":"Citizens Community Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-16","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1367859/000136785926000019/czwi-20260414.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 16:46:36"},{"signal_id":"a1a51fd861b8882a33fcc231597244ad","headline":"LINCOLN NATIONAL CORP  (LNC, LNC-PD) 8-K filing (Item 5.02): officer or director change","summary":"Brian Kroll, Executive Vice President, Head of Retail Life and Annuity Solutions, and a named executive officer of Lincoln National Corporation, has notified the Company of his intention to retire effective June 1, 2026, as part of a planned succession for the Retail Life and Annuities businesses.","talent_readthrough":"Lincoln National's head of retail life and annuity solutions retires in a planned succession; watch for executive roles in financial services in Radnor.","company":"Lincoln National Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/59558/000005955826000022/lnc-20260416.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 16:47:11"},{"signal_id":"b157d89eb92fe56d82f9bcb05826bc5f","headline":"Figma, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mike Krieger resigned from the Board of Directors of Figma, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"Figma's board member Mike Krieger resigns in San Francisco; the announcement does not indicate any operational disagreements.","company":"Figma, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579878/000162828026025127/fig-20260414.htm","source_name":"SEC EDGAR","published_date":"2026-04-15","captured_at":"2026-07-28 16:47:26"},{"signal_id":"2af99d25fc796715a917fd838f6cc608","headline":"Brookdale Senior Living Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Jordan R. Asher, a member of the Board of Directors of Brookdale Senior Living Inc., notified the Company that he will not stand for re-election at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"A board member at Brookdale Senior Living in Brentwood will not seek re-election, with no stated impact on operations or hiring.","company":"Brookdale Senior Living Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-17","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1332349/000133234926000042/bkd-20260417.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:47:32"},{"signal_id":"6ef453850b11241fca90b1b0931389de","headline":"Graphene & Solar Technologies Ltd 8-K filing (Item 5.02): officer or director change","summary":"Russell Krause was appointed as a member of the Board of Directors of Graphene & Solar Technologies Limited, effective immediately, with compensation consistent with the company's non-employee director compensation program.","talent_readthrough":"Graphene & Solar Technologies adds a new board member in Phoenix, with no immediate impact on hiring or workforce changes.","company":"Graphene & Solar Technologies Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1497649/000190359626000156/gstx_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:48:06"},{"signal_id":"c032be4e564ac767cf241383f2a4e4e1","headline":"Aldeyra Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Martin J. Joyce, a member of the Board of Directors of Aldeyra Therapeutics, Inc., notified Aldeyra of his decision to not stand for re-election at the upcoming 2026 annual meeting of stockholders.","talent_readthrough":"Aldeyra Therapeutics sees a change in its board leadership with Martin J. Joyce deciding not to stand for re-election, affecting executive roles in the company.","company":"Aldeyra Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341235/000119312526164198/aldx-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:48:55"},{"signal_id":"ddd76563ba2526b46a60a35ef6cb806c","headline":"Trulieve Cannabis Corp. 8-K filing (Item 5.02): officer or director change","summary":"Thad Beshears will not stand for reelection to the board of directors at Trulieve Cannabis Corp.'s annual meeting, with no disagreement cited.","talent_readthrough":"A board member steps down at Trulieve Cannabis Corp. in Tallahassee; the announcement does not signal broader leadership changes.","company":"Trulieve Cannabis Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754195/000175419526000023/tcnnf-20260415.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 16:49:03"},{"signal_id":"37136779c609de5ac093e4af4756d4bd","headline":"Dauch Corp 8-K filing (Item 5.02): officer or director change","summary":"Dauch Corporation announced the termination of Tolga Oal, President – Axle Systems, effective April 16, 2026, with severance benefits as per the company's Executive Officer Severance Plan.","talent_readthrough":"Dauch Corporation's President of Axle Systems departs with severance; the filing does not indicate immediate hiring plans for the role.","company":"Dauch Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1062231/000094787126000453/ss6212403_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:50:13"},{"signal_id":"543677164f17de98b948f26b4034d870","headline":"Lipocine Inc. 8-K filing (Item 5.02): officer or director change","summary":"Spyros Papapetropoulos resigned from the Board of Lipocine Inc. due to competing professional commitments and differing views on the Company’s strategic direction, and R. Dana Ono was appointed as Chairman of the Board and Lead Independent Director.","talent_readthrough":"Lipocine Inc. sees a leadership change in Salt Lake City with the resignation of its Chairman and Lead Independent Director and the appointment of a new Chairman, signaling a shift in board dynamics but no immediate impact on hiring or roles.","company":"Lipocine Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535955/000149315226018299/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 16:51:08"},{"signal_id":"b2e6561a9d831c1caa474c77ff9c5136","headline":"SCYNEXIS INC 8-K filing (Item 5.02): officer or director change","summary":"Steven C. Gilman, a member of the Board of Directors of SCYNEXIS, Inc., notified the Company of his intent to retire as a member of the Board and therefore not stand for reelection at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"SCYNEXIS's board chair in Jersey City will retire at the 2026 annual meeting; the company plans to nominate a new director.","company":"SCYNEXIS, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"A new director will be nominated for election at the 2026 Annual Meeting.","check_after_date":"2026-04-16","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178253/000117825326000009/scyx-20260416.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:51:21"},{"signal_id":"a3cfaf5e7e99d9b3cb4cdd7e2f26ae40","headline":"MidCap Financial Investment Corp 8-K filing: officer or director change","summary":"Howard Widra notified the Board of Directors of MidCap Financial Investment Corporation of his resignation as director and Executive Chairman of the Board, effective at the close of business on June 18, 2026, and that he would not stand for re-election at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"An executive leadership change at MidCap Financial Investment Corporation in New York; Howard Widra resigns as director and Executive Chairman.","company":"MidCap Financial Investment Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1278752/000119312526164169/d123702d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:51:42"},{"signal_id":"30d97e6a64f10f5a70b77b6ec8c94cf9","headline":"ROBERT HALF INC. 8-K filing (Item 5.02): officer or director change","summary":"Robert Half Inc. entered into amended and restated severance agreements with its Named Executive Officers, eliminating provisions for severance benefits upon a voluntary termination following a change in control.","talent_readthrough":"Robert Half's executive team in Menlo Park has updated severance agreements, removing voluntary termination benefits post-change in control.","company":"Robert Half Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315213/000031521326000014/rhi-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 16:52:15"},{"signal_id":"0880e54e9e8f2246eefc43281ad4f5b6","headline":"Albemarle Corporation Announces Retirement of Chief Accounting Officer","summary":"Donald J. LaBauve Jr. has announced his retirement from his position as Chief Accounting Officer at Albemarle Corporation, effective June 1, 2026, after more than 36 years of service.","talent_readthrough":"Albemarle Corporation's Chief Accounting Officer is retiring; candidates in executive roles should monitor for potential openings.","company":"Albemarle Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/915913/000091591326000064/alb-20260413.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:52:53"},{"signal_id":"1db925dac376c7f54b06e9fd26eb931c","headline":"MARKETAXESS HOLDINGS INC 8-K filing (Item 5.02): officer or director change","summary":"MarketAxess Holdings Inc. announced the election of Douglas A. Cifu and Kenneth T. Schiciano to its Board of Directors, with committee assignments to take effect on May 1, 2026.","talent_readthrough":"MarketAxess adds two executives to its board in New York, with committee roles starting in May.","company":"MARKETAXESS HOLDINGS INC","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1278021/000119312526161620/mktx-20260122.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:53:01"},{"signal_id":"8bac679c680ec21eaf9708953fa0e06f","headline":"AstroNova, Inc. 8-K filing (Item 5.02): officer or director change","summary":"AstroNova, Inc. entered into Stock-Settled Performance Award Amendment Agreements with its President and CEO, Vice President and CFO, Senior Vice President, General Manager–Aerospace, and Chief Technology Officer, allowing the Human Capital and Compensation Committee to settle SSPAs in cash instead of shares.","talent_readthrough":"AstroNova's executive team in West Warwick now has amended compensation agreements allowing cash settlements for performance awards, a shift from previous stock-based terms.","company":"AstroNova, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"RI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8146/000119312526158957/d26966d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 16:53:10"},{"signal_id":"9420d14a7d46de04e6b61b657cc2685d","headline":"Zscaler, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Raj Judge, the EVP of Corporate Strategy of Zscaler, Inc., informed the Company of his resignation, effective July 31, 2026, and will receive severance benefits in accordance with the Company’s policy.","talent_readthrough":"An executive departure at Zscaler in San Jose does not indicate immediate hiring or displacement; watch for updates on leadership roles.","company":"Zscaler, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-31","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1713683/000171368326000082/zs-20260415.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 16:53:30"},{"signal_id":"8af8d1f5481f5122fb8026b6925b944e","headline":"NETGEAR, INC. 8-K filing (Item 5.02): officer or director change","summary":"Bradley L. Maiorino, a member of the Board of Directors of NETGEAR, Inc., informed the Company that he will not stand for re-election at the upcoming 2026 Annual Meeting of Stockholders due to increased demands from his new full-time executive role.","talent_readthrough":"NETGEAR's board will see a change in leadership as Bradley L. Maiorino steps down from his director role due to commitments in his new executive position.","company":"NETGEAR, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"The Board will appoint Directors to replace his Committee seats before the Annual Meeting.","check_after_date":"2026-04-12","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1122904/000119312526159299/ntgr-20260412.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 16:54:21"},{"signal_id":"33e3b38af1e952af76f7151992487cf7","headline":"ESS Tech, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Michael Niggli notified ESS Tech, Inc. of his resignation from the Board of Directors, Audit Committee, and Nominating and Corporate Governance Committee, effective as of the date of the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"ESS Tech's board member Michael Niggli will step down from his roles at the 2026 annual meeting, a planned departure with no stated impact on hiring or operations.","company":"ESS Tech, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-29","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819438/000181943826000022/wk-20260410.htm","source_name":"SEC EDGAR","published_date":"2026-04-15","captured_at":"2026-07-28 16:54:51"},{"signal_id":"54560e0871754cefd835c85aa72accb7","headline":"Energy Fuels Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mr. J. Birks Bovaird and Mr. Alexander G. Morrison notified the Board of Directors of Energy Fuels Inc. that they would not be seeking re-election to the Board at the upcoming Annual Meeting of Shareholders.","talent_readthrough":"Energy Fuels Inc. sees changes in its board leadership in Colorado, with two executives not seeking re-election.","company":"Energy Fuels Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385849/000106299326002047/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 16:55:28"},{"signal_id":"af951d0b684814224ce2969b15105baa","headline":"Rivulet Entertainment, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Walter Geldenhuys, CEO, Interim CFO, and sole member of the Board of Directors of Rivulet Entertainment, Inc., appointed Michael Witherill to the Board of Directors and subsequently resigned from his senior officer positions and the Board.","talent_readthrough":"Executive leadership changes at Rivulet Entertainment in Scottsdale, Arizona, with no disclosed impact on hiring or workforce.","company":"Rivulet Entertainment, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1342936/000149315226016972/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 16:56:00"},{"signal_id":"27c6672d09581d753c649991ea9a1806","headline":"1 800 FLOWERS COM INC 8-K filing (Item 5.02): officer or director change","summary":"Thomas Hartnett transitioned from his role as President of 1-800-FLOWERS.COM, Inc. to the role of Special Advisor to the Chief Executive Officer, and subsequently departed from the company on February 28, 2026.","talent_readthrough":"An executive role at 1-800-FLOWERS.COM in Jericho, New York, has transitioned, affecting leadership positions.","company":"1-800-FLOWERS.COM, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084869/000108486926000009/flws-20260417.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:56:38"},{"signal_id":"30ece9be2864419431e8df83474df0e2","headline":"Airgain, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Airgain, Inc. terminated the employment of Ali Sadri, Ph.D., the Company’s Chief Technology Officer, effective April 17, 2026, and eliminated the Office of the CTO, reassigning certain resources to the product development team.","talent_readthrough":"Airgain's CTO role in San Diego is eliminated; 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Douglas Field, Chief EV, Digital, and Design Officer, has elected to leave Ford Motor Company next month after a period of transition.","talent_readthrough":"Ford's Chief EV, Digital, and Design Officer is leaving; watch for a successor in executive roles.","company":"FORD MOTOR CO","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/37996/000003799626000081/f-20260415.htm","source_name":"SEC EDGAR","published_date":"2026-04-15","captured_at":"2026-07-28 16:57:16"},{"signal_id":"dde8316a6c763862375984ff6740f4b6","headline":"CEVA INC 8-K filing (Item 5.02): officer or director change","summary":"Sven-Christer Nilsson notified Ceva, Inc. of his decision to retire from the Company’s Board of Directors, effective immediately prior to the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"Ceva's board sees a leadership change with Sven-Christer Nilsson retiring; watch for new executive appointments.","company":"Ceva, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1173489/000143774926012843/ceva20260415_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-20","captured_at":"2026-07-28 16:57:36"},{"signal_id":"1a0751ae643828ea561b71bedafc27c7","headline":"Sagimet Biosciences Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eduardo Martins retired as Chief Medical Officer of Sagimet Biosciences Inc., and Andreas Grauer was appointed as his successor.","talent_readthrough":"A leadership change at Sagimet Biosciences in San Mateo affects executive roles, with a new Chief Medical Officer appointed.","company":"Sagimet Biosciences Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1400118/000110465926045629/tm2612312d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 16:58:23"},{"signal_id":"3b13db8d15adc48a9f9f3ea9861cd351","headline":"Greenidge Generation Holdings Inc. 8-K filing: officer or director change","summary":"Kenneth Fearn and Christopher Krug resigned from Greenidge Generation Holdings Inc.'s Board of Directors, effective April 15, 2026.","talent_readthrough":"Two executives resigned from Greenidge Generation Holdings Inc.'s Board of Directors in New York. The announcement does not disclose any immediate changes for other roles.","company":"Greenidge Generation Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1844971/000162828026025483/gree-20260415.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 16:59:01"},{"signal_id":"5ceb78acd0408f10b42267d1227481aa","headline":"AMERICAN VANGUARD CORP 8-K filing (Item 5.02): officer or director change","summary":"American Vanguard Corporation has filed an 8-K form indicating changes in its Board of Directors, reducing the size from nine to seven directors and agreeing to appoint one independent director.","talent_readthrough":"American Vanguard Corporation's Board of Directors changes signal a shift in governance structure, with no immediate impact on hiring or displacement.","company":"American Vanguard Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5981/000119312526157085/d137451d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-15","captured_at":"2026-07-28 16:59:07"},{"signal_id":"5ccceef4023f7c5e9834a4aab56d3846","headline":"MGE ENERGY INC 8-K filing (Item 5.02): officer or director change","summary":"MGE Energy, Inc. and Madison Gas and Electric Company promoted Jared Bushek to Executive Vice President – Chief Financial Officer and Treasurer, effective May 1, 2026, and granted him a one-time retention award of restricted stock units.","talent_readthrough":"Jared Bushek moves up to Executive VP and CFO at MGE Energy in Madison, with a retention award but no announced hiring or workforce changes.","company":"MGE Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1161728/000119312526167047/mgee-20260417.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 16:59:19"},{"signal_id":"3c05edf7c492104b9d290a536b85b7b8","headline":"Xeris Biopharma Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Jeffrey Sherman, a member of the Board of Directors of Xeris Biopharma Holdings, Inc., has decided to retire from the Board and will not stand for reelection at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"A board member at Xeris Biopharma in Chicago is retiring; the company will reduce its board size from eight to seven.","company":"Xeris Biopharma Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867096/000186709626000020/xers-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 17:00:11"},{"signal_id":"781ce87e22613a0a9364dfd760aa9743","headline":"American Resources Corp 8-K filing (Item 5.02): officer or director change","summary":"American Resources Corporation announced the appointment of Mark LaVerghetta to its Board of Directors effective April 15, 2026.","talent_readthrough":"American Resources Corporation adds a new board member in Fishers, Indiana, with no immediate change disclosed for executive roles.","company":"American Resources Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590715/000165495426003561/arec_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 17:00:26"},{"signal_id":"122cefa64c1a9386e48c36fca48d4d54","headline":"TRANS LUX Corp 8-K filing (Item 5.02): officer or director change","summary":"Trans-Lux Corporation accepted the resignation of John Hammock as Interim Chief Executive Officer and appointed Yantao (Tony) Yu as Chief Executive Officer on April 13, 2026.","talent_readthrough":"Trans-Lux Corporation has a new Chief Executive Officer, Yantao (Tony) Yu, following the resignation of John Hammock.","company":"Trans-Lux Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/99106/000110465926043581/tm2611834d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-15","captured_at":"2026-07-28 17:01:27"},{"signal_id":"f5cc09da499de9c78f1b03905fc0e6c6","headline":"Dare Bioscience, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Daré Bioscience, Inc. reports a reclassification of a board member from Class II to Class III, adjusting the term expiration from 2028 to 2026 annual meeting of stockholders.","talent_readthrough":"A board member at Daré Bioscience in San Diego is reclassified, affecting executive leadership structure without immediate hiring or displacement.","company":"Daré Bioscience, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401914/000140191426000010/dare-20260416.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 17:01:39"},{"signal_id":"960e34385a5f7fa53ee5d7057c0a159e","headline":"MIMEDX GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"MiMedx Group, Inc. announced a cost reduction initiative leading to the elimination of Ricci Whitlow's position as Chief Operating Officer and her immediate departure. Additionally, CEO Joe Capper's base salary was reduced by 20%, and the base salaries of other named executive officers were reduced by 10%, effective through December 31, 2026.","talent_readthrough":"MiMedx Group's executive team sees salary reductions and the departure of its Chief Operating Officer as part of a cost reduction initiative.","company":"MiMedx Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-12-31","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376339/000137633926000021/mdxg-20260414.htm","source_name":"SEC EDGAR","published_date":"2026-04-16","captured_at":"2026-07-28 17:02:15"},{"signal_id":"a260ece4ffc933dee7241e2c9a6931db","headline":"Firefly Aerospace Inc. 8-K filing (Item 5.02): officer or director change","summary":"Firefly Aerospace Inc. entered into confirmatory employment letters with Jason Kim, Darren Ma, and Ramon Sanchez, updating their employment terms including base salary and bonus opportunities.","talent_readthrough":"Firefly Aerospace updates employment terms for three executives in Texas, with no disclosed changes to headcount.","company":"Firefly Aerospace Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1860160/000119312526166820/fly-20260415.htm","source_name":"SEC EDGAR","published_date":"2026-04-21","captured_at":"2026-07-28 17:02:41"},{"signal_id":"e87538f53ab1bed8ba5e5dccabe264ee","headline":"ChargePoint Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Natella Novruzova, the Company’s Corporate Controller, has been designated to serve as the Company’s Chief Accounting Officer and Principal Accounting Officer, effective as of April 14, 2026.","talent_readthrough":"ChargePoint promotes its Corporate Controller to Chief Accounting Officer in Campbell, California, with no stated impact on headcount.","company":"ChargePoint Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777393/000177739326000019/chpt-20260414.htm","source_name":"SEC EDGAR","published_date":"2026-04-17","captured_at":"2026-07-28 17:03:11"},{"signal_id":"0218ba2dda74a72117461e57f326bec3","headline":"Bristow Group Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bristow Group Inc. announced the planned retirement of Mr. Alan Corbett, Chief Operating Officer, Government Services, effective the end of this year, and has begun searching for his successor.","talent_readthrough":"Bristow Group's COO of Government Services is retiring; 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The announcement does not disclose hiring plans.","company":"Amicus Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178879/000114036126016968/ef20071351_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:09:13"},{"signal_id":"463926992670896804075d6cf64b1d10","headline":"Republic Airways Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Republic Airways Holdings Inc. announced the promotion of Matthew J. Koscal to President and Chief Executive Officer, effective June 15, 2026, as part of its CEO succession plan.","talent_readthrough":"Republic Airways promotes Matthew J. 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authorized directors to eight.","talent_readthrough":"Andersen Group adds an independent director to its board in San Francisco, with no stated impact on hiring.","company":"Andersen Group Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2065708/000119312526187013/d143935d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:10:19"},{"signal_id":"7a689f1f41c06b3eb6d1e689cc158fa1","headline":"NRC Health 8-K filing (Item 5.02): officer or director change","summary":"NRC Health's Compensation and Talent 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a one-time stock option grant for the CEO.","company":"Velo3D, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825079/000149315226019014/form8-ka.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:10:59"},{"signal_id":"fc80f9ef75a28e0812c34948d9e22374","headline":"NovoCure Ltd 8-K filing (Item 5.02): officer or director change","summary":"NovoCure Limited filed an amendment to its Form 8-K to disclose the compensation of Frank Leonard in connection with his appointment as Chief Executive Officer effective December 1, 2025.","talent_readthrough":"NovoCure appoints a new CEO in St. Helier; the filing discloses his compensation but not broader workforce changes.","company":"NovoCure Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645113/000164511326000038/nvcr-20251124.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:11:05"},{"signal_id":"2c202c465d0244842c283111f6d103e8","headline":"Thomas C. 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Gentile, III to its board in Medina, bringing executive expertise from global manufacturing.","company":"RPM International Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/110621/000119312526173804/d109368d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:11:17"},{"signal_id":"a03576211ed45447f20871117228c6da","headline":"SR Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Somerset Regal Bank, a subsidiary of SR Bancorp, Inc., entered into amended and restated employment agreements with William Taylor, Christopher Pribula, and David Orbach, reflecting recent title changes among executive officers.","talent_readthrough":"Executive roles at Somerset Regal Bank in Bound Brook see updated employment terms; the changes reflect title adjustments with no stated impact on headcount.","company":"SR Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1951276/000094337426000168/form8k_042226.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:12:22"},{"signal_id":"7a7d703b1522d38b8200d54e37b573d4","headline":"Organon & Co. 8-K filing (Item 5.02): officer or director change","summary":"Organon & Co. reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Organon & Co. has announced a change in its executive leadership. 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The filing does not disclose hiring plans.","company":"Day One Biopharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1845337/000119312526171997/d27888d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:13:30"},{"signal_id":"3c938d66a03682bffe8c65ac1118ce66","headline":"Guardant Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Guardant Health, Inc. announced the resignation of Craig Eagle, M.D., the Company’s Chief Medical Officer, effective May 8, 2026.","talent_readthrough":"Guardant Health's Chief Medical Officer resigns in Palo Alto; watch for a replacement in pharma and biotech leadership.","company":"Guardant Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-08","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1576280/000119312526182391/d122370d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:13:39"},{"signal_id":"e43031198913e3070c425496c236ea6b","headline":"EWSB Bancorp, Inc. /MD/ 8-K filing (Item 5.02): officer or director change","summary":"Steve Tyink resigned from his director and committee positions at EWSB Bancorp, Inc. and East Wisconsin Savings Bank on April 24, 2026, to focus on personal matters.","talent_readthrough":"A director and committee member has resigned at EWSB Bancorp in Kaukauna, Wisconsin, creating a vacancy in executive leadership.","company":"EWSB Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2013792/000094337426000177/form8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:13:55"},{"signal_id":"44d16361fa0f64f06153addbccbea8e8","headline":"Hills Bancorporation 8-K filing (Item 5.02): officer or director change","summary":"Michael E. 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Wiele retired from the Board of Directors of Hills Bancorporation on April 20, 2026, in accordance with the board's policy on director retirement.","talent_readthrough":"Three directors retired from Hills Bancorporation in Hills, Iowa, following the company's policy on director retirement.","company":"Hills Bancorporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/732417/000073241726000040/hbia-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:14:20"},{"signal_id":"b7c416eb37047c8908c596faa30326f1","headline":"Vuzix Corp 8-K filing (Item 5.02): officer or director change","summary":"Chris Parkinson, PhD., president of the Enterprise Solutions business unit of Vuzix Corporation, ended his employment upon mutual agreement, with certain stock vesting and forfeitures occurring as a result.","talent_readthrough":"Vuzix Corporation's Enterprise Solutions president departs in a mutual agreement, with stock adjustments; no hiring or displacement indicated.","company":"Vuzix Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1463972/000110465926048630/tm2612695d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:14:28"},{"signal_id":"a37f9bc218303d178a8e4376b60ab4d2","headline":"COHERENT CORP. 8-K filing (Item 5.02): officer or director change","summary":"Giovanni Barbarossa notified Coherent Corp. of his intention to transition from his role as the Company’s Chief Strategy Officer, effective as of April 27, 2026, and retire in September 2026. He will serve as a Special Advisor to the Chief Executive Officer until his retirement.","talent_readthrough":"Coherent Corp.'s Chief Strategy Officer transitions to a special advisor role ahead of retirement in September 2026, with no immediate replacement announced.","company":"Coherent Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/820318/000119312526187297/d107137d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:14:46"},{"signal_id":"137fa497068e840b44e94ced9f3ffddd","headline":"Jade Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"On April 18, 2026, Jade Biosciences, Inc. appointed Andrew King, BVMS, Ph.D. as the Company’s President, Research & Development, effective immediately.","talent_readthrough":"Andrew King moves to President, Research & Development at Jade Biosciences in Waltham, MA, with no change to his compensation.","company":"Jade Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1798749/000119312526168351/d90643d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:15:08"},{"signal_id":"8af2d75ad2f43badd4a473a2e3d327f3","headline":"Fossil Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Joe Martin resigned as Chief Commercial Officer of Fossil Group, Inc. to pursue other interests, with his last day being May 8, 2026. Franco Fogliato, CEO, will assume his responsibilities, and the company has initiated a search for a successor.","talent_readthrough":"Fossil Group's Chief Commercial Officer departs in Richardson; the CEO resumes commercial sales leadership while the company seeks a successor.","company":"Fossil Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883569/000088356926000032/fosl-20260424.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:15:16"},{"signal_id":"39579e9bca68e25fbbb9dc2895a372d9","headline":"Meridian Corp 8-K filing (Item 5.02): officer or director change","summary":"Meridian Corporation announced the appointment of Ken Warriner to its Board of Directors and its principal subsidiary, Meridian Bank, effective immediately.","talent_readthrough":"Ken Warriner joins Meridian Corp's board in Malvern, a leadership change with no stated impact on hiring or roles.","company":"Meridian Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750735/000175073526000039/mrbk-20260427.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:15:23"},{"signal_id":"f7723a034fbbc3429e25a887f9c1625f","headline":"Rainmaker Worldwide Inc. 8-K filing (Item 5.02): officer or director change","summary":"James Ross resigned from the Board of Directors of Rainmaker Worldwide Inc. for personal reasons, effective April 22, 2026, reducing the board size from two to one director.","talent_readthrough":"Rainmaker Worldwide's board reduces by one director in Peterborough; no replacement is planned.","company":"Rainmaker Worldwide Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"CA","hq_city":null,"hq_country":"CA","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1872292/000149315226018953/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:15:39"},{"signal_id":"8ae48a4cab90c3c63607319257216bec","headline":"TORTOISE ENERGY INFRASTRUCTURE CORP 8-K filing (Item 5.02): officer or director change","summary":"Alexandra Herger resigned as a director and Chair of the Nominating and Governance Committee of Tortoise Energy Infrastructure Corporation, effective July 1, 2026, and April 24, 2026, respectively, with no disagreement cited.","talent_readthrough":"A director and committee chair steps down at Tortoise Energy Infrastructure in Overland Park, KS, with no stated impact on operations or hiring.","company":"Tortoise Energy Infrastructure Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1268533/000114036126017415/ef20071642_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:16:17"},{"signal_id":"11310af3437b53a91eb31417977e4740","headline":"TOMPKINS FINANCIAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Phillip M. Quintana has been appointed President of Tompkins Community Bank and Executive Vice President of Tompkins Financial Corporation, succeeding John M. McKenna who is stepping away due to personal health considerations.","talent_readthrough":"Tompkins Financial Corporation appoints a new president for its community bank in Ithaca, marking a leadership transition in its executive team.","company":"Tompkins Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005817/000199937126009123/tmp_8k-042726.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:16:26"},{"signal_id":"2303294f19dbcbc2879774a4299992c5","headline":"Apogee Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Andrew Gottesdiener, M.D. and Peter Harwin notified the Board of Directors of Apogee Therapeutics, Inc. of their intention to resign from the Board effective May 11, 2026, reducing the Board size from nine to seven directors.","talent_readthrough":"Two board members at Apogee Therapeutics in Waltham will step down in May, with no stated impact on operations or hiring.","company":"Apogee Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1974640/000119312526177288/apge-20260421.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:16:36"},{"signal_id":"2ec097744d82b60a346739ae55f6ab8e","headline":"US NUCLEAR CORP. 8-K filing (Item 5.02): officer or director change","summary":"Michael Pope resigned from the Board of Directors of US Nuclear Corp to pursue other opportunities, with no disagreement cited.","talent_readthrough":"A board director leaves US Nuclear Corp in California; the departure is amicable and for personal reasons.","company":"US Nuclear Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1543623/000121390026046557/ea0287360-8k_usnuclear.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:16:52"},{"signal_id":"a44bfe11668eec1ffd04838061a410e9","headline":"Ultra Clean Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ultra Clean Holdings, Inc. announced that Sheri Savage, the Company’s Chief Financial Officer, notified the Company of her intention to retire. The Company has commenced a search for her successor.","talent_readthrough":"Ultra Clean Holdings seeks a new CFO in Hayward as Sheri Savage retires.","company":"Ultra Clean Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275014/000162828026028020/uctt-20260428.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:17:36"},{"signal_id":"2112ecfd7221a11b15b95ee527c9a4fd","headline":"Morgan Stanley Bitcoin Trust 8-K filing (Item 5.02): officer or director change","summary":"Rohit Goenka notified Morgan Stanley Investment Management Inc. of his intention to resign from his position as Chief Financial Officer of the Delegated Sponsor, effective on or about May 11, 2026.","talent_readthrough":"Morgan Stanley Bitcoin Trust's CFO resigns, creating a vacancy in its finance leadership in New York.","company":"Morgan Stanley Bitcoin Trust","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-11","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2103612/000110465926050345/tm2612964d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:17:58"},{"signal_id":"5900c637d42fa93a0ece989b0eb7d8ca","headline":"Autodesk, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stephen Milligan informed the Board of Directors of Autodesk, Inc. of his intention not to stand for re-election at the Company’s 2026 Annual Meeting of Stockholders. Omar Abbosh has been nominated for election to the Board at the Annual Meeting.","talent_readthrough":"Stephen Milligan retires from Autodesk's board; Omar Abbosh is nominated for election. The announcement does not indicate changes to other roles.","company":"Autodesk, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769397/000076939726000024/adsk-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:18:30"},{"signal_id":"fafe1b698754a30e58bbbe8f35bd46d2","headline":"FENNEC PHARMACEUTICALS INC. 8-K filing (Item 5.02): officer or director change","summary":"Rostislav Raykov notified Fennec Pharmaceuticals Inc. of his retirement from the Board of Directors and will not stand for re-election at the 2026 annual meeting of shareholders. The Board decided to reduce its size from six to five directors following the Annual Meeting.","talent_readthrough":"Rostislav Raykov retires from Fennec Pharmaceuticals' board, reducing its size to five directors. The change affects executive leadership in North Carolina.","company":"Fennec Pharmaceuticals Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1211583/000110465926050433/fencf-20260427x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:18:46"},{"signal_id":"5c77d9521a0a8e4331905d142f91f0f3","headline":"Chefs' Warehouse, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ivy Brown resigned from the Board of The Chefs’ Warehouse, Inc. for personal reasons, effective immediately, with no disagreement cited.","talent_readthrough":"Ivy Brown steps down from the board of The Chefs’ Warehouse in Ridgefield, Connecticut; the company has not named a replacement.","company":"The Chefs’ Warehouse, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517175/000094787126000469/ss6243133_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:19:17"},{"signal_id":"6c0178cc78787088377f69397e992297","headline":"Solid Power, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Rainer Feurer has announced his retirement from Solid Power, Inc.'s Board of Directors, effective June 30, 2026, with no disagreements cited.","talent_readthrough":"A board member retires at Solid Power in Colorado; the announcement does not signal broader leadership changes.","company":"Solid Power, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1844862/000110465926048631/tm2612626d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:19:25"},{"signal_id":"5921a2b92226f7e6a2f866db4d593709","headline":"Greenpro Capital Corp. 8-K filing (Item 5.02): officer or director change","summary":"Christopher Yu Nien Wong resigned from his positions as a member of the Board of Directors and its committees at Greenpro Capital Corp., effective April 30, 2026, with no disagreement cited.","talent_readthrough":"Greenpro Capital Corp. seeks a new board member in Kuala Lumpur after an executive's resignation.","company":"Greenpro Capital Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"MY","hq_city":null,"hq_country":"MY","state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":"The company will appoint a new board member to fill the vacancy.","check_after_date":"2026-04-30","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1597846/000149315226018836/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:19:50"},{"signal_id":"12886e374a74dd9fb95b4f35d408b972","headline":"Climb Global Solutions, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Gerri Gold notified the Board of Directors of Climb Global Solutions, Inc. that she will retire from the Board and will not stand for re-election at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"Gerri Gold retires from the board of Climb Global Solutions in Eatontown, New Jersey. The company has not disclosed a successor.","company":"Climb Global Solutions, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/945983/000143774926013194/clmb20260422_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:20:29"},{"signal_id":"887be71252b82cef72e751668cb81dda","headline":"Joby Aviation, Inc. 8-K filing: officer or director change","summary":"Didier Papadapoulos, President of Aircraft OEM at Joby Aviation, Inc., announced his resignation effective July 3, 2026, to spend time with family and pursue personal interests.","talent_readthrough":"Joby Aviation's President of Aircraft OEM is leaving in July 2026; the company plans to retain him as an advisor.","company":"Joby Aviation, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-07-03","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819848/000181984826000316/joby-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:20:45"},{"signal_id":"89a38f9debedd150b35769ba7994cb32","headline":"EXAGEN INC. 8-K filing (Item 5.02): officer or director change","summary":"Ana Hooker resigned from the Board of Directors of Exagen Inc., reducing the board size from eight to seven members.","talent_readthrough":"Exagen Inc. sees a board member departure in Vista, with no stated impact on hiring or operations.","company":"Exagen Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1274737/000127473726000015/exdx-20260417.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:20:52"},{"signal_id":"bdd39c0aca3c76e7ff059ad67b882a7e","headline":"Capstone Green Energy Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Capstone Green Energy Holdings, Inc. approved an amendment to increase the maximum total number of shares of the Company’s common stock that may be issued under the Equity Incentive Plan from 4,000,000 to 7,000,000 shares.","talent_readthrough":"Capstone Green Energy Holdings has expanded its equity incentive plan in Van Nuys, signaling a shift in compensation strategy.","company":"Capstone Green Energy Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1009759/000110465926046968/cgeh-20260421x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:21:21"},{"signal_id":"cbe1fb89b75173e90b76f58e293ec088","headline":"Twin Vee PowerCats, Co. 8-K filing (Item 5.02): officer or director change","summary":"Twin Vee PowerCats Co. approved an increase in the base salary of Preston Yarborough, the Company’s Vice President, to $250,000 per annum and entered into an amendment to his employment agreement reflecting this change.","talent_readthrough":"Twin Vee PowerCats increases compensation for its Vice President in Florida, signaling a shift in executive rewards.","company":"Twin Vee PowerCats Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1855509/000173112226000609/e7576_8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:21:53"},{"signal_id":"385d2cf247e182a5887946a711bf7a13","headline":"First Guaranty Bancshares, Inc.  (FGBI, FGBIP) 8-K filing (Item 5.02): officer or director change","summary":"First Guaranty Bancshares, Inc. elected Ms. Betsy K. 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The filing does not indicate changes to the broader workforce.","company":"Xenetic Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1534525/000168316826003203/xenetic_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:22:57"},{"signal_id":"e4c35b71b18f36e0df9d40c4fa05a1c6","headline":"PubMatic, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PubMatic, Inc. reported leadership transitions in its preliminary unaudited first quarter 2026 results and adjusted EBITDA announcement.","talent_readthrough":"PubMatic announces leadership changes in Redwood City. The filing does not disclose specific roles affected.","company":"PubMatic, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422930/000142293026000016/pubm-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:23:13"},{"signal_id":"15b4694f032624f10eff87202d06faec","headline":"F5, INC. 8-K filing (Item 5.02): officer or director change","summary":"F5, Inc. appointed Mr. Anand Eswaran as a director and committee member, with compensation including an annual retainer and restricted stock units.","talent_readthrough":"F5 adds Anand Eswaran to its board in Seattle, a neutral signal for executive roles.","company":"F5, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Seattle","region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1048695/000104869526000044/ffiv-20260424.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:23:19"},{"signal_id":"f0d103a47cf59cd50b904e2a39f10731","headline":"Janux Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Janux Therapeutics, Inc. announced the resignation and immediate reappointment of Eric Dobmeier from Class III to Class II director to balance the Board of Directors' membership.","talent_readthrough":"Janux Therapeutics reclassified Eric Dobmeier from Class III to Class II director, a leadership change that does not indicate hiring or displacement.","company":"Janux Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1817713/000119312526187641/janx-20260428.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:23:38"},{"signal_id":"587a528fa8127b5fdd7bfb26bb675012","headline":"GigaCloud Technology Inc 8-K filing (Item 5.02): officer or director change","summary":"Marshall Bernes, Head of Brand Center at GigaCloud Technology Inc, has announced his intention to retire from his executive officer position within the next six months but will continue to serve on the Board of Directors.","talent_readthrough":"GigaCloud Technology's Head of Brand Center is retiring from his executive role in El Monte, CA, but will remain on the board, signaling a planned leadership transition.","company":"GigaCloud Technology Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857816/000185781626000034/gct-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:24:04"},{"signal_id":"d220851a6ac36c305381e30839b88088","headline":"Spectral AI, Inc. 8-K filing: officer or director change","summary":"Spectral AI, Inc. has entered into an employment agreement with Vincent S. Capone as Chief Executive Officer, with an annual base compensation of $500,000.","talent_readthrough":"Vincent S. Capone's appointment as CEO at Spectral AI in Dallas involves a compensation package but does not indicate changes in broader hiring or displacement.","company":"Spectral AI, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1833498/000121390026046405/ea0287202-8k_spectral.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:24:21"},{"signal_id":"2970bac70a77d083d62a92f58a652189","headline":"IPALCO ENTERPRISES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Juan Ingnacio Rubiolo was elected to the Board of Directors of IPALCO Enterprises, Inc. by the unanimous written consent of IPALCO's shareholders.","talent_readthrough":"IPALCO adds a new board member in Indianapolis, with no immediate change to executive roles.","company":"IPALCO Enterprises, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/728391/000072839126000012/cik0000728391-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:25:19"},{"signal_id":"e20950ee692b86fa7e374d4e8b929ec6","headline":"Medpace Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Medpace Holdings, Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Medpace Holdings, Inc. has announced a change in its executive leadership in Cincinnati. The announcement does not specify hiring plans or displacements.","company":"Medpace Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1668397/000166839726000017/medp-20260421.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:25:35"},{"signal_id":"61f261e6db635d3dbebbeb6e4d1dc98f","headline":"NewAmsterdam Pharma Co N.V. 8-K filing: officer or director change","summary":"NewAmsterdam Pharma Company N.V. announced that Louise Kooij's employment as Chief Accounting Officer will end effective August 31, 2026, with a separation agreement providing for a lump sum payment and a pro-rated 2026 annual cash bonus.","talent_readthrough":"Louise Kooij will leave her role as Chief Accounting Officer at NewAmsterdam Pharma in Naarden, The Netherlands, with a separation agreement in place.","company":"NewAmsterdam Pharma Company N.V.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"NL","hq_city":null,"hq_country":"NL","state":null,"functions":["finance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-08-31","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1936258/000119312526177406/nams-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:25:50"},{"signal_id":"4c3bac205f8fdb4b8c997654077b8dc8","headline":"Okta, Inc. 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Mr. Kim previously served as a Senior Analyst at OSR Holdings Co., Ltd., supporting cross-border healthcare investments and pharmaceutical licensing activities.","talent_readthrough":"OSR Holdings appoints Yeiseok Kim as COO, a leadership change affecting executive roles in Bellevue.","company":"OSR Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840425/000121390026046711/ea0287373-8k_osrhold.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:26:38"},{"signal_id":"0d560220c6e5a1abc71ce545fce13c8c","headline":"AMERICAN SHARED HOSPITAL SERVICES 8-K filing (Item 5.02): officer or director change","summary":"Gary Delanois resigned as CEO of American Shared Hospital Services for personal reasons, and Craig K. Tagawa was appointed as interim CEO while continuing his role as President.","talent_readthrough":"American Shared Hospital Services in San Francisco sees a leadership change with the resignation of its CEO and the appointment of an interim CEO, with no immediate impact on headcount.","company":"American Shared Hospital Services","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744825/000143774926013331/asha20260424_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:26:47"},{"signal_id":"af033b7874fecfa3c7961f92034c0f63","headline":"Woodward, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Woodward, Inc. announced the election of Frederico F. Curado to its Board of Directors, effective June 1, 2026, and his appointment to the Board’s Audit Committee.","talent_readthrough":"Frederico F. Curado joins Woodward's Board of Directors, affecting executive leadership in Fort Collins.","company":"Woodward, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/108312/000117184326002691/f8k_042426.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:27:01"},{"signal_id":"648ca03875ce2de207faddbc2874304f","headline":"TRUPANION, INC. 8-K filing (Item 5.02): officer or director change","summary":"Max Brodén, a member of the Board of Directors of Trupanion, Inc., notified Trupanion that he will not stand for re-election at the upcoming Annual Stockholders’ Meeting on June 10, 2026.","talent_readthrough":"A board member at Trupanion in Seattle will not seek re-election in June 2026, leaving an executive role open.","company":"Trupanion, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-10","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1371285/000137128526000083/trup-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:27:25"},{"signal_id":"a2eb7454dc64affe71d4cd609edebffb","headline":"Newmont Corporation Announces Retirement of Chief Technical Officer","summary":"Francois Hardy, Executive Vice President and Chief Technical Officer of Newmont Corporation, has announced his retirement effective June 30, 2026, after 24 years of service.","talent_readthrough":"Newmont Corporation's Chief Technical Officer is retiring, marking a leadership change in the mining sector.","company":"Newmont Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1164727/000110465926050355/tm2612965d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:27:55"},{"signal_id":"01e06b580dc32ee25809e08c9709b21b","headline":"Myseum.AI, Inc. 8-K filing: officer or director change","summary":"Myseum.AI, Inc. announced a salary increase for Chief Technology Officer Peter Shelus from $275,000 to $350,000 annually, effective April 17, 2026.","talent_readthrough":"Myseum.AI's CTO receives a salary increase in New Brunswick, signaling a compensation shift for executive roles.","company":"Myseum.AI, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1648960/000121390026047136/ea0287513-8k_myseum.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:28:04"},{"signal_id":"1c6494e544f5e534fe6d5c03a9ca003b","headline":"Burzynski Research Institute Inc 8-K filing: officer or director change","summary":"Patryk P. Goscianski resigned as CFO and Secretary of Burzynski Research Institute, Inc., effective April 17, 2026, with Stanislaw R. Burzynski appointed as his successor.","talent_readthrough":"Burzynski Research Institute sees a leadership change in Houston with the CFO role transitioning to Stanislaw R. 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Reese is retiring from his role as Executive Vice President and Chief Technology Officer, with his responsibilities being redistributed among other executives.","talent_readthrough":"David M. Reese retires from Amgen's executive team; his responsibilities will be redistributed among other executives.","company":"Amgen Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318154/000031815426000048/amgn-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:28:35"},{"signal_id":"eef1b6b87deb546d44ad3bfcdc15c554","headline":"DocGo Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stephen K. 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The announcement does not indicate any immediate impact on hiring or workforce.","company":"DocGo Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-16","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822359/000182235926000017/dcgo-20260417.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:28:48"},{"signal_id":"160f3abff59fd5ac0f68ce541515b0e1","headline":"Hilltop Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Hilltop Holdings Inc. appointed Dana Bober and Stephen Haworth as directors of the Company.","talent_readthrough":"Hilltop Holdings adds two executives to its board in Dallas, with no stated impact on headcount.","company":"Hilltop Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1265131/000110465926049679/tm2612862d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:28:56"},{"signal_id":"24654844290e97aa5bdf83126d8c5e19","headline":"Kinder Morgan, Inc. 8-K filing: officer or director change","summary":"Kinder Morgan, Inc. reported a change in its officers or directors in an SEC 8-K filing dated April 22, 2026.","talent_readthrough":"A leadership change at Kinder Morgan affects executive roles in Houston. The filing does not disclose hiring or displacement plans.","company":"Kinder Morgan, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1506307/000150630726000033/kmi-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:29:07"},{"signal_id":"1986ef10150fa1f82b8e0627e8a05118","headline":"Greenland Mines Ltd 8-K filing: officer or director change","summary":"Greenland Mines Ltd appointed Jason D. Sawyer to its Board of Directors on April 17, 2026, filling a vacancy.","talent_readthrough":"Jason D. Sawyer joins Greenland Mines Ltd's Board of Directors in Charlotte. The announcement does not disclose changes to executive roles or hiring plans.","company":"Greenland Mines Ltd","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1907223/000121390026046512/ea0287239-8k_greenland.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:29:16"},{"signal_id":"03ef7bcfd054ef3cb511b1cf99f62fc0","headline":"Xencor Inc 8-K filing (Item 5.02): officer or director change","summary":"Xencor, Inc. adopted the Xencor, Inc. 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Chan, M.D., Ph.D., to the Board of Directors and the Nominating and Corporate Governance Committee, effective April 23, 2026.","talent_readthrough":"Corvus Pharmaceuticals adds a new director to its board in South San Francisco, with no immediate change to executive roles.","company":"Corvus Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626971/000110465926047735/crvs-20260422x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:29:41"},{"signal_id":"40d686df420a6e45d04870f1f00b2426","headline":"Workday, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Workday, Inc. amended and restated its Executive Severance and Change in Control Policy, revising benefits for participants in the event of a Non-CIC Qualifying Termination.","talent_readthrough":"Executives at Workday in Pleasanton face changes in severance and equity award acceleration benefits.","company":"Workday, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327811/000132781126000019/wday-20260420.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:29:50"},{"signal_id":"f38c7ed2b24768deeaff241fa12066b0","headline":"Madrigal Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Madrigal Pharmaceuticals, Inc. announced a reclassification of its Board of Directors' membership to achieve a more equal apportionment among the three classes following its Annual Meeting of Stockholders on June 17, 2026.","talent_readthrough":"Madrigal Pharmaceuticals adjusts its board structure, affecting executive leadership roles in Pennsylvania.","company":"Madrigal Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-17","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1157601/000162828026027956/mdgl-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:30:02"},{"signal_id":"9d4a40371557ae9b2eeff6378ba02ab5","headline":"FRANKLIN FINANCIAL SERVICES CORP /PA/ 8-K filing (Item 5.02): officer or director change","summary":"Franklin Financial Services Corporation announced the promotion of Charles B. Carroll, Jr. to President of the Corporation and President and Chief Operating Officer of the Bank, effective April 28, 2026.","talent_readthrough":"Charles B. Carroll, Jr. is promoted to President of Franklin Financial Services Corporation and its bank, affecting executive leadership in Chambersburg.","company":"Franklin Financial Services Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/723646/000072364626000034/fraf-20260423x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:30:25"},{"signal_id":"7ee23aabd8e36cf340ec5e55f3692ed8","headline":"SLM Corp  (SLM, SLMBP) 8-K filing (Item 5.02): officer or director change","summary":"SLM Corporation appointed Peter M. Graham and Kerri A. Palmer as Co-Presidents, with Graham also serving as Chief Financial Officer and Palmer as Chief Operational Officer.","talent_readthrough":"SLM Corporation appoints two executives as Co-Presidents in Newark, signaling leadership changes at the financial services firm.","company":"SLM Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1032033/000103203326000028/slm-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:30:58"},{"signal_id":"ac829b46978acf32b853436d8187d55d","headline":"NB Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"NB Bancorp, Inc. announced a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"NB Bancorp's leadership change in Needham affects executive roles; the filing does not disclose hiring or displacement.","company":"NB Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1979330/000110465926046868/nbbk-20260422x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:31:07"},{"signal_id":"1869a92d70fe471c5a056b41fec8606e","headline":"Armata Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Armata Pharmaceuticals, Inc. announced the appointment of Dr. Daniel Gilmer to its Board of Directors, effective April 24, 2026, with committee assignments yet to be determined.","talent_readthrough":"Armata Pharmaceuticals adds a new board member in Los Angeles, with no immediate change to executive roles.","company":"Armata Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921114/000110465926048997/tm2610924d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:31:46"},{"signal_id":"8ba1ae4a75af014df8b9cf1105d8a56a","headline":"PPG INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"PPG Industries, Inc. announced Jamie A. Beggs will join as Senior Vice President and Chief Financial Officer, effective July 6, 2026, following the retirement of Vincent J. Morales.","talent_readthrough":"PPG Industries appoints a new CFO in Pittsburgh, marking a planned leadership transition.","company":"PPG Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/79879/000007987926000164/ppg-20260428.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:31:54"},{"signal_id":"e322c4fa1c10a9585b652de2700a6334","headline":"LSB INDUSTRIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"The compensation committee of LSB Industries, Inc. approved a one-time retention grant of 706,880 restricted stock units to Mark T. Behrman, the Company’s Chairman, President and Chief Executive Officer.","talent_readthrough":"Mark T. Behrman, CEO of LSB Industries, receives a one-time retention grant of restricted stock units, aligning his interests with the company's stockholders.","company":"LSB Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OK","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60714/000119312526182194/lxu-20260424.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:32:21"},{"signal_id":"2c33d5be6d5d4bbb9818f735a822e814","headline":"Reed’s, Inc. 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Cohane, who continues as interim Chief Executive Officer.","talent_readthrough":"Reed’s, Inc. appoints Damian Warshall as Chief Operating Officer, a leadership change in the food and beverage sector.","company":"Reed’s, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140215/000149315226018928/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:32:45"},{"signal_id":"f4bfc8d06e959c03636efe01a7cacb5e","headline":"JELD-WEN Holding, Inc. 8-K filing (Item 5.02): officer or director change","summary":"JELD-WEN Holding, Inc. held its 2026 Annual Meeting of Stockholders where the stockholders approved the 2026 Omnibus Equity Plan, including a share reserve of three million shares.","talent_readthrough":"JELD-WEN's executive team sees a change with the approval of the 2026 Omnibus Equity Plan in Charlotte, but the announcement does not specify hiring or displacement.","company":"JELD-WEN Holding, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674335/000167433526000060/jeld-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:33:01"},{"signal_id":"ab8df679a28449d9fa722890306e1526","headline":"Ribbon Communications Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ribbon Communications Inc. reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Ribbon Communications Inc. in Plano has a change in its executive leadership, as reported in the SEC filing.","company":"Ribbon Communications Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1708055/000110465926050356/tm2612891d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:33:45"},{"signal_id":"d47acd4c997d0e4147fc81697b508db3","headline":"INNO HOLDINGS INC. 8-K filing (Item 5.02): officer or director change","summary":"Tao Tu resigned as director of Inno Holdings Inc., and Shenghui Zhu was appointed to fill the vacancy.","talent_readthrough":"Inno Holdings Inc. sees a change in its board with Tao Tu's resignation and Shenghui Zhu's appointment in Hong Kong.","company":"Inno Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"HK","hq_city":null,"hq_country":"HK","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1961847/000149315226018581/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:34:10"},{"signal_id":"6994a86e462912f5571121b09e59966a","headline":"LEE ENTERPRISES, Inc 8-K filing (Item 5.02): officer or director change","summary":"Lee Enterprises, Incorporated appointed Nathan E. Bekke as President and Chief Executive Officer, following his interim role and previous positions within the company.","talent_readthrough":"Nathan E. Bekke is now President and CEO at Lee Enterprises in Davenport, a leadership change with no stated impact on headcount.","company":"Lee Enterprises, Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/58361/000005836126000034/lee-20260424.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:34:19"},{"signal_id":"7c34f4d1de8e9ac8f360b882682d3997","headline":"Barinthus Biotherapeutics plc. 8-K filing (Item 5.02): officer or director change","summary":"Barinthus Biotherapeutics plc reports a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Barinthus Biotherapeutics in Germantown affects executive roles; the filing does not disclose hiring or displacement.","company":"Barinthus Biotherapeutics plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828185/000110465926046861/tm2612491d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:34:27"},{"signal_id":"87e17d864b02c1762b379b237b5e7a41","headline":"Easterly Government Properties, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Easterly Government Properties, Inc. announced an amendment to its 2024 Equity Incentive Plan to increase the aggregate number of shares authorized for issuance, reflecting an increase of 2,875,000 shares.","talent_readthrough":"Easterly Government Properties adjusts its equity incentive plan in Washington, offering more shares to employees under the amended 2024 plan.","company":"Easterly Government Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DC","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1622194/000119312526177405/dea-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:34:36"},{"signal_id":"c71dff27a7f7e2e130cba490a3daa8c2","headline":"Commerce Bancshares, Inc. Announces Appointment of Steven A. Brandjord as Corporate Controller and Chief Accounting Officer","summary":"Commerce Bancshares, Inc. has appointed Steven A. Brandjord as Corporate Controller and Chief Accounting Officer, effective May 15, 2026.","talent_readthrough":"Commerce Bancshares appoints a new Corporate Controller and Chief Accounting Officer in Kansas City. The announcement does not indicate changes in finance roles beyond this appointment.","company":"Commerce Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-15","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/22356/000002235626000128/cbsh-20260424.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:34:50"},{"signal_id":"777fe3732e17f58016851c071c42aa79","headline":"Retirement of Chief Development Officer","summary":"Einar Kilde submitted his formal resignation and retirement as Chief Development Officer of T1 Energy Inc., effective April 22, 2026.","talent_readthrough":"T1 Energy Inc.'s Chief Development Officer retires in Austin. The announcement does not disclose plans for a replacement or changes in executive roles.","company":"T1 Energy Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1992243/000121390026048030/ea0287442-8k_t1energy.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:35:01"},{"signal_id":"1c218990104ff402aace174a6e06f478","headline":"BIO-RAD LABORATORIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Bio-Rad Laboratories, Inc. stockholders approved the Amended Bio-Rad Laboratories, Inc. 2017 Incentive Award Plan, increasing the shares of common stock reserved for issuance under the Plan by 335,000 shares and extending the expiration date of the Plan to March 18, 2036.","talent_readthrough":"Bio-Rad Laboratories has amended its incentive award plan, increasing reserved shares and extending the plan's expiration date.","company":"BIO-RAD LABORATORIES, INC.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/12208/000001220826000024/bio-20260421.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:35:09"},{"signal_id":"d31f7c569c292d983dda0291f4a9845e","headline":"GATX CORP 8-K filing (Item 5.02): officer or director change","summary":"GATX Corporation's shareholders approved an amendment and restatement of the GATX Corporation Amended and Restated 2012 Incentive Award Plan, increasing the number of shares reserved for issuance and adjusting annual limits on awards.","talent_readthrough":"GATX Corporation adjusts executive compensation with an increase in shares reserved for issuance under its incentive award plan.","company":"GATX Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/40211/000004021126000038/gatx-20260424.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:35:17"},{"signal_id":"748fb63839157fbe817ff4f09c9951ee","headline":"CDT Equity Inc. 8-K filing (Item 5.02): officer or director change","summary":"CDT Equity Inc. appointed Ulrik Olsen as a director and as a member of the Audit Committee, Compensation Committee, and the Nominating and Corporate Governance Committee.","talent_readthrough":"CDT Equity adds Ulrik Olsen to its board and committees in Naples, a leadership change with no stated impact on hiring.","company":"CDT Equity Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1896212/000149315226019133/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:35:32"},{"signal_id":"6735d9f842fa0cb0513d2d281f13ea26","headline":"Littelfuse Inc. 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Watch for executive roles in California's energy sector.","company":"Edison International","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/827052/000082705226000028/eix-20260420x8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:37:57"},{"signal_id":"8f08b0194f0c3d2ad3a2044e0183f4f3","headline":"AVIENT CORP 8-K filing (Item 5.02): officer or director change","summary":"Jamie A. Beggs intends to resign as Senior Vice President and Chief Financial Officer of Avient Corporation, with Giuseppe (Joe) Di Salvo appointed as her successor.","talent_readthrough":"Avient Corporation's CFO resigns; a new CFO is appointed in Ohio, with no immediate change to executive roles beyond this succession.","company":"Avient Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1122976/000119312526178887/d28746d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:38:14"},{"signal_id":"c449ae9b309c854cd1e7af0f75ca9946","headline":"Yorkville Acquisition Corp. 8-K filing (Item 5.02): officer or director change","summary":"Kevin McGurn resigned as Chief Executive Officer and as a director of Yorkville Acquisition Corp., effective immediately.","talent_readthrough":"Yorkville Acquisition Corp. in Mountainside, NJ, sees a leadership change with the CEO's resignation; no immediate hiring or displacement is indicated.","company":"Yorkville Acquisition Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2064658/000110465926048537/tm2612660d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:38:22"},{"signal_id":"27cd28a5d50ba4e4da643e402a44e8bb","headline":"Texas Ventures Acquisition III Corp 8-K filing: officer or director change","summary":"Mr. Kevin McGurn notified the board of directors of Texas Ventures Acquisition III Corp of his departure on April 22, 2026.","talent_readthrough":"A leadership change at Texas Ventures Acquisition III Corp in Mountainside, NJ, with the departure of an executive officer.","company":"Texas Ventures Acquisition III Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2033991/000110465926048534/tm2612658d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-24","captured_at":"2026-07-28 17:38:36"},{"signal_id":"89ce4316c5a72ca80aef0c8081aa37b8","headline":"UNITED COMMUNITY BANKS INC 8-K filing (Item 5.02): officer or director change","summary":"Jefferson L. 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17:42:59"},{"signal_id":"2abcc8a48924ad0e611b22c472216735","headline":"1ST SOURCE CORP 8-K filing (Item 5.02): officer or director change","summary":"1st Source Corporation's shareholders approved amendments to the EIP Plan, SDIP, and Restricted Stock Plan at the 2026 Annual Meeting of Shareholders.","talent_readthrough":"1st Source Corporation updates executive compensation plans in South Bend, Indiana, with no disclosed impact on hiring or roles.","company":"1st Source Corporation","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North 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the change is planned with no disclosed impact on other positions.","company":"Expedia Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Seattle","region":"North America","country":"US","hq_city":"Seattle","hq_country":"US","state":"WA","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1324424/000132442426000016/expe-20260417.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:43:57"},{"signal_id":"aac06bc065c32e225bdf04b5e2f260e1","headline":"Yesway, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Yesway, Inc. reported an officer or director change in its 8-K filing with the SEC, dated April 21, 2026.","talent_readthrough":"Yesway's SEC filing reports a leadership change in Fort Worth, affecting executive roles.","company":"Yesway, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1859836/000110465926049520/tm2527636d21_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-27","captured_at":"2026-07-28 17:44:06"},{"signal_id":"a06d410dfd333ad861002909b5753123","headline":"PARK NATIONAL CORP /OH/ 8-K filing (Item 5.02): officer or director change","summary":"Park National Corporation shareholders approved the 2026 Long-Term Incentive Plan for 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17:44:53"},{"signal_id":"987ff88f9c072d0d56a544e8391cdcdb","headline":"MasterBrand, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MasterBrand, Inc. reports a change in its board of directors as part of the Merger Agreement with American Woodmark Corporation, expected to close in the second calendar quarter of 2026.","talent_readthrough":"MasterBrand adjusts its board composition ahead of the merger with American Woodmark, a move typical in such transactions but not indicating broader workforce changes.","company":"MasterBrand, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Corbus as the new President and Chief Executive Officer, succeeding Andrew J. Littlefair.","talent_readthrough":"Clean Energy Fuels Corp. appoints a new CEO in Newport Beach, marking a leadership transition with no immediate changes to executive roles disclosed.","company":"Clean Energy Fuels Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368265/000110465926047340/tm2612417d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-23","captured_at":"2026-07-28 17:45:34"},{"signal_id":"d4e9cbe3d7db754bdb3a8ac18e195332","headline":"Wheels Up Experience Inc. 8-K filing: officer or director change","summary":"Timothy M. 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The announcement does not disclose any changes to headcount.","company":"Immunic, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280776/000119380526000516/e665394_8k-immunic.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:46:28"},{"signal_id":"dafc42c0ce7e45063aed9abd65f27645","headline":"TELEDYNE TECHNOLOGIES INC 8-K filing (Item 5.02): officer or director change","summary":"The Personnel and Compensation Committee of Teledyne Technologies Incorporated increased the annual base salary of Stephen F. 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Scott Beattie to its Board of Directors, increasing the board size from nine to eleven members.","talent_readthrough":"SkinHealth Systems Inc. adds three executives to its board in Long Beach, with no immediate change to operational roles.","company":"SkinHealth Systems Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818093/000162828026026555/skin-20260417.htm","source_name":"SEC EDGAR","published_date":"2026-04-22","captured_at":"2026-07-28 17:47:06"},{"signal_id":"bea4b446a954693c072c0ab5214d1049","headline":"Quantum Cyber N.V. 8-K filing (Item 5.02): officer or director change","summary":"Quantum Cyber N.V. reported a change in its officer or director as per its 8-K filing with the SEC, detailing the event dated April 22, 2026.","talent_readthrough":"Quantum Cyber N.V. has reported a change in its executive leadership, as disclosed in the SEC filing. The announcement does not specify hiring or displacement plans.","company":"Quantum Cyber N.V.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"NL","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874252/000121390026048635/ea0288083-8k_quantum.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:47:14"},{"signal_id":"70da6e7f5b06fe39516cee17402985ac","headline":"APOGEE ENTERPRISES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Apogee Enterprises, Inc. awarded shares of time-based restricted stock to several executive officers as part of compensatory arrangements.","talent_readthrough":"Executive officers at Apogee Enterprises received restricted stock awards, signaling a compensation shift for top leadership.","company":"Apogee Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/6845/000000684526000027/apog-20260422.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:47:29"},{"signal_id":"c7a01c148d39934f803b330b848d2c03","headline":"StableX Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"StableX Technologies, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at StableX Technologies in New York affects executive roles.","company":"StableX Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1086745/000149315226019257/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-28","captured_at":"2026-07-28 17:47:42"},{"signal_id":"c4addc524ccde1a70c8c2692fe1e4106","headline":"Farmers & Merchants Bancshares, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Farmers and Merchants Bancshares, Inc. amended and restated its 2023 Equity Compensation Plan to authorize the issuance of an additional 200,000 shares of common stock, bringing the total number of shares authorized for issuance under the Plan to 230,000.","talent_readthrough":"Farmers and Merchants Bancshares has amended its equity compensation plan for executives, increasing the number of shares available.","company":"Farmers and Merchants Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1698022/000143774926013896/fmfg20260429_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:48:29"},{"signal_id":"62ea6c17a55a8aa61f31c7f4e1a39514","headline":"Hawthorn Bancshares, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Hawthorn Bancshares, Inc. announced the appointment of Grant T. Burcham to its board of directors and Hawthorn Bank's board, effective April 29, 2026.","talent_readthrough":"Hawthorn Bancshares adds Grant T. Burcham to its board in Jefferson City, a leadership change with no stated impact on hiring or roles.","company":"Hawthorn Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/893847/000089384726000057/hwbk-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:48:58"},{"signal_id":"be1d36ae85a7bb8d696dc8fab87477ac","headline":"MOVING iMAGE TECHNOLOGIES INC. 8-K filing (Item 5.02): officer or director change","summary":"William F. Greene retired and resigned as Chief Financial Officer of Moving iMage Technologies, Inc., with Bart Bedard appointed as his successor effective April 27, 2026.","talent_readthrough":"Moving iMage Technologies replaces its CFO in Fountain Valley; executive leadership changes with no stated impact on other roles.","company":"MOVING iMAGE TECHNOLOGIES, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770236/000143774926013982/mitq20260327_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:49:06"},{"signal_id":"9acafb0c7073154a68c6b038af43eb0a","headline":"RLJ Lodging Trust 2026 Equity Incentive Plan","summary":"RLJ Lodging Trust shareholders approved the 2026 Equity Incentive Plan, replacing the 2021 Plan, effective April 24, 2026.","talent_readthrough":"RLJ Lodging Trust has updated its equity incentive plan for executives, effective April 2026. The announcement does not specify changes to executive roles or headcount.","company":"RLJ Lodging Trust","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1511337/000110465926052887/tm2613128d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:49:26"},{"signal_id":"5a2292821173d01c979d8f06e9aff15b","headline":"ACRES Commercial Realty Corp. 8-K filing (Item 5.02): officer or director change","summary":"ACRES Commercial Realty Corp. reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"An executive leadership change at ACRES Commercial Realty in Uniondale, New York; the filing does not state hiring plans.","company":"ACRES Commercial Realty Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1332551/000119312526193833/acr-20260427.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:49:32"},{"signal_id":"dbc00694325b28e505c725a817c5a4f8","headline":"FMC CORP 8-K filing (Item 5.02): officer or director change","summary":"FMC Corporation announced the passing of Dirk A. Kempthorne, a member of the board of directors since 2009, and expressed gratitude for his service.","talent_readthrough":"FMC Corporation's board of directors has a vacancy following the passing of Dirk A. Kempthorne. The company has not yet announced plans to fill the position.","company":"FMC Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/37785/000003778526000087/fmc-20260428.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:50:04"},{"signal_id":"414e921fce536b66e27699136de5d61d","headline":"YELP INC 8-K filing (Item 5.02): officer or director change","summary":"Sam Eaton notified Yelp Inc. of his decision to step down from his position as Chief Technology Officer, effective June 30, 2026. Alex Levy, the Company’s Senior Vice President, Engineering, has been appointed to serve as Chief Technology Officer following such date.","talent_readthrough":"Yelp's CTO Sam Eaton is stepping down, with Alex Levy, Senior VP of Engineering, set to take over. The leadership change affects executive roles in San Francisco.","company":"Yelp Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-30","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1345016/000134501626000033/yelp-20260423.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:50:30"},{"signal_id":"aa7f1f92a57953308a48a81ae9fffdb9","headline":"Jacobs Solutions Inc. 8-K filing (Item 5.02): officer or director change","summary":"Diane Bryant resigned as a member of the Board of Directors of Jacobs Solutions Inc. on April 26, 2026, with no disagreement cited.","talent_readthrough":"A board member has resigned at Jacobs Solutions in Dallas. The announcement does not indicate any changes for other roles.","company":"Jacobs Solutions Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/52988/000162828026028137/j-20260426.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:50:49"},{"signal_id":"e9712503672fb2dd32bb148122680cc8","headline":"Nextpower Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bruce Ledesma, the Chief Legal and Compliance Officer of Nextpower Inc., will retire effective July 17, 2026, and Lindsey Wiedmann has been appointed as his successor.","talent_readthrough":"Nextpower Inc. in Fremont sees a leadership transition in legal and compliance, with no immediate change in headcount.","company":"Nextpower Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["legal_compliance"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852131/000185213126000009/nxt-20260423.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:51:05"},{"signal_id":"f44f387926b0b90d6de2b10e6781eccf","headline":"Starco Brands, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bharat Vasan resigned from the Board of Directors of Starco Brands, Inc., effective April 27, 2026, with no disagreement cited.","talent_readthrough":"Bharat Vasan steps down from the board of Starco Brands in Los Angeles.","company":"Starco Brands, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1539850/000149315226019580/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:51:13"},{"signal_id":"5354535ea2ac7c16f0be48f348ee4363","headline":"SOLESENCE, INC. 8-K filing (Item 5.02): officer or director change","summary":"SOLESENCE, INC. appointed Marc James as a Class II Director to the Board, effective April 24, 2026, and assigned him to several committees.","talent_readthrough":"Marc James joins SOLESENCE's board in Romeoville, Illinois, with committee assignments in audit, compensation, and governance.","company":"SOLESENCE, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883107/000117184326002802/f8k_042726.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:51:30"},{"signal_id":"24afa8b5d9d259a56d6f972838b8e7bf","headline":"Vuzix Corp 8-K filing (Item 5.02): officer or director change","summary":"Vuzix Corporation granted restricted stock units to its CEO and CFO under the company's 2023 Equity Incentive Plan, with vesting schedules extending to December 2028.","talent_readthrough":"Vuzix's CEO and CFO receive new equity awards tied to performance and time, signaling retention efforts for top executives in New York.","company":"Vuzix Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1463972/000110465926053193/tm2613279d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:52:03"},{"signal_id":"770ffc74b10ab6bdf247d4df02ee12f5","headline":"GrabAGun Digital Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"GrabAGun Digital Holdings Inc. announced the nomination of Marc Nemati, Matt Vittitow, Chris Cox, Andrew J. Keegan, Collins Idehen Jr., Blake Masters, Kelly Reisdorf, and Donald J. Trump Jr. for reelection as directors at the upcoming 2026 annual meeting of shareholders.","talent_readthrough":"GrabAGun Digital Holdings Inc. has nominated eight executives for reelection to its board in Coppell, Texas. The announcement does not indicate changes in hiring or workforce.","company":"GrabAGun Digital Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2051380/000121390026049768/ea0288332-8k_grab.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:52:34"},{"signal_id":"195059c365186ca964f8957d8777a15b","headline":"MapLight Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Robert Malenka, M.D., Ph.D., and Jim Trenkle, Ph.D., notified the Board of Directors of MapLight Therapeutics, Inc. of their decisions not to stand for reelection at the Company’s Annual Meeting of Stockholders to be held on June 23, 2026. The Board has nominated Martin Babler and Troy Cox as Class I director nominees to replace Dr. Malenka and Dr. Trenkle.","talent_readthrough":"MapLight Therapeutics sees a planned leadership transition in its board, with two directors stepping down and two new nominees proposed.","company":"MapLight Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-06-23","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770069/000119312526191566/d114505d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:53:04"},{"signal_id":"4a4cde796f2db0d0a23fe5080239e73b","headline":"CITY HOLDING CO 8-K filing (Item 5.02): officer or director change","summary":"City Holding Company announced that Michael 'Tim' T. Quinlan, Jr. will assume the role of President of City National Bank of West Virginia, while Charles 'Skip' R. Hageboeck transitions from the role of President of the Bank but remains the Chief Executive Officer of the Bank and the President and Chief Executive Officer of the Company.","talent_readthrough":"City Holding Company's leadership change affects executive roles in West Virginia, with no immediate impact on headcount.","company":"City Holding Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WV","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/726854/000072685426000113/chco-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:53:23"},{"signal_id":"d03257d41882d5f63b6a4d99fbf25c2b","headline":"Fastenal Co 8-K filing (Item 5.02): officer or director change","summary":"Fastenal Company held its annual meeting of shareholders in Winona, Minnesota, where shareholders approved the Fastenal Company Employee Restricted Stock Unit Plan and the Fastenal Company Non-Employee Director Stock and Restricted Stock Unit Plan.","talent_readthrough":"Fastenal shareholders approved new restricted stock unit plans for employees and non-employee directors in Winona, Minnesota.","company":"Fastenal Co","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/815556/000081555626000027/fast-20260423.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:53:54"},{"signal_id":"d7bdfafe78847243802186c70154ad99","headline":"GEN Restaurant Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"GEN Restaurant Group, Inc. reported changes in the composition of its Board of Directors, with Jae Chang, David Park, and David Kim being reappointed to different classes of the Board.","talent_readthrough":"GEN Restaurant Group's board reshuffle in Cerritos affects executive roles; no hiring or displacement is disclosed.","company":"GEN Restaurant Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1891856/000119312526197123/genk-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:54:02"},{"signal_id":"63ac477f86be644b8e56cd5ce4aab514","headline":"Processa Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dr. Sian Bigora, Chief Development and Regulatory Officer of Processa Pharmaceuticals, transitions from a full-time executive role to a part-time position as part of her planned retirement.","talent_readthrough":"Processa Pharmaceuticals' Chief Development and Regulatory Officer moves to part-time in a planned transition; executive roles in Vero Beach remain unchanged.","company":"Processa Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1533743/000149315226020728/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:54:11"},{"signal_id":"4f111b3a2fefcda88c8b8dafc8cddc6d","headline":"VERTEX PHARMACEUTICALS INC / MA 8-K filing (Item 5.02): officer or director change","summary":"Suketu Upadhyay informed the board of directors of Vertex Pharmaceuticals Incorporated of his decision not to stand for re-election as a director at the company’s 2026 annual meeting of shareholders, due to scheduling conflicts associated with his new role as Chief Financial Officer of Incyte Corporation.","talent_readthrough":"Vertex Pharmaceuticals sees a board member depart for a CFO role at Incyte Corporation, with no immediate impact on its operations or policies.","company":"Vertex Pharmaceuticals Incorporated","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-04-28","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/875320/000087532026000166/vrtx-20260428.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:54:46"},{"signal_id":"6c030f27b303098673a247bd3c4093c6","headline":"MARCUS CORP 8-K filing (Item 5.02): officer or director change","summary":"Mark A. Gramz announced his retirement as President of Marcus Theatres, effective May 1, 2026, and will continue to serve in his current role until then, after which he will act as an advisor to the company.","talent_readthrough":"Mark Gramz will retire from his executive role at Marcus Theatres in May 2026, transitioning to an advisory position.","company":"The Marcus Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-01","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62234/000006223426000027/mcs-20250623.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:55:00"},{"signal_id":"56285f3b291e0480701d6b34fc810638","headline":"XPEL, Inc. 8-K filing (Item 5.02): officer or director change","summary":"On April 23, 2026, XPEL, Inc. appointed Mark Thornton to its Board of Directors and to the Compensation and Nominating and Corporate Governance Committees.","talent_readthrough":"XPEL adds Mark Thornton to its board in San Antonio, bringing executive leadership from Procter & Gamble.","company":"XPEL, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1767258/000176725826000017/xpel-20260423.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 17:55:30"},{"signal_id":"6122844db3d669d51e06ae10ae89b22e","headline":"Bonk, Inc. 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17:58:26"},{"signal_id":"3bbb725121710c6f6554768b194271e1","headline":"Appointment of Chief Financial Officer","summary":"Regional Health Properties, Inc. appointed Marlie Davis, CPA, MBA, as the Company’s Chief Financial Officer, effective May 1, 2026.","talent_readthrough":"Regional Health Properties appoints a new CFO in Atlanta, bringing in a finance leader with real estate investment experience.","company":"Regional Health Properties, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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BorgWarner Inc. 2023 Stock Incentive Plan, increasing the shares reserved for issuance by 8.3 million.","talent_readthrough":"BorgWarner's executive compensation shifts with an 8.3 million share increase in its stock incentive plan.","company":"BorgWarner Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908255/000090825526000018/bwa-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 17:59:06"},{"signal_id":"b88f2bb420b018a2633f2ca715e234f9","headline":"AUTONATION, INC. 8-K filing (Item 5.02): officer or director 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Mark Griffin, Mark Bendza, and Hutch Robbins have assumed the responsibilities of the Chief Executive Officer on an interim basis, and Fred Schaufeld has been appointed as the interim Chairman.","talent_readthrough":"Telos Corporation's CEO is on medical leave, with interim leadership changes in executive roles.","company":"Telos Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/320121/000032012126000012/tls-20260428.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 18:00:25"},{"signal_id":"a94cc4cb4d9190ebd55659feacd14931","headline":"RED ROBIN GOURMET BURGERS INC 8-K filing (Item 5.02): officer or director change","summary":"Christopher Meyer's service as interim CFO of Red Robin Gourmet Burgers will conclude on May 31, 2026, with Mark Graff appointed as the new CFO effective May 4, 2026.","talent_readthrough":"Red Robin Gourmet Burgers appoints a new CFO in Englewood, Colorado, marking a leadership transition in its executive team.","company":"Red Robin Gourmet Burgers, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":"2026-05-31","outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1171759/000095014226001217/eh260773102_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:00:48"},{"signal_id":"87693e32ac0ad95ff890961540814f3d","headline":"ResMed Inc. 8-K filing (Item 5.02): officer or director change","summary":"ResMed Inc. announced that Brett Sandercock, Chief Financial Officer, will retire from his role but will continue to serve in advisory capacities through December 31, 2027, with continued compensation and benefits.","talent_readthrough":"ResMed's CFO transitions to advisory roles through 2027, with no immediate change in executive team composition.","company":"ResMed Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/943819/000119312526197282/d50610d8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:00:59"},{"signal_id":"d535565ae026a6ddc859480ded7d2f9f","headline":"FIRST MID BANCSHARES, INC. 8-K filing (Item 5.02): officer or director change","summary":"First Mid Bancshares, Inc. announced a planned leadership transition with Matthew K. Smith becoming Chief Executive Officer and President, and Joseph R. Dively transitioning to Executive Chair.","talent_readthrough":"First Mid Bancshares transitions its CEO role as part of succession planning in Mattoon, Illinois, with no immediate change to executive headcount.","company":"First Mid Bancshares, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/700565/000117184326002841/f8k_042926.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 18:01:08"},{"signal_id":"08b6f93623473f84a5c79c8957dbed9b","headline":"Rambus Inc. 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The announcement does not specify hiring or displacement.","company":"Lexicon Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1062822/000106282226000065/lxrx-20260430.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:02:39"},{"signal_id":"d41b78241837acf202c5a3e2ad1c9f91","headline":"Entegris, Inc. Announces Appointment of Sukhi Nagesh as Chief Financial Officer","summary":"Entegris, Inc. announced the appointment of Sukhi Nagesh as Senior Vice President and Chief Financial Officer, effective May 18, 2026, succeeding Michael Sauer, who will continue as Vice President, Chief Accounting Officer.","talent_readthrough":"Entegris appoints a new CFO in Billerica, MA, with no immediate changes to its executive team beyond this leadership transition.","company":"Entegris, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1101302/000114036126018008/ef20071714_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:02:58"},{"signal_id":"172cf593d6debbd948237c239f281744","headline":"bioAffinity Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Stockholders approved an amendment to bioAffinity Technologies' 2024 Equity Incentive Compensation Plan to increase the number of shares reserved for issuance.","talent_readthrough":"bioAffinity Technologies adjusts equity incentives in San Antonio, signaling a shift in compensation strategy.","company":"bioAffinity Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712762/000149315226020591/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:03:06"},{"signal_id":"4608e7751e56c6ab82e43523d3a14a17","headline":"Armour Residential REIT, Inc.  (ARR, ARR-PC) 8-K filing (Item 5.02): officer or director change","summary":"ARMOUR Residential REIT, Inc. reported a change in its leadership or board as per the SEC filing, with stockholders approving the Fourth Amended and Restated 2009 Stock Incentive Plan.","talent_readthrough":"ARMOUR Residential REIT's leadership change in Florida does not indicate immediate hiring or displacement; watch for updates on executive roles.","company":"ARMOUR Residential REIT, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428205/000142820526000063/arr-20260430.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:03:24"},{"signal_id":"332b21e21b416e06f158f9e9007a200e","headline":"NexGel, Inc. appoints Ian Blackman as Chief Financial Officer","summary":"NexGel, Inc. has appointed Ian Blackman as its new Chief Financial Officer, effective April 27, 2026, succeeding Mr. Drapczuk.","talent_readthrough":"NexGel appoints a new CFO in Langhorne, signaling a leadership transition in its executive team.","company":"NexGel, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468929/000149315226020657/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:03:39"},{"signal_id":"43c664054d2be4822ff4d9c2d6fd80ae","headline":"OLIN Corp 8-K filing (Item 5.02): officer or director change","summary":"Olin Corporation's shareholders approved the 2026 Long Term Incentive Plan, authorizing equity compensation for non-employee directors, officers, key employees, and others.","talent_readthrough":"Olin Corporation's executive team is affected by a new long-term incentive plan approved by shareholders, offering equity compensation.","company":"OLIN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/74303/000007430326000051/oln-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:04:08"},{"signal_id":"3c2c974c1ec388b133895108ed8c6548","headline":"Irenic Acquisition Corp. 8-K filing (Item 5.02): officer or director change","summary":"Irenic Acquisition Corp. reported a change in its officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Irenic Acquisition Corp. in New York affects executive roles.","company":"Irenic Acquisition Corp.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":"$220,000,000","funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2122505/000110465926051495/tm269391d12_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-29","captured_at":"2026-07-28 18:04:46"},{"signal_id":"b60e6c5286d7567639989b6bbd98a379","headline":"Z Squared Inc. 8-K filing (Item 5.02): officer or director change","summary":"Z Squared Inc. reported a change in officer or director in its 8-K filing, following a merger with Coeptis Therapeutics Holdings, Inc.","talent_readthrough":"Z Squared Inc. has undergone a leadership change in Fort Lauderdale; the filing does not disclose hiring or displacement plans.","company":"Z Squared Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759186/000168316826003388/zsquared_8k.htm","source_name":"SEC EDGAR","published_date":"2026-04-30","captured_at":"2026-07-28 18:05:25"},{"signal_id":"cbf36ce20a6948c551759d9c6bf56673","headline":"KKR Private Equity Conglomerate LLC raised $8.6B in a private placement","summary":"KKR Private Equity Conglomerate LLC filed a Form D with the SEC reporting $8.6B sold in a private securities offering.","talent_readthrough":"KKR has $8.6B of new capital in New York. The filing does not disclose hiring plans; watch its careers page for financial services roles.","company":"KKR Private Equity Conglomerate LLC","pillar":"company_development","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":"financial_services","headcount":null,"funding_amount":"$8.6B","funding_amount_usd":8600000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1957845/000195784526000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-06","captured_at":"2026-07-28 18:07:15"},{"signal_id":"9a2767e291d1bb58922ca3ca02855ddf","headline":"InfiniteWatch Inc. raised $4M in a private placement","summary":"InfiniteWatch Inc. filed a Form D with the SEC reporting $4M sold in a private securities offering, located in Wilmington, DE.","talent_readthrough":"InfiniteWatch has $4M of new capital in Wilmington. The filing does not disclose hiring plans; watch its careers page for tech roles.","company":"InfiniteWatch Inc.","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"DE","functions":[],"industry":"technology","headcount":null,"funding_amount":"$4M","funding_amount_usd":4000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2098252/000209825226000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-07","captured_at":"2026-07-28 18:07:22"},{"signal_id":"62fc6519be45a4c37eef1c6130b02589","headline":"Swirltex Holdings Corp. raised $1.4M in a private placement","summary":"Swirltex Holdings Corp. filed a Form D with the SEC reporting $1.4M sold in a private securities offering.","talent_readthrough":"Swirltex Holdings Corp. has $1.4M of new capital in Calgary. The filing does not disclose hiring plans; watch its careers page for environmental services roles.","company":"Swirltex Holdings Corp.","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":"$1.4M","funding_amount_usd":1400000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1848673/000184867326000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-07","captured_at":"2026-07-28 18:07:32"},{"signal_id":"39df1ab88ffb36b501eb0e6f2ce80fe7","headline":"Tomahawk 404, LLC raised $10.2M in a private placement","summary":"Tomahawk 404, LLC filed a Form D with the SEC reporting $10.2M sold in a private securities offering, with the industry listed as restaurants and the location in Raleigh, NC.","talent_readthrough":"Tomahawk 404 has $10.2M of new capital in Raleigh. The filing does not disclose hiring plans; watch its careers page for restaurant roles.","company":"Tomahawk 404, LLC","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NC","functions":[],"industry":"food_beverage","headcount":null,"funding_amount":"$10.2M","funding_amount_usd":10200000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2093731/000209373126000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-05","captured_at":"2026-07-28 18:07:48"},{"signal_id":"b1b53f997b6c5c3539e3a0649a48c0db","headline":"GWR Parkwood Partners, LLC raised $2M in a private placement","summary":"GWR Parkwood Partners, LLC filed a Form D with the SEC reporting $2M sold in a private securities offering.","talent_readthrough":"GWR Parkwood Partners has $2M of new capital in Houston. The filing does not disclose hiring plans; watch its careers page for real estate and construction roles.","company":"GWR Parkwood Partners, LLC","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"TX","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":"$2M","funding_amount_usd":2000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2103444/000210344426000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-05","captured_at":"2026-07-28 18:08:06"},{"signal_id":"da6f031a633b779b3e5e441cffc2544d","headline":"Legence Corp. raised $100M in a private placement","summary":"Legence Corp. filed a Form D with the SEC reporting $100M sold in a private securities offering. The industry is listed as Other Energy and the location is San Jose, CA.","talent_readthrough":"Legence Corp. has $100M of new capital in San Jose. The filing does not disclose hiring plans; watch its careers page for energy and utilities roles.","company":"Legence Corp.","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":"$100M","funding_amount_usd":100000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2052568/000119312526001093/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-02","captured_at":"2026-07-28 18:08:14"},{"signal_id":"12a2f055571b051fc27eaa7eccbf21bf","headline":"RePower Electric Corp. raised $2.9M in a private placement","summary":"RePower Electric Corp. filed a Form D with the SEC reporting $2.9M sold in a private securities offering.","talent_readthrough":"RePower Electric Corp. has $2.9M of new capital in Gilbert, AZ. The filing does not disclose hiring plans; watch its careers page for roles.","company":"RePower Electric Corp.","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"AZ","functions":[],"industry":null,"headcount":null,"funding_amount":"$2.9M","funding_amount_usd":2900000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2044784/000204478426000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-05","captured_at":"2026-07-28 18:08:31"},{"signal_id":"618a78aaf710305ebb0d182999bf0c39","headline":"StirlingX Ltd raised $9.3M in a private placement","summary":"StirlingX Ltd filed a Form D with the SEC reporting $9.3M sold in a private securities offering.","talent_readthrough":"StirlingX Ltd has $9.3M of new capital. The filing does not disclose hiring plans; watch its careers page for technology roles.","company":"StirlingX Ltd","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":"$9.3M","funding_amount_usd":9300000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2103833/000210383326000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-13","captured_at":"2026-07-28 18:09:14"},{"signal_id":"b3cc206e14ee5eae1cc286c02e4edb5b","headline":"Equity Quotient, Inc. raised $4.8M in a private placement","summary":"Equity Quotient, Inc. filed a Form D with the SEC reporting $4.8M sold in a private securities offering, located in Weston, MA.","talent_readthrough":"Equity Quotient has $4.8M of new capital in Weston. The filing does not disclose hiring plans; watch its careers page for technology roles.","company":"Equity Quotient, Inc.","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"MA","functions":[],"industry":"technology","headcount":null,"funding_amount":"$4.8M","funding_amount_usd":4800000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2105155/000210515526000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-14","captured_at":"2026-07-28 18:09:22"},{"signal_id":"ac221fe5d3e719e79004de40cd886a80","headline":"Parkshore Equity Partners, LLC raised $1.2M in a private placement","summary":"Parkshore Equity Partners, LLC filed a Form D with the SEC reporting $1.2M sold in a private securities offering.","talent_readthrough":"Parkshore Equity Partners has $1.2M of new capital in Saint Paul. The filing does not disclose hiring plans; watch its careers page for roles.","company":"Parkshore Equity Partners, LLC","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"MN","functions":[],"industry":"professional_services","headcount":null,"funding_amount":"$1.2M","funding_amount_usd":1200000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2103507/000210350726000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-12","captured_at":"2026-07-28 18:09:37"},{"signal_id":"a06bf974aa7b57ef8a0bbf094eb96029","headline":"Vartega Inc. raised $1.5M in a private placement","summary":"Vartega Inc. filed a Form D with the SEC reporting $1.5M sold in a private securities offering. The company is in the manufacturing industry and is located in Denver, CO.","talent_readthrough":"Vartega has $1.5M of new capital in Denver. The filing does not disclose hiring plans; watch its careers page for manufacturing roles.","company":"Vartega Inc.","pillar":"company_development","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CO","functions":[],"industry":"manufacturing","headcount":null,"funding_amount":"$1.5M","funding_amount_usd":1500000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1980935/000198093526000001/primary_doc.xml","source_name":"SEC EDGAR (Form D)","published_date":"2026-01-08","captured_at":"2026-07-28 18:09:45"},{"signal_id":"7e6c90ae642808c9e701f385ec260074","headline":"BotGauge AI INC. raised $1.9M in a private placement","summary":"BotGauge AI INC. filed a Form D with the SEC reporting $1.9M sold in a private securities offering.","talent_readthrough":"BotGauge AI INC. has $1.9M of new capital in Delaware. 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The median advertised band runs $200,000 to $290,000.","talent_readthrough":"Advertised bands move before published pay data does, because they are set by what an employer thinks it must offer to fill a role today. 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The median advertised band runs $193,400 to $265,000.","talent_readthrough":"Advertised bands move before published pay data does, because they are set by what an employer thinks it must offer to fill a role today. Read the direction across postings rather than any one band, and remember this is the ask, not the settlement.","company":"Harvey","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://jobs.ashbyhq.com/harvey","source_name":"Ashby job board","published_date":"2026-07-28","captured_at":"2026-07-28 21:29:08"},{"signal_id":"ecae33f865f9813a25e125913bb98980","headline":"Decagon advertises a median posted salary band of $200,000 to $300,000 across 90 open roles","summary":"Decagon published an annual base salary range on 90 of its open roles. The median advertised band runs $200,000 to $300,000.","talent_readthrough":"Advertised bands move before published pay data does, because they are set by what an employer thinks it must offer to fill a role today. Read the direction across postings rather than any one band, and remember this is the ask, not the settlement.","company":"Decagon","pillar":"rewards_comp","signal_direction":"comp_shift","city":"San Francisco","region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://jobs.ashbyhq.com/decagon","source_name":"Ashby job board","published_date":"2026-07-28","captured_at":"2026-07-28 21:29:08"},{"signal_id":"9e1b4dbd0eb28848782880764dcdc3ab","headline":"Abridge advertises a median posted salary band of $210,800 to $252,000 across 44 open roles","summary":"Abridge published an annual base salary range on 44 of its open roles. The median advertised band runs $210,800 to $252,000.","talent_readthrough":"Advertised bands move before published pay data does, because they are set by what an employer thinks it must offer to fill a role today. Read the direction across postings rather than any one band, and remember this is the ask, not the settlement.","company":"Abridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":"San Francisco","region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://jobs.ashbyhq.com/abridge","source_name":"Ashby job board","published_date":"2026-07-28","captured_at":"2026-07-28 21:29:08"},{"signal_id":"9f09ce57c9504443cf4d699c6e15018e","headline":"ALEXANDER’S, INC.: $175,188 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ALEXANDER’S, INC. disclosed $175,188 ($175K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALEXANDER’S, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3499/000119312526145567/0001193125-26-145567-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0a9378b49e3b96f3d46aa934160585df","headline":"Cheniere Energy, Inc.: $22,608,390 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Cheniere Energy, Inc. disclosed $22,608,390 ($22.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cheniere Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3570/000119312526144572/0001193125-26-144572-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fde2e6a821cee0855a0507e1364a307b","headline":"UNUM GROUP: $9,603,389 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UNUM GROUP disclosed $9,603,389 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNUM GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5513/000000551326000026/0000005513-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"dff212975b5100926410fd178ede8492","headline":"AMERICAN VANGUARD CORPORATION: $2,852,874 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AMERICAN VANGUARD CORPORATION disclosed $2,852,874 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN VANGUARD CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5981/000119312526173620/0001193125-26-173620-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"28304cb97331896eb05b9c42c74e9657","headline":"ARMSTRONG WORLD INDUSTRIES, INC.: $6,274,658 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARMSTRONG WORLD INDUSTRIES, INC. disclosed $6,274,658 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARMSTRONG WORLD INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/7431/000119312526193741/0001193125-26-193741-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c517da082d3d166bb4976ac3f137f401","headline":"ASTRONICS CORPORATION: $1,640,327 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ASTRONICS CORPORATION disclosed $1,640,327 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ASTRONICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8063/000114036126015301/0001140361-26-015301-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"af65d207d74c976e86c6890b35ffc288","headline":"AZZ INC.: $4,228,781 total compensation for the principal executive officer, fiscal year ended 2023-02-28","summary":"AZZ INC. disclosed $4,228,781 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AZZ INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8947/000110465926066068/0001104659-26-066068-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-02-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8add10eeb6db6b86904f5d67c27aa5de","headline":"BALCHEM CORPORATION: $11,948,265 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BALCHEM CORPORATION disclosed $11,948,265 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BALCHEM CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/9326/000114036126017099/0001140361-26-017099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b5c33925ef631a37d05f0a57605fe016","headline":"BERKLEY W R CORP: $16,706,862 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BERKLEY W R CORP disclosed $16,706,862 ($16.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BERKLEY W R CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/11544/000119312526170583/0001193125-26-170583-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9544df69766c6a78d7d584d55b2a3bc4","headline":"Brown-Forman Corporation: $9,651,262 total compensation for the principal executive officer, fiscal year ended 2023-04-30","summary":"Brown-Forman Corporation disclosed $9,651,262 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brown-Forman Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14693/000119312526275853/0001193125-26-275853-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f8236087c7800ad1caae197a7bf04e23","headline":"MASTEC, INC.: $9,640,917 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MASTEC, INC. disclosed $9,640,917 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MASTEC, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/15615/000114036126014022/0001140361-26-014022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3a334ddfb7f5cd74f2d996577be81e0a","headline":"CONSTELLATION BRANDS, INC.: $16,068,340 total compensation for the principal executive officer, fiscal year ended 2023-02-28","summary":"CONSTELLATION BRANDS, INC. disclosed $16,068,340 ($16.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLATION BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/16918/000001691826000023/0000016918-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-02-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8feab6b8b1cc9260807d0ca837e517a6","headline":"CAPITAL SOUTHWEST CORPORATION: $3,479,216 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"CAPITAL SOUTHWEST CORPORATION disclosed $3,479,216 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAPITAL SOUTHWEST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/17313/000001731326000042/0000017313-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9ceef3e91a3d4994c16a9d4f5bfa969b","headline":"The CATO Corporation: $3,190,140 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"The CATO Corporation disclosed $3,190,140 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The CATO Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18255/000120677426000206/0001206774-26-000206-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"033693c98b7387fc42565459c8058e1a","headline":"Genesco Inc.: $3,711,215 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"Genesco Inc. disclosed $3,711,215 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genesco Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18498/000119312526271251/0001193125-26-271251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"94261e1d70957b87d7e2c24d2a502180","headline":"Chemed Corporation: $11,609,033 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Chemed Corporation disclosed $11,609,033 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Chemed Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19584/000156276226000052/0001562762-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"560624dcde405f9f160792ab0566cd5a","headline":"JPMORGAN CHASE & CO: $35,610,013 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"JPMORGAN CHASE & CO disclosed $35,610,013 ($35.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JPMORGAN CHASE & CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19617/000001961726000096/0000019617-26-000096-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"90e906b61bbc99964474ff8c5a918701","headline":"COMSTOCK RESOURCES, INC.: $11,859,573 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COMSTOCK RESOURCES, INC. disclosed $11,859,573 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSTOCK RESOURCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23194/000119312526170561/0001193125-26-170561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"defbac4d69aeffcd59c2eae6fac6b780","headline":"CTO REALTY GROWTH, INC.: $2,423,711 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CTO REALTY GROWTH, INC. disclosed $2,423,711 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CTO REALTY GROWTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23795/000110465926050405/0001104659-26-050405-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c8c1b2bc61e94d0f813e6583929ac513","headline":"TARGET CORPORATION: $17,664,896 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"TARGET CORPORATION disclosed $17,664,896 ($17.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TARGET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27419/000162828026027508/0001628280-26-027508-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3e5ab915ae114f34372a56880c13921f","headline":"Delta Air Lines, Inc.: $9,606,387 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Delta Air Lines, Inc. disclosed $9,606,387 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Delta Air Lines, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27904/000130817926000345/0001308179-26-000345-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b61fa88ef88b3e9abe8642df48dd4ca6","headline":"Dillard’s, Inc.: $22,596,130 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"Dillard’s, Inc. disclosed $22,596,130 ($22.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dillard’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/28917/000110465926039765/0001104659-26-039765-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e319c79d3d7466eb9bda10beb0d24929","headline":"Eastman Kodak Company: $2,703,120 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Eastman Kodak Company disclosed $2,703,120 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Eastman Kodak Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31235/000114036126013928/0001140361-26-013928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d8d9d8952b5d85a51b727609d60c4480","headline":"Ennis, Inc.: $2,632,890 total compensation for the principal executive officer, fiscal year ended 2023-02-28","summary":"Ennis, Inc. disclosed $2,632,890 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ennis, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/33002/000119312526256564/0001193125-26-256564-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-02-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3529ef00533dda774595bf61be4416e3","headline":"EXXON MOBIL CORPORATION: $35,909,231 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EXXON MOBIL CORPORATION disclosed $35,909,231 ($35.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXXON MOBIL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34088/000119312526147614/0001193125-26-147614-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fc59e8df89b8f47fee75dbfee1f6c877","headline":"HARTE HANKS, INC.: $2,382,143 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HARTE HANKS, INC. disclosed $2,382,143 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HARTE HANKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/45919/000162828026024524/0001628280-26-024524-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"6a3cf3b73621dbb70ff601356735e7ec","headline":"HAWKINS, INC.: $2,223,409 total compensation for the principal executive officer, fiscal year ended 2023-04-02","summary":"HAWKINS, INC. disclosed $2,223,409 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAWKINS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46250/000004625026000026/0000046250-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-02","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8efc8426bcae40361ce42e017863875e","headline":"EASTGROUP PROPERTIES, INC.: $5,467,097 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EASTGROUP PROPERTIES, INC. disclosed $5,467,097 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EASTGROUP PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/49600/000004960026000019/0000049600-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2a8b3d60aa9713f5b2e3be0a3eef1239","headline":"LOWES COMPANIES INC: $17,472,005 total compensation for the principal executive officer, fiscal year ended 2023-02-03","summary":"LOWES COMPANIES INC disclosed $17,472,005 ($17.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LOWES COMPANIES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60667/000006066726000056/0000060667-26-000056-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-02-03","captured_at":"2026-07-28 21:29:45"},{"signal_id":"843de57a12ee030b5b174de900ec105e","headline":"LSB Industries, Inc.: $3,697,513 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"LSB Industries, Inc. disclosed $3,697,513 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LSB Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60714/000119312526151347/0001193125-26-151347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1ecca3c3fd764e0cf958b99469975add","headline":"MARCUS CORP: $3,519,294 total compensation for the principal executive officer, fiscal year ended 2022-12-29","summary":"MARCUS CORP disclosed $3,519,294 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MARCUS CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62234/000006223426000018/0000062234-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-29","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a28e253ff79492789cb8664ecc03a1e7","headline":"MATTEL INC /DE/: $11,890,387 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MATTEL INC /DE/ disclosed $11,890,387 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MATTEL INC /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63276/000130817926000276/0001308179-26-000276-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d2132545dbb06a21128a4272131e1afa","headline":"McDonald’s Corporation: $17,770,514 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"McDonald’s Corporation disclosed $17,770,514 ($17.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McDonald’s Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63908/000119312526145548/0001193125-26-145548-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c4d73efda0da0bffd919630a3a711f43","headline":"Middlesex Water Company: $1,154,726 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Middlesex Water Company disclosed $1,154,726 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middlesex Water Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/66004/000130817926000211/0001308179-26-000211-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e58f45522f3de6a0952f1e305426cb9d","headline":"Dycom Industries, Inc.: $7,131,438 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"Dycom Industries, Inc. disclosed $7,131,438 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dycom Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67215/000006721526000017/0000067215-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c7ad585657f15f6f7bf66008e53bec6d","headline":"Modine Manufacturing Company: $4,824,132 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Modine Manufacturing Company disclosed $4,824,132 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Modine Manufacturing Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67347/000110465926082630/0001104659-26-082630-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"66c5cfd030363299d8cd2d1492ec3cb2","headline":"NRC Health: $181,173 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NRC Health disclosed $181,173 ($181K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NRC Health","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/70487/000143774926015775/0001437749-26-015775-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"13ff6b016832d72f87250c6106bbeed2","headline":"MOVADO GROUP, INC.: $5,062,875 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"MOVADO GROUP, INC. disclosed $5,062,875 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MOVADO GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/72573/000114036126019208/0001140361-26-019208-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8d0cc8ab45fcb097f8224c3eec7e61b0","headline":"Oxford Industries, Inc.: $5,212,353 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"Oxford Industries, Inc. disclosed $5,212,353 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oxford Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/75288/000007528826000032/0000075288-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"6e0c40a18e07e1a5b4e37b0137722aaa","headline":"TUTOR PERINI CORPORATION: $14,877,151 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TUTOR PERINI CORPORATION disclosed $14,877,151 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TUTOR PERINI CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/77543/000007754326000088/0000077543-26-000088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"863c1a109d8964faf79e54ef7c27ad3b","headline":"PVH Corp.: $12,139,075 total compensation for the principal executive officer, fiscal year ended 2023-01-29","summary":"PVH Corp. disclosed $12,139,075 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PVH Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78239/000121390026053710/0001213900-26-053710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-29","captured_at":"2026-07-28 21:29:45"},{"signal_id":"273c76ec0cce412d7c18ba8c2fc3f278","headline":"AGILYSYS, INC.: $5,836,288 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"AGILYSYS, INC. disclosed $5,836,288 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AGILYSYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78749/000119312526306113/0001193125-26-306113-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"29c9b39c45d5cc715949fb742896ee94","headline":"National Presto Industries, Inc.: $784,410 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"National Presto Industries, Inc. disclosed $784,410 ($784K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"National Presto Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/80172/000143774926012242/0001437749-26-012242-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3c73d710064622d97fd35950e80ecbe3","headline":"Travelers Companies, Inc.: $21,072,397 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Travelers Companies, Inc. disclosed $21,072,397 ($21.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travelers Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/86312/000008631226000103/0000086312-26-000103-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"dd329df413271a188539801b9ec0d0bb","headline":"SENECA FOODS CORPORATION: $1,132,606 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"SENECA FOODS CORPORATION disclosed $1,132,606 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENECA FOODS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88948/000143774926022933/0001437749-26-022933-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"dc530a9ef803edfba223fb55aa4e39ed","headline":"THE J. M. SMUCKER COMPANY: $11,348,537 total compensation for the principal executive officer, fiscal year ended 2023-04-30","summary":"THE J. M. SMUCKER COMPANY disclosed $11,348,537 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE J. M. SMUCKER COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91419/000119312526283858/0001193125-26-283858-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"bcf84a7cf056d6c909b0f1754ef5df6b","headline":"Southern California Gas Company: $3,088,519 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Southern California Gas Company disclosed $3,088,519 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern California Gas Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92108/000119312526154917/0001193125-26-154917-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4b7459b48ad359f8af54b94bda0c0169","headline":"STANDARD MOTOR PRODUCTS, INC.: $1,447,593 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"STANDARD MOTOR PRODUCTS, INC. disclosed $1,447,593 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STANDARD MOTOR PRODUCTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93389/000009338926000052/0000093389-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1d6c223ca7103a0cbc867183e0f48164","headline":"CHEVRON CORPORATION: $24,192,742 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CHEVRON CORPORATION disclosed $24,192,742 ($24.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEVRON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93410/000119312526145617/0001193125-26-145617-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"474382663f72fb6446ff81ee16598088","headline":"STATE STREET CORPORATION: $18,004,619 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"STATE STREET CORPORATION disclosed $18,004,619 ($18.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STATE STREET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93751/000114036126013817/0001140361-26-013817-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d047ed01a6928abcccfde1cbf65d84e9","headline":"Teleflex Incorporated: $8,190,461 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Teleflex Incorporated disclosed $8,190,461 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Teleflex Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/96943/000009694326000039/0000096943-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8682222e4a4c2ba0ed01f0d4960cfac4","headline":"TEREX CORPORATION: $9,778,425 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TEREX CORPORATION disclosed $9,778,425 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEREX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97216/000009721626000071/0000097216-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"6a8096ab31840cc68e6d417a2da9b529","headline":"Thermo Fisher Scientific Inc.: $28,208,909 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Thermo Fisher Scientific Inc. disclosed $28,208,909 ($28.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Thermo Fisher Scientific Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97745/000119312526144585/0001193125-26-144585-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"179f00ef65ca6b17d068cd1187fe845c","headline":"TIDEWATER INC.: $5,544,038 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TIDEWATER INC. disclosed $5,544,038 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TIDEWATER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/98222/000110465926050441/0001104659-26-050441-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c4ba4db5aae77d376549e34cae001c42","headline":"TRANSCAT, INC.: $1,444,134 total compensation for the principal executive officer, fiscal year ended 2023-03-25","summary":"TRANSCAT, INC. disclosed $1,444,134 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSCAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/99302/000114036126029371/0001140361-26-029371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-25","captured_at":"2026-07-28 21:29:45"},{"signal_id":"57922dad6ef60e6ad599b1028ff83a9e","headline":"United Airlines Holdings, Inc.: $9,796,602 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"United Airlines Holdings, Inc. disclosed $9,796,602 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Airlines Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/100517/000110465926040467/0001104659-26-040467-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"463eb38503f1ed3cd27e2c5fab7ece2f","headline":"VISHAY INTERTECHNOLOGY INC: $6,817,811 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VISHAY INTERTECHNOLOGY INC disclosed $6,817,811 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY INTERTECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/103730/000010373026000029/0000103730-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b2994b151d31525a3c1982d7415b643b","headline":"Walmart Inc.: $25,306,714 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"Walmart Inc. disclosed $25,306,714 ($25.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Walmart Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/104169/000119312526173673/0001193125-26-173673-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f921b68afb212810cf82cb1d3518f1b1","headline":"Watsco, Inc.: $11,093,941 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Watsco, Inc. disclosed $11,093,941 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Watsco, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105016/000119312526174970/0001193125-26-174970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d2c5ae587060de976bf8b5bb02f4e26b","headline":"EMCOR GROUP, INC.: $11,420,501 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EMCOR GROUP, INC. disclosed $11,420,501 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EMCOR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105634/000114036126015809/0001140361-26-015809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2dd8ca1e16a1779763114fbbdb89f1ea","headline":"World Acceptance Corporation: $956,588 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"World Acceptance Corporation disclosed $956,588 ($957K) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Acceptance Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/108385/000010838526000029/0000108385-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7377bf5c604b91ffce9703cfc9db37d3","headline":"SPECTRUM BRANDS HOLDINGS, INC.: $6,815,682 total compensation for the principal executive officer, fiscal year ended 2022-09-30","summary":"SPECTRUM BRANDS HOLDINGS, INC. disclosed $6,815,682 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPECTRUM BRANDS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109177/000010917726000030/0000109177-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-09-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c540ab82304e5aea9045863bd190abf4","headline":"The TJX Companies, Inc.: $20,525,368 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"The TJX Companies, Inc. disclosed $20,525,368 ($20.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The TJX Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109198/000010919826000015/0000109198-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b3271753c9613ebbb9d6a3c895dcc459","headline":"GRAYBAR ELECTRIC COMPANY, INC.: $5,216,156 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GRAYBAR ELECTRIC COMPANY, INC. disclosed $5,216,156 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GRAYBAR ELECTRIC COMPANY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/205402/000020540226000028/0000205402-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0b816c67665cb32212230cf8b10b91af","headline":"Cavco Industries, Inc.: $5,410,215 total compensation for the principal executive officer, fiscal year ended 2023-04-01","summary":"Cavco Industries, Inc. disclosed $5,410,215 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cavco Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/278166/000162828026043437/0001628280-26-043437-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-01","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f0dcd8e01a7e08b0d92f5ac790adcc48","headline":"HAEMONETICS CORPORATION: $10,686,395 total compensation for the principal executive officer, fiscal year ended 2023-04-01","summary":"HAEMONETICS CORPORATION disclosed $10,686,395 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAEMONETICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/313143/000031314326000074/0000313143-26-000074-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-01","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7bdc75291c1dbb2584051b25add98508","headline":"McEwen Inc.: $3,586 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"McEwen Inc. disclosed $3,586 ($4K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McEwen Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314203/000110465926048627/0001104659-26-048627-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e65ce5fb678ed04ec7e3638b6cdab096","headline":"First Busey Corporation: $2,494,467 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"First Busey Corporation disclosed $2,494,467 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Busey Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314489/000031448926000021/0000314489-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"6b1ac5cd423aabf9707490b43e06fe70","headline":"ROBERT HALF INC.: $9,391,554 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ROBERT HALF INC. disclosed $9,391,554 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBERT HALF INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315213/000031521326000010/0000315213-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fb663e57f98e0986360d6bff2e836285","headline":"Aon plc: $19,668,985 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Aon plc disclosed $19,668,985 ($19.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aon plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315293/000119312526187428/0001193125-26-187428-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2d25b9935ffee6a2de03e7a84e5d4d77","headline":"INTERNATIONAL BANCSHARES CORPORATION: $2,400,081 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INTERNATIONAL BANCSHARES CORPORATION disclosed $2,400,081 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL BANCSHARES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315709/000110465926045414/0001104659-26-045414-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0f8fa9e012c9026acdacfff812388d4f","headline":"SCHWAB CHARLES CORP: $24,386,329 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SCHWAB CHARLES CORP disclosed $24,386,329 ($24.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHWAB CHARLES CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/316709/000119312526142826/0001193125-26-142826-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c66c222bb0d23870e5edc28bfc310bc8","headline":"DIGITAL TURBINE, INC.: $8,216,442 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"DIGITAL TURBINE, INC. disclosed $8,216,442 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIGITAL TURBINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/317788/000162828026048037/0001628280-26-048037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"185bdc3edaf668609d380154d32e3976","headline":"AMGEN INC.: $21,399,733 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AMGEN INC. disclosed $21,399,733 ($21.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMGEN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318154/000119312526145588/0001193125-26-145588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9083c4b21f8794a05102d88582eeac00","headline":"AMERIS BANCORP: $4,403,423 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AMERIS BANCORP disclosed $4,403,423 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERIS BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351569/000114036126013509/0001140361-26-013509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a4ab7264ed9ff8e13557d2ca22cc94f9","headline":"CVB FINANCIAL CORP.: $2,912,636 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CVB FINANCIAL CORP. disclosed $2,912,636 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVB FINANCIAL CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354647/000119312526144078/0001193125-26-144078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2b7202f6c92cbbed6d8d080d86979188","headline":"Hawaiian Electric Industries, Inc.: $3,811,515 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Hawaiian Electric Industries, Inc. disclosed $3,811,515 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hawaiian Electric Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354707/000110465926051288/0001104659-26-051288-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e9b560603edf9a7f70bff77f4d66b2de","headline":"GENTEX CORPORATION: $4,508,367 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GENTEX CORPORATION disclosed $4,508,367 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENTEX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/355811/000035581126000016/0000355811-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c0f31f35d979b5ce5554e198d1d9c69b","headline":"Trico Bancshares: $2,511,604 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Trico Bancshares disclosed $2,511,604 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trico Bancshares","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/356171/000035617126000033/0000356171-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"590cebb85f8ab3d38ea0e6f49221d47e","headline":"OLD SECOND BANCORP INC: $1,702,083 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OLD SECOND BANCORP INC disclosed $1,702,083 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLD SECOND BANCORP INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/357173/000110465926039829/0001104659-26-039829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"bdf406a35cb98977fbbc0507de73fe06","headline":"Onto Innovation Inc.: $5,313,301 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Onto Innovation Inc. disclosed $5,313,301 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Onto Innovation Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/704532/000119312526143699/0001193125-26-143699-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9ed9ca7023936cf4fb2ae368deb8edfb","headline":"PAR TECHNOLOGY CORPORATION: $2,155,099 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PAR TECHNOLOGY CORPORATION disclosed $2,155,099 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAR TECHNOLOGY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708821/000070882126000048/0000708821-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2cf7235c30e1863350421aa6dbbc1693","headline":"First Financial Bancorp.: $2,796,717 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"First Financial Bancorp. disclosed $2,796,717 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Financial Bancorp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708955/000110465926043973/0001104659-26-043973-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"48a84525d2acd24baf3c84016422ed9e","headline":"ELECTRONIC ARTS INC.: $20,659,002 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"ELECTRONIC ARTS INC. disclosed $20,659,002 ($20.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ELECTRONIC ARTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712515/000130817926000382/0001308179-26-000382-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"56bfa6e73bcfa1dc8ec5b0c78deeb946","headline":"ConnectOne Bancorp, Inc.: $4,006,115 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ConnectOne Bancorp, Inc. disclosed $4,006,115 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ConnectOne Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712771/000143774926011892/0001437749-26-011892-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2d9d5c7571f2feaabbd7c5e6c55d97ba","headline":"Arrow Financial Corporation: $1,742,204 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Arrow Financial Corporation disclosed $1,742,204 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Arrow Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/717538/000071753826000045/0000717538-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d4bc0b3889472e55918c609bce3d0d9a","headline":"Williams-Sonoma, Inc.: $17,322,255 total compensation for the principal executive officer, fiscal year ended 2023-01-29","summary":"Williams-Sonoma, Inc. disclosed $17,322,255 ($17.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Williams-Sonoma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719955/000071995526000109/0000719955-26-000109-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-29","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1996a8bb2541bf173090f24da29630da","headline":"Stifel Financial Corp.: $12,865,048 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Stifel Financial Corp. disclosed $12,865,048 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Stifel Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720672/000119312526191643/0001193125-26-191643-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c81266dbe477943b25a0a59b4a615bbe","headline":"INVESTORS TITLE COMPANY: $1,616,073 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INVESTORS TITLE COMPANY disclosed $1,616,073 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVESTORS TITLE COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720858/000114036126014376/0001140361-26-014376-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9a526e4b819fdecbf64b9486f98d9ae5","headline":"MESA LABORATORIES, INC.: $5,190,371 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"MESA LABORATORIES, INC. disclosed $5,190,371 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MESA LABORATORIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724004/000072400426000071/0000724004-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"90bb65412a38ec42acd76eeec9199635","headline":"CASEY'S GENERAL STORES, INC.: $10,607,379 total compensation for the principal executive officer, fiscal year ended 2023-04-30","summary":"CASEY'S GENERAL STORES, INC. disclosed $10,607,379 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASEY'S GENERAL STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/726958/000114036126029280/0001140361-26-029280-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9c53c50c8db6f2011b56eaa27d0d7321","headline":"SEACOAST BANKING CORPORATION OF FLORIDA: $2,824,576 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SEACOAST BANKING CORPORATION OF FLORIDA disclosed $2,824,576 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEACOAST BANKING CORPORATION OF FLORIDA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/730708/000162828026024690/0001628280-26-024690-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ecb33132f12b21a135dcdf4e5ea5cfea","headline":"HEALTHCARE SERVICES GROUP, INC.: $4,414,263 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HEALTHCARE SERVICES GROUP, INC. disclosed $4,414,263 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHCARE SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/731012/000073101226000021/0000731012-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e4b0d0b078f3d5d38a591939007a232f","headline":"LiveRamp Holdings, Inc.: $6,256,075 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"LiveRamp Holdings, Inc. disclosed $6,256,075 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LiveRamp Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/733269/000110465926080505/0001104659-26-080505-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a622035f8bb63ace349f3b37a4369de4","headline":"Aemetis, Inc.: $460,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Aemetis, Inc. disclosed $460,000 ($460K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aemetis, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/738214/000143774926011626/0001437749-26-011626-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7df6f9bca5fea6dac78ed2ac57dffaa7","headline":"REX American Resources Corporation: $3,976,333 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"REX American Resources Corporation disclosed $3,976,333 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REX American Resources Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744187/000093041326001049/0000930413-26-001049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ff4f0ba5352b5054272958c99c1ea282","headline":"Celldex Therapeutics, Inc.: $5,401,283 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Celldex Therapeutics, Inc. disclosed $5,401,283 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celldex Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744218/000110465926050884/0001104659-26-050884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"13b032db202cee531c8c88401f7872dc","headline":"ROSS STORES, INC.: $11,335,069 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"ROSS STORES, INC. disclosed $11,335,069 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROSS STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/745732/000074573226000013/0000745732-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d31aa9113fe9f7529437e12e98047186","headline":"GARTNER, INC.: $15,452,138 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GARTNER, INC. disclosed $15,452,138 ($15.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARTNER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/749251/000074925126000159/0000749251-26-000159-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"309fbe5eaf618571e6051b7badb88d18","headline":"Vicor Corporation: $657,101 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Vicor Corporation disclosed $657,101 ($657K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vicor Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/751978/000119312526194790/0001193125-26-194790-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"49ab16455816678f669ee81fc6c2f259","headline":"UMH Properties, Inc.: $2,769,554 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UMH Properties, Inc. disclosed $2,769,554 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UMH Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752642/000149315226017167/0001493152-26-017167-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ae64b3f5d4616f1bbc2f056cd605b71e","headline":"McGrath RentCorp: $3,121,167 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"McGrath RentCorp disclosed $3,121,167 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McGrath RentCorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752714/000119312526177073/0001193125-26-177073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e19bab256c1c0788d6ba55cc83fce336","headline":"BEST BUY CO., INC.: $12,837,677 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"BEST BUY CO., INC. disclosed $12,837,677 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEST BUY CO., INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/764478/000114036126018265/0001140361-26-018265-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4ead27eb869052e35c671949cfd019e5","headline":"Welltower Inc: $14,317,407 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Welltower Inc disclosed $14,317,407 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Welltower Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/766704/000076670426000014/0000766704-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"319b167b44b93f9323c5e68d149b4018","headline":"AUTODESK, INC.: $17,600,752 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"AUTODESK, INC. disclosed $17,600,752 ($17.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AUTODESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769397/000076939726000030/0000769397-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f4e64762a69492a220ae8572ef04e224","headline":"Middleby Corp.: $9,402,045 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Middleby Corp. disclosed $9,402,045 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middleby Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769520/000130817926000231/0001308179-26-000231-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d7779c3c134a4bc10b43c768657d4a88","headline":"Cirrus Logic, Inc.: $8,393,825 total compensation for the principal executive officer, fiscal year ended 2023-03-25","summary":"Cirrus Logic, Inc. disclosed $8,393,825 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cirrus Logic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/772406/000077240626000024/0000772406-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-25","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f85a9b6dbb73ddebde9b60470ba15ad4","headline":"HBT Financial, Inc.: $1,165,497 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HBT Financial, Inc. disclosed $1,165,497 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HBT Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/775215/000077521526000037/0000775215-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"dfeb1f39ed5dc3d697444a87a57adab7","headline":"Encompass Health Corporation: $7,735,969 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Encompass Health Corporation disclosed $7,735,969 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Encompass Health Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/785161/000078516126000105/0000785161-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1fa845b870de8a1b2e531abc6fcadd11","headline":"World Kinect Corporation: $15,272,338 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"World Kinect Corporation disclosed $15,272,338 ($15.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Kinect Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/789460/000119312526187092/0001193125-26-187092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a15070007150f746ac0bbd577ad310f6","headline":"RADNET, INC.: $5,555,517 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"RADNET, INC. disclosed $5,555,517 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RADNET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790526/000168316826003086/0001683168-26-003086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ab0442954288f7a333f0351e97ab3288","headline":"Brandywine Realty Trust: $6,355,107 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Brandywine Realty Trust disclosed $6,355,107 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brandywine Realty Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790816/000119312526145566/0001193125-26-145566-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"927c0c40a81d38a38e76839c187608ab","headline":"Universal Health Realty Income Trust: $234,570 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Universal Health Realty Income Trust disclosed $234,570 ($235K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Universal Health Realty Income Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798783/000119312526183412/0001193125-26-183412-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2e89bc0843061ed2087a9710ee10676f","headline":"M/I Homes, Inc.: $8,207,473 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"M/I Homes, Inc. disclosed $8,207,473 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"M/I Homes, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799292/000119312526150356/0001193125-26-150356-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b46f7a1b66485209768ccffc667ec2a1","headline":"Kaiser Aluminum Corporation: $5,123,725 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Kaiser Aluminum Corporation disclosed $5,123,725 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kaiser Aluminum Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811596/000119312526187425/0001193125-26-187425-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"68311a666fdcee598cd8f4fb786462d2","headline":"DESTINATION XL GROUP, INC.: $4,221,881 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"DESTINATION XL GROUP, INC. disclosed $4,221,881 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DESTINATION XL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"MA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/813298/000119312526239304/0001193125-26-239304-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c6a57cd62fdfcd64ca6156c8153eb9b7","headline":"CONMED CORPORATION: $7,835,495 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CONMED CORPORATION disclosed $7,835,495 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONMED CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/816956/000081695626000047/0000816956-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7875ad51b2ce5c3f04bcc56139989b89","headline":"Amphenol Corporation: $13,955,683 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Amphenol Corporation disclosed $13,955,683 ($14.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amphenol Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/820313/000110465926040688/0001104659-26-040688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b00b29673c91bff37edbc85bd19a8a58","headline":"G III APPAREL GROUP LTD /DE/: $5,790,860 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"G III APPAREL GROUP LTD /DE/ disclosed $5,790,860 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"G III APPAREL GROUP LTD /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/821002/000110465926055621/0001104659-26-055621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4c9dbb029926806d318aa7d72a0875ea","headline":"SLEEP NUMBER CORPORATION: $6,702,614 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SLEEP NUMBER CORPORATION disclosed $6,702,614 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SLEEP NUMBER CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/827187/000082718726000031/0000827187-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e043960c7f1d30e9935def99a9790679","headline":"Meritage Homes Corporation: $8,015,467 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Meritage Homes Corporation disclosed $8,015,467 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meritage Homes Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/833079/000083307926000098/0000833079-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5367d732c377f57fc480323874ed8fa9","headline":"Callaway Golf Company: $11,031,398 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Callaway Golf Company disclosed $11,031,398 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Callaway Golf Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/837465/000083746526000013/0000837465-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ccdeca734308f7a231ec756198c7b928","headline":"FirstCash Holdings, Inc.: $9,836,835 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FirstCash Holdings, Inc. disclosed $9,836,835 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FirstCash Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/840489/000110465926049885/0001104659-26-049885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9b3c843e8ecd925d89d0d75af159cfa8","headline":"FRP HOLDINGS, INC.: $559,706 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FRP HOLDINGS, INC. disclosed $559,706 ($560K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRP HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844059/000084405926000045/0000844059-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ebc64a32e7abb4c0a373ca31863ebeeb","headline":"TETRA TECHNOLOGIES, INC.: $5,014,482 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TETRA TECHNOLOGIES, INC. disclosed $5,014,482 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TETRA TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844965/000084496526000026/0000844965-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fafbedfb85abc8ad0d2eac8defd802d8","headline":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION: $3,532,666 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION disclosed $3,532,666 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/845877/000084587726000078/0000845877-26-000078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"13a11e23c1691ec0cca2b7dc951116ba","headline":"Gen Digital Inc.: $25,291,365 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Gen Digital Inc. disclosed $25,291,365 ($25.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gen Digital Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/849399/000114036126029830/0001140361-26-029830-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"048add80f91e930900c9e8abb0644dde","headline":"Horace Mann Educators Corporation: $5,081,705 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Horace Mann Educators Corporation disclosed $5,081,705 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Horace Mann Educators Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/850141/000085014126000014/0000850141-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"896df70f13ef9ca90ebafda501301c49","headline":"Exponent, Inc.: $3,589,062 total compensation for the principal executive officer, fiscal year ended 2022-12-30","summary":"Exponent, Inc. disclosed $3,589,062 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Exponent, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/851520/000119312526163945/0001193125-26-163945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4a2def005122a6014af544b598cfab5e","headline":"CATHAY GENERAL BANCORP: $3,620,254 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CATHAY GENERAL BANCORP disclosed $3,620,254 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CATHAY GENERAL BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/861842/000143774926012477/0001437749-26-012477-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5abd351f17f236f4821f96f5bed92d1e","headline":"FINANCIAL INSTITUTIONS, INC.: $1,490,677 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FINANCIAL INSTITUTIONS, INC. disclosed $1,490,677 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FINANCIAL INSTITUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/862831/000119312526143723/0001193125-26-143723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9fc9319906ba08b3abffc49037a940b7","headline":"Trimble Inc.: $16,134,366 total compensation for the principal executive officer, fiscal year ended 2022-12-30","summary":"Trimble Inc. disclosed $16,134,366 ($16.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trimble Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864749/000086474926000042/0000864749-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"98cb3587b65804e097c428eb57fa0cc0","headline":"FLEX LTD.: $15,597,911 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"FLEX LTD. disclosed $15,597,911 ($15.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLEX LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/866374/000130817926000365/0001308179-26-000365-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5eb05598ae23ec992881ea55716e21c8","headline":"Dorman Products, Inc.: $3,079,982 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Dorman Products, Inc. disclosed $3,079,982 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorman Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/868780/000114036126013339/0001140361-26-013339-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0b67353c9c4c512d2633c8ca686856b8","headline":"REGENERON PHARMACEUTICALS, INC.: $7,004,069 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"REGENERON PHARMACEUTICALS, INC. disclosed $7,004,069 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REGENERON PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/872589/000130817926000340/0001308179-26-000340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"98a527dc332fec2b0c51d90d7e6d6a08","headline":"SAREPTA THERAPEUTICS, INC.: $124,938,694 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SAREPTA THERAPEUTICS, INC. disclosed $124,938,694 ($124.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAREPTA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873303/000119312526177247/0001193125-26-177247-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ee93f1c81cb3c74b56bfddbc9603f943","headline":"ONITY     GROUP INC.: $6,029,718 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ONITY     GROUP INC. disclosed $6,029,718 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ONITY     GROUP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873860/000149315226016598/0001493152-26-016598-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f10b9b8ce791f16e8938284ada094da0","headline":"Ionis Pharmaceuticals, Inc.: $7,264,496 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Ionis Pharmaceuticals, Inc. disclosed $7,264,496 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ionis Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874015/000114036126016388/0001140361-26-016388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c18f613fe49d545491d57af2ed15afd3","headline":"OCTAVE SPECIALTY GROUP, INC.: $6,185,762 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OCTAVE SPECIALTY GROUP, INC. disclosed $6,185,762 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OCTAVE SPECIALTY GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874501/000162828026024684/0001628280-26-024684-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"265979879b7477a2d72adb57faa98de7","headline":"The Hartford Insurance Group, Inc.: $16,086,469 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"The Hartford Insurance Group, Inc. disclosed $16,086,469 ($16.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Hartford Insurance Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874766/000087476626000025/0000874766-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ed7536bf118d9f8f0e8c1361c0afb7b8","headline":"CORVEL CORPORATION: $2,090,066 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"CORVEL CORPORATION disclosed $2,090,066 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORVEL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874866/000119312526285509/0001193125-26-285509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d2ecee7e24835077721f36b11b0e83b2","headline":"Monro, Inc.: $1,559,720 total compensation for the principal executive officer, fiscal year ended 2023-03-25","summary":"Monro, Inc. disclosed $1,559,720 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876427/000119312526293555/0001193125-26-293555-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-25","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8c3ac2dd2ab39607774131d912281c7c","headline":"STAGWELL INC: $6,744,738 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"STAGWELL INC disclosed $6,744,738 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STAGWELL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876883/000110465926050360/0001104659-26-050360-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f72174b186eb15020cf3f2dfa1f901d5","headline":"KIMCO     REALTY CORP: $11,630,048 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"KIMCO     REALTY CORP disclosed $11,630,048 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KIMCO     REALTY CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879101/000120677426000197/0001206774-26-000197-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"09ae7b29af98b375211734a9ea7e8598","headline":"ATN International, Inc.: $3,231,728 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ATN International, Inc. disclosed $3,231,728 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATN International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879585/000110465926050554/0001104659-26-050554-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d2c8e8aae36b8fdda8e90b8397c2785b","headline":"WisdomTree, Inc.: $5,448,889 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"WisdomTree, Inc. disclosed $5,448,889 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WisdomTree, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880631/000121465926005251/0001214659-26-005251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"75461d6926b867a9defb02af5c2ad869","headline":"American Superconductor Corporation: $3,297,209 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"American Superconductor Corporation disclosed $3,297,209 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Superconductor Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880807/000119312526275809/0001193125-26-275809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d1257c6b25078d442f87febe8a4c4dd6","headline":"BIOCRYST PHARMACEUTICALS, INC.: $6,982,994 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BIOCRYST PHARMACEUTICALS, INC. disclosed $6,982,994 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIOCRYST PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882796/000162828026026822/0001628280-26-026822-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8253c5e7698e0e9f63021a2deca60927","headline":"ROPER TECHNOLOGIES, INC.: $21,893,365 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ROPER TECHNOLOGIES, INC. disclosed $21,893,365 ($21.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROPER TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882835/000119312526145481/0001193125-26-145481-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7fb0298d2b3564f718c7b3d6dbdaab83","headline":"VIRTUS INVESTMENT PARTNERS, INC.: $6,515,250 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VIRTUS INVESTMENT PARTNERS, INC. disclosed $6,515,250 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VIRTUS INVESTMENT PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883237/000119312526145685/0001193125-26-145685-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"946ecb1a8ae791231c3c5beb98638aa7","headline":"BUCKLE, INC: $10,997,640 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"BUCKLE, INC disclosed $10,997,640 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUCKLE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885245/000088524526000016/0000885245-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c107707cf037c4fe582153efffb3fdb0","headline":"U S PHYSICAL THERAPY INC /NV: $2,408,584 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"U S PHYSICAL THERAPY INC /NV disclosed $2,408,584 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"U S PHYSICAL THERAPY INC /NV","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885978/000114036126014952/0001140361-26-014952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0d74b41c5b6c0a3376b79e8f64d0dd9f","headline":"The Cheesecake Factory Incorporated: $7,181,744 total compensation for the principal executive officer, fiscal year ended 2023-01-03","summary":"The Cheesecake Factory Incorporated disclosed $7,181,744 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Cheesecake Factory Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887596/000110465926042016/0001104659-26-042016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-03","captured_at":"2026-07-28 21:29:45"},{"signal_id":"40878d6815350e0e442150b78d1838dd","headline":"FTI CONSULTING, INC.: $9,135,687 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FTI CONSULTING, INC. disclosed $9,135,687 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FTI CONSULTING, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887936/000119312526165147/0001193125-26-165147-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c5bac0383ba5316dfa34f773740b9c1a","headline":"OMEGA HEALTHCARE INVESTORS INC: $11,001,108 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OMEGA HEALTHCARE INVESTORS INC disclosed $11,001,108 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMEGA HEALTHCARE INVESTORS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/888491/000110465926045753/0001104659-26-045753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"af6edde099e14bfb3ea7711610500f0f","headline":"PATTERSON-UTI ENERGY, INC.: $10,968,467 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PATTERSON-UTI ENERGY, INC. disclosed $10,968,467 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PATTERSON-UTI ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/889900/000088990026000020/0000889900-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"acde9ed104e97d66525f07314d03ff21","headline":"Everforth, Inc.: $8,420,365 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Everforth, Inc. disclosed $8,420,365 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everforth, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/890564/000089056426000031/0000890564-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7f9bb7ea99f89d49c43117132c6fc599","headline":"Match Group, Inc.: $23,921,211 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Match Group, Inc. disclosed $23,921,211 ($23.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Match Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891103/000089110326000066/0000891103-26-000066-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"10d7667e9a65ce092bfe87eb85dc9fc6","headline":"UNIVERSAL INSURANCE HOLDINGS, INC.: $3,578,393 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UNIVERSAL INSURANCE HOLDINGS, INC. disclosed $3,578,393 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL INSURANCE HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891166/000119312526177529/0001193125-26-177529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a06790ac6db4df14172acfefe5db2a86","headline":"Rocky Brands, Inc.: $641,072 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Rocky Brands, Inc. disclosed $641,072 ($641K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rocky Brands, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/895456/000143774926013668/0001437749-26-013668-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"45af8dd5877828d0c2d2f6e1e2badbd8","headline":"REINSURANCE GROUP OF AMERICA,INCORPORATED: $11,354,662 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"REINSURANCE GROUP OF AMERICA,INCORPORATED disclosed $11,354,662 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REINSURANCE GROUP OF AMERICA,INCORPORATED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898174/000089817426000017/0000898174-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"61c3b18c127ae6317a1aeeb0022f7000","headline":"Anika Therapeutics, Inc.: $5,940,722 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Anika Therapeutics, Inc. disclosed $5,940,722 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Anika Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898437/000114036126017488/0001140361-26-017488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cd2a3e93e68e4f6dac92d2d616e99551","headline":"The Allstate Corporation: $15,005,001 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"The Allstate Corporation disclosed $15,005,001 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Allstate Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899051/000089905126000063/0000899051-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b85bff8c7491454401753978f2f4c4e5","headline":"MANNKIND CORPORATION: $3,905,058 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MANNKIND CORPORATION disclosed $3,905,058 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MANNKIND CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899460/000119312526145613/0001193125-26-145613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5c1a4e2a862b1e8a0338f0f2c4369686","headline":"VORNADO REALTY TRUST: $9,929,707 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VORNADO REALTY TRUST disclosed $9,929,707 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VORNADO REALTY TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899689/000110465926040386/0001104659-26-040386-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"bad2bd470dd877b601ce54b2431a4d75","headline":"TITAN INTERNATIONAL INC: $3,310,256 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TITAN INTERNATIONAL INC disclosed $3,310,256 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899751/000089975126000033/0000899751-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b198d74354436c1d14fbe3af8fa09f79","headline":"Myriad Genetics, Inc.: $11,391,188 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Myriad Genetics, Inc. disclosed $11,391,188 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Myriad Genetics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899923/000089992326000031/0000899923-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9375e96d24364437cc95c5362dcc5b55","headline":"Innodata Inc.: $3,628,930 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Innodata Inc. disclosed $3,628,930 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Innodata Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/903651/000110465926048201/0001104659-26-048201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7294af90ba8ebb2c7dd830a4694ffba6","headline":"EQUITY RESIDENTIAL: $11,235,084 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EQUITY RESIDENTIAL disclosed $11,235,084 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EQUITY RESIDENTIAL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906107/000119312526155007/0001193125-26-155007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c7e97c4eb9a9841c9ec3cd3bf934f5bd","headline":"Nektar Therapeutics: $11,275,830 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Nektar Therapeutics disclosed $11,275,830 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nektar Therapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906709/000114036126016708/0001140361-26-016708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"478cb0dc6aff9acddd52f77b1235d4b7","headline":"Monarch Casino & Resort, Inc.: $3,496,113 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Monarch Casino & Resort, Inc. disclosed $3,496,113 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monarch Casino & Resort, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/907242/000110465926042561/0001104659-26-042561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b3346b91d3af4fb620841612f41278c0","headline":"Sirius XM Holdings Inc.: $6,013,500 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Sirius XM Holdings Inc. disclosed $6,013,500 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sirius XM Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908937/000110465926041777/0001104659-26-041777-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5350454fc832b28c314e64ada808e6dc","headline":"DIAMOND HILL INVESTMENT GROUP, INC.: $3,999,171 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DIAMOND HILL INVESTMENT GROUP, INC. disclosed $3,999,171 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIAMOND HILL INVESTMENT GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/909108/000119312526152869/0001193125-26-152869-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"95aa2251d1f16a99e454dd5576ca2e4d","headline":"MEDIFAST, INC.: $5,940,235 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MEDIFAST, INC. disclosed $5,940,235 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDIFAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910329/000162828026023890/0001628280-26-023890-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"39151758e6d71c5d0edeb7aaef50d148","headline":"DECKERS OUTDOOR CORPORATION: $11,391,476 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"DECKERS OUTDOOR CORPORATION disclosed $11,391,476 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DECKERS OUTDOOR CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910521/000091052126000018/0000910521-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"11b4d6d7475ae6a1ced36971084284e1","headline":"CBL & ASSOCIATES PROPERTIES, INC.: $11,213,094 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CBL & ASSOCIATES PROPERTIES, INC. disclosed $11,213,094 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CBL & ASSOCIATES PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910612/000119312526170410/0001193125-26-170410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"007ab55c4a4ad7ba7a2acddf399b45e8","headline":"3D SYSTEMS CORPORATION: $5,687,163 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"3D SYSTEMS CORPORATION disclosed $5,687,163 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"3D SYSTEMS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910638/000119312526146294/0001193125-26-146294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c2e81cf519e760578795d24824d8be16","headline":"CASELLA WASTE SYSTEMS, INC.: $4,120,071 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CASELLA WASTE SYSTEMS, INC. disclosed $4,120,071 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASELLA WASTE SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911177/000119312526161565/0001193125-26-161565-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"75fdfe347ca21f07edd5848309eafaff","headline":"Gibraltar Industries, Inc.: $4,498,650 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Gibraltar Industries, Inc. disclosed $4,498,650 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gibraltar Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/912562/000091256226000083/0000912562-26-000083-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c2f97a2e75b94b640d42c333f9264243","headline":"Steven Madden, Ltd.: $7,609,075 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Steven Madden, Ltd. disclosed $7,609,075 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Steven Madden, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913241/000149315226015299/0001493152-26-015299-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f4831067f14f54234485c9daa21ff906","headline":"CLARUS CORPORATION: $8,314,008 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CLARUS CORPORATION disclosed $8,314,008 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLARUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913277/000110465926048192/0001104659-26-048192-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"08d9425e1e8df527bffc8980f727a084","headline":"UFP TECHNOLOGIES, INC.: $4,300,557 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UFP TECHNOLOGIES, INC. disclosed $4,300,557 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UFP TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914156/000162828026028710/0001628280-26-028710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"11ac4ccc23d6118705092250c5119614","headline":"Martin Marietta Materials, Inc.: $12,784,251 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Martin Marietta Materials, Inc. disclosed $12,784,251 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Martin Marietta Materials, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/916076/000119312526157039/0001193125-26-157039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"66410dbd724fa32e8514d9d25d5e84ae","headline":"EAGLE MATERIALS INC.: $7,997,493 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"EAGLE MATERIALS INC. disclosed $7,997,493 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAGLE MATERIALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/918646/000119312526271073/0001193125-26-271073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fd3ff0f65aaa6f6df1d51a08f818fd13","headline":"AMERICAN EAGLE OUTFITTERS, INC.: $9,776,540 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"AMERICAN EAGLE OUTFITTERS, INC. disclosed $9,776,540 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN EAGLE OUTFITTERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/919012/000119312526227158/0001193125-26-227158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c89ed748cdf29f05fb8b78a49ee33334","headline":"Labcorp Holdings Inc.: $14,927,297 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Labcorp Holdings Inc. disclosed $14,927,297 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Labcorp Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/920148/000119312526150752/0001193125-26-150752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7f6280fdea948ad6c19433706c920d2d","headline":"IMAX CORPORATION: $8,038,004 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"IMAX CORPORATION disclosed $8,038,004 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMAX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921582/000162828026027220/0001628280-26-027220-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3eea241148161848e0da753d870617ee","headline":"PENN ENTERTAINMENT, INC.: $14,075,614 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PENN ENTERTAINMENT, INC. disclosed $14,075,614 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PENN ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921738/000114036126016846/0001140361-26-016846-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"bc5e11ec7847abbf9c6220e1c130e3bb","headline":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY: $2,858,721 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY disclosed $2,858,721 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/922864/000119312526177149/0001193125-26-177149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f8ab743e1e3280f0b6d3fa6917acf9d1","headline":"OMNICELL, INC.: $7,902,397 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OMNICELL, INC. disclosed $7,902,397 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMNICELL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/926326/000110465926042631/0001104659-26-042631-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"357300d3694d83359abf80cb3e00ef07","headline":"DAVITA INC.: $2,984,581 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DAVITA INC. disclosed $2,984,581 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAVITA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927066/000092706626000053/0000927066-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"34b004458b37b38110812f1a58858f5e","headline":"McKESSON CORPORATION: $20,221,325 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"McKESSON CORPORATION disclosed $20,221,325 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McKESSON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927653/000092765326000169/0000927653-26-000169-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4d7edfc0d308a4a2ef628f62b4ae923d","headline":"CONSOLIDATED WATER CO. LTD.: $1,331,100 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CONSOLIDATED WATER CO. LTD. disclosed $1,331,100 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSOLIDATED WATER CO. LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928340/000110465926046528/0001104659-26-046528-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1764908a4751d728ae82589c1a8a2230","headline":"Covenant Logistics Group, Inc.: $2,116,809 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Covenant Logistics Group, Inc. disclosed $2,116,809 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Covenant Logistics Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928658/000143774926011971/0001437749-26-011971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3a86268db1951ad5c4257dcf9cd78c92","headline":"WESCO INTERNATIONAL, INC.: $11,162,279 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"WESCO INTERNATIONAL, INC. disclosed $11,162,279 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WESCO INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/929008/000119312526159688/0001193125-26-159688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"396886522fba362a5dc7c8b54fa55e15","headline":"RCI Hospitality Holdings, Inc.: $3,419,853 total compensation for the principal executive officer, fiscal year ended 2022-09-30","summary":"RCI Hospitality Holdings, Inc. disclosed $3,419,853 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RCI Hospitality Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/935419/000162828026047485/0001628280-26-047485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-09-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2c5747e318120a1b20a641790b8114e5","headline":"EXELIXIS, INC.: $16,877,545 total compensation for the principal executive officer, fiscal year ended 2022-12-30","summary":"EXELIXIS, INC. disclosed $16,877,545 ($16.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXELIXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/939767/000093976726000046/0000939767-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"78b1538250c4657f75b030758bfb6641","headline":"CIVISTA BANCSHARES, INC.: $923,664 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CIVISTA BANCSHARES, INC. disclosed $923,664 ($924K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CIVISTA BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944745/000119312526145510/0001193125-26-145510-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c010ce892df0fc3f11da21650357221d","headline":"OPKO Health, Inc.: $972,200 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OPKO Health, Inc. disclosed $972,200 ($972K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPKO Health, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944809/000119312526197120/0001193125-26-197120-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a0e5ca4cfa7990b4fd8d4c647d9129bc","headline":"CLIMB GLOBAL SOLUTIONS, INC.: $1,482,930 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CLIMB GLOBAL SOLUTIONS, INC. disclosed $1,482,930 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLIMB GLOBAL SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/945983/000114036126016707/0001140361-26-016707-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a54a0af31f5974decfeabfb5a9978d57","headline":"Take-Two Interactive Software, Inc.: $115,015 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Take-Two Interactive Software, Inc. disclosed $115,015 ($115K) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Take-Two Interactive Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946581/000162828026049813/0001628280-26-049813-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"bf45eb77ce6c3613862c49acfc50530f","headline":"BANNER CORPORATION: $3,123,768 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BANNER CORPORATION disclosed $3,123,768 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANNER CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946673/000094667326000114/0000946673-26-000114-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1cacd5d5bbce1a9055a7fde131080a56","headline":"HENRY SCHEIN, INC.: $8,255,135 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HENRY SCHEIN, INC. disclosed $8,255,135 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HENRY SCHEIN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000228/000119312526146317/0001193125-26-146317-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"976e93681968436b90b6404b5145703e","headline":"INSPERITY, INC.: $10,700,380 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INSPERITY, INC. disclosed $10,700,380 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPERITY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000753/000100075326000043/0001000753-26-000043-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"db58f075bcbc2846926ef4c431daf4d2","headline":"TG THERAPEUTICS, INC.: $10,435,150 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TG THERAPEUTICS, INC. disclosed $10,435,150 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TG THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001316/000143774926014233/0001437749-26-014233-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"109c181f8912a1f922165dff17d4c19b","headline":"NWPX INFRASTRUCTURE, INC.: $2,534,019 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NWPX INFRASTRUCTURE, INC. disclosed $2,534,019 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NWPX INFRASTRUCTURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001385/000143774926013175/0001437749-26-013175-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9cb8b49445329f0b8cb77cd7f533fd37","headline":"Riley Exploration Permian, Inc.: $1,957,418 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Riley Exploration Permian, Inc. disclosed $1,957,418 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Riley Exploration Permian, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001614/000114036126014090/0001140361-26-014090-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a27cc3d58d1682b5d0fe20e56945ec71","headline":"SOUTHERN COPPER CORP/: $1,220,954 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SOUTHERN COPPER CORP/ disclosed $1,220,954 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUTHERN COPPER CORP/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001838/000110465926044982/0001104659-26-044982-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3ca4f9334702fe8800aa8a199a94bffb","headline":"NetApp, Inc.: $11,364,543 total compensation for the principal executive officer, fiscal year ended 2023-04-28","summary":"NetApp, Inc. disclosed $11,364,543 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NetApp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1002047/000119312526321210/0001193125-26-321210-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ced9175725182c76cf9e17409526c585","headline":"AFFILIATED MANAGERS GROUP, INC.: $13,743,212 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AFFILIATED MANAGERS GROUP, INC. disclosed $13,743,212 ($13.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AFFILIATED MANAGERS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004434/000162828026025798/0001628280-26-025798-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9696d661afe3d7d9ef39a91a47e6d59b","headline":"OceanFirst Financial Corp.: $3,061,528 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OceanFirst Financial Corp. disclosed $3,061,528 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OceanFirst Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004702/000130817926000348/0001308179-26-000348-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d1988862e4454bc6ad23c750e8876d53","headline":"Columbus McKinnon Corporation: $4,973,892 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Columbus McKinnon Corporation disclosed $4,973,892 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Columbus McKinnon Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005229/000100522926000032/0001005229-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d3709730c249d2d889fea2bb6679427e","headline":"UNIVERSAL DISPLAY CORPORATION: $9,779,152 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UNIVERSAL DISPLAY CORPORATION disclosed $9,779,152 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL DISPLAY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005284/000119312526173622/0001193125-26-173622-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1818c48fc6ce6a4b1fcf9bee92ef9cc2","headline":"Tompkins Financial Corporation: $1,762,316 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Tompkins Financial Corporation disclosed $1,762,316 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tompkins Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005817/000114036126013350/0001140361-26-013350-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5025337ebf99465716cb919620f92909","headline":"SIGA Technologies, Inc.: $1,738,912 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SIGA Technologies, Inc. disclosed $1,738,912 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIGA Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1010086/000114036126017421/0001140361-26-017421-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"63297c6324b925b379d906b2bf276827","headline":"Rush Enterprises, Inc.: $10,318,263 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Rush Enterprises, Inc. disclosed $10,318,263 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1012019/000143774926011610/0001437749-26-011610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"42d7ba7a819afcf37010a8d5ea45bfdb","headline":"PEGASYSTEMS INC.: $7,448,708 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PEGASYSTEMS INC. disclosed $7,448,708 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PEGASYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013857/000101385726000031/0001013857-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2136a9b4efad865968d1397cd584e58c","headline":"VERISIGN INC/CA: $11,279,094 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VERISIGN INC/CA disclosed $11,279,094 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERISIGN INC/CA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014473/000101447326000013/0001014473-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"caaf92a52ec2a4c44325d57950204461","headline":"OPTION CARE HEALTH, INC.: $6,754,639 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OPTION CARE HEALTH, INC. disclosed $6,754,639 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPTION CARE HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014739/000114036126013825/0001140361-26-013825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4ebc089b2eda03cd04e1b81f0404df2a","headline":"Abercrombie & Fitch Co.: $11,034,157 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"Abercrombie & Fitch Co. disclosed $11,034,157 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Abercrombie & Fitch Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018840/000101884026000022/0001018840-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d0a4b975ce760fd6d55e4202b0816461","headline":"AMERISAFE, Inc.: $1,525,516 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AMERISAFE, Inc. disclosed $1,525,516 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERISAFE, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018979/000119312526177410/0001193125-26-177410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0fa01ea4fe9fd4070d110f49a197807e","headline":"CERUS CORPORATION: $5,263,599 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CERUS CORPORATION disclosed $5,263,599 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CERUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020214/000102021426000011/0001020214-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cdee359ba0f68d8372dad33cd48cdb56","headline":"DXP Enterprises, Inc.: $3,417,956 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DXP Enterprises, Inc. disclosed $3,417,956 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DXP Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020710/000162828026029008/0001628280-26-029008-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"20d20712434018a6d7c3de59b352bb9f","headline":"NOV Inc.: $13,071,897 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NOV Inc. disclosed $13,071,897 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NOV Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1021860/000119312526148884/0001193125-26-148884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"249a84a44fa5699107d6fbb78e5b4550","headline":"ePlus inc.: $4,422,225 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"ePlus inc. disclosed $4,422,225 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ePlus inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022408/000114036126029593/0001140361-26-029593-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9b33a9a5632691c246f38ed287dce20d","headline":"Euronet Worldwide, Inc.: $13,817,351 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Euronet Worldwide, Inc. disclosed $13,817,351 ($13.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Euronet Worldwide, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1029199/000155485526000595/0001554855-26-000595-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9d6f18856012b5f07469ec2f63fc32cf","headline":"Celestica Inc.: $12,037,172 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Celestica Inc. disclosed $12,037,172 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celestica Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030894/000103089426000018/0001030894-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f4028506b2a81bc2dd49a1a7dd53f17a","headline":"SLM Corporation: $7,809,136 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SLM Corporation disclosed $7,809,136 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SLM Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1032033/000119312526182200/0001193125-26-182200-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"924e040a6bcaa27c5a2e2995a99ec8e6","headline":"California Water Service Group: $3,351,529 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"California Water Service Group disclosed $3,351,529 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"California Water Service Group","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035201/000110465926040708/0001104659-26-040708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0e06b113376d15c11170f417ed4215e3","headline":"Comfort Systems USA, Inc.: $5,386,708 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Comfort Systems USA, Inc. disclosed $5,386,708 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comfort Systems USA, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035983/000130817926000245/0001308179-26-000245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"be8268b73cf4d0560e3a1903a09cb3ae","headline":"RALPH LAUREN CORPORATION: $14,471,356 total compensation for the principal executive officer, fiscal year ended 2023-04-01","summary":"RALPH LAUREN CORPORATION disclosed $14,471,356 ($14.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RALPH LAUREN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037038/000114036126025788/0001140361-26-025788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-01","captured_at":"2026-07-28 21:29:45"},{"signal_id":"77fc4ef2cda4772e232dea905acbf1d8","headline":"BXP, INC.: $13,050,788 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BXP, INC. disclosed $13,050,788 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BXP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037540/000103754026000010/0001037540-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fc95cd0067a8d5bb17c46e7d11d46d8c","headline":"Jones Lang LaSalle Incorporated: $12,055,766 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Jones Lang LaSalle Incorporated disclosed $12,055,766 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jones Lang LaSalle Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037976/000103797626000099/0001037976-26-000099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fd5ae01f97eda034d52703ca7fe473a4","headline":"SmartFinancial, Inc.: $1,011,283 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SmartFinancial, Inc. disclosed $1,011,283 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SmartFinancial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1038773/000110465926040440/0001104659-26-040440-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"12c388a022dbc74cbb92b8263afa2152","headline":"SL Green Realty Corp.: $16,660,855 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SL Green Realty Corp. disclosed $16,660,855 ($16.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SL Green Realty Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040971/000110465926046866/0001104659-26-046866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f462f2c7ade5361443026e8845d3ad86","headline":"Annaly Capital Management, Inc.: $14,323,682 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Annaly Capital Management, Inc. disclosed $14,323,682 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Annaly Capital Management, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043219/000110465926052954/0001104659-26-052954-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b59e7e4f93c641933ac2ce79b47f076d","headline":"NVIDIA CORPORATION: $21,356,924 total compensation for the principal executive officer, fiscal year ended 2023-01-29","summary":"NVIDIA CORPORATION disclosed $21,356,924 ($21.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NVIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045810/000104581026000036/0001045810-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-29","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b5d843cc57007277740da88fc8d8b7c7","headline":"Ingredion Incorporated: $9,476,866 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Ingredion Incorporated disclosed $9,476,866 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ingredion Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046257/000104625726000151/0001046257-26-000151-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"65e8523dfcc55e6748888454f353a34e","headline":"CHOICE HOTELS INTERNATIONAL INC /DE: $37,993,749 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CHOICE HOTELS INTERNATIONAL INC /DE disclosed $37,993,749 ($38.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHOICE HOTELS INTERNATIONAL INC /DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046311/000104631126000013/0001046311-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cc7c4a72fdbad9ff9179e1b43b88563f","headline":"FRESH DEL MONTE PRODUCE INC.: $6,130,560 total compensation for the principal executive officer, fiscal year ended 2022-12-30","summary":"FRESH DEL MONTE PRODUCE INC. disclosed $6,130,560 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRESH DEL MONTE PRODUCE INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1047340/000119312526175837/0001193125-26-175837-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"655d0730c2c609dfb2c7958f96d13190","headline":"COMPX INTERNATIONAL INC: $1,258,883 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COMPX INTERNATIONAL INC disclosed $1,258,883 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMPX INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1049606/000104960626000007/0001049606-26-000007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a4a598b155ace46942f2c275ee5b5864","headline":"COLUMBIA SPORTSWEAR COMPANY: $2,764,214 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COLUMBIA SPORTSWEAR COMPANY disclosed $2,764,214 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA SPORTSWEAR COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050797/000105079726000062/0001050797-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"da8a150ba0e95a4f8370bd361f566ce7","headline":"Quanta Services, Inc.: $12,038,960 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Quanta Services, Inc. disclosed $12,038,960 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quanta Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050915/000119312526150293/0001193125-26-150293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9c49739e325917c2d139828151ac00f2","headline":"Crown Castle Inc.: $12,450,777 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Crown Castle Inc. disclosed $12,450,777 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crown Castle Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1051470/000105147026000039/0001051470-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f3cb7059d189f8b33f837c8df8aab32b","headline":"CRA INTERNATIONAL, INC.: $3,794,707 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CRA INTERNATIONAL, INC. disclosed $3,794,707 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRA INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053706/000110465926048570/0001104659-26-048570-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e868531182d7e490e350a7022d71cabf","headline":"MFA FINANCIAL, INC.: $6,262,232 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MFA FINANCIAL, INC. disclosed $6,262,232 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MFA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1055160/000114036126015388/0001140361-26-015388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ef45cdefe29c4d93b59cd8ae198afa18","headline":"Peoples Financial Services Corp.: $992,140 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Peoples Financial Services Corp. disclosed $992,140 ($992K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Peoples Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056943/000110465926041794/0001104659-26-041794-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a363576eab103fc87a76d1f9159cc56b","headline":"COSTAR GROUP, INC.: $19,420,514 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COSTAR GROUP, INC. disclosed $19,420,514 ($19.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COSTAR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1057352/000119312526197205/0001193125-26-197205-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8fc39961e82ef9fa1f2be0bf7a1a487f","headline":"Cytokinetics, Incorporated: $8,543,066 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Cytokinetics, Incorporated disclosed $8,543,066 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytokinetics, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1061983/000114036126015364/0001140361-26-015364-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fd8ea87327ed900f637bc04b57f315fe","headline":"Centrus Energy Corp.: $2,053,876 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Centrus Energy Corp. disclosed $2,053,876 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Centrus Energy Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065059/000162828026027241/0001628280-26-027241-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4466c3c03bd5a85a428d24f337c30c37","headline":"eBay Inc.: $16,950,325 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"eBay Inc. disclosed $16,950,325 ($17.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"eBay Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065088/000155278126000285/0001552781-26-000285-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3203b959bad401c701f83314dd10b0fa","headline":"EAST WEST BANCORP, INC.: $9,076,408 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EAST WEST BANCORP, INC. disclosed $9,076,408 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAST WEST BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069157/000207709626000050/0002077096-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2acc1a4744aa9aa8ec015f34462b7567","headline":"Axon Enterprise, Inc.: $33,203 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Axon Enterprise, Inc. disclosed $33,203 ($33K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Axon Enterprise, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069183/000162828026025521/0001628280-26-025521-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5f85ae6240584cf0714fe56468512643","headline":"PLAINS ALL AMERICAN PIPELINE LP: $8,296,140 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PLAINS ALL AMERICAN PIPELINE LP disclosed $8,296,140 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS ALL AMERICAN PIPELINE LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070423/000110465926041710/0001104659-26-041710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"db90dd902ffbcd51a9d4fdbb7170877f","headline":"Host Hotels & Resorts, Inc.: $14,474,484 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Host Hotels & Resorts, Inc. disclosed $14,474,484 ($14.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Host Hotels & Resorts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070750/000107075026000062/0001070750-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c10dee1998104e4d79cd3163ea847f5f","headline":"Booking Holdings Inc.: $31,519,648 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Booking Holdings Inc. disclosed $31,519,648 ($31.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Booking Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1075531/000130817926000310/0001308179-26-000310-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"858a702c2ef610f745a884b7fd71bddd","headline":"Novanta Inc.: $7,302,035 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Novanta Inc. disclosed $7,302,035 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Novanta Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1076930/000119312526175367/0001193125-26-175367-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cc4cf61d09c3862863478ec28c5febf1","headline":"Hooker Furnishings Corporation: $1,186,994 total compensation for the principal executive officer, fiscal year ended 2023-01-29","summary":"Hooker Furnishings Corporation disclosed $1,186,994 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hooker Furnishings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1077688/000118518526001762/0001185185-26-001762-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-29","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fdd8b8584f98e143445ab75fa4131d61","headline":"NETSCOUT SYSTEMS, INC.: $4,509,598 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"NETSCOUT SYSTEMS, INC. disclosed $4,509,598 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NETSCOUT SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1078075/000119312526316095/0001193125-26-316095-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7cd9c7563f6d9be37b57f287ba6f61d3","headline":"United Therapeutics Corporation: $5,322,204 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"United Therapeutics Corporation disclosed $5,322,204 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Therapeutics Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1082554/000108255426000009/0001082554-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c49b27b54c8869ee1f8c5ec71ce232f4","headline":"ENCORE CAPITAL GROUP, INC.: $5,101,918 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ENCORE CAPITAL GROUP, INC. disclosed $5,101,918 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENCORE CAPITAL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084961/000108496126000030/0001084961-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b030e99f28c3e7d6e979992d250e1a44","headline":"NATURAL GAS SERVICES GROUP, INC.: $1,379,126 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NATURAL GAS SERVICES GROUP, INC. disclosed $1,379,126 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATURAL GAS SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084991/000108499126000032/0001084991-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ce766fb4a6f9b5d425d846ea722d8b2f","headline":"Corcept Therapeutics Incorporated: $7,352,757 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Corcept Therapeutics Incorporated disclosed $7,352,757 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corcept Therapeutics Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1088856/000162828026025735/0001628280-26-025735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f6a75817e993672e95eabf0d401628d1","headline":"Southern First Bancshares, Inc.: $930,645 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Southern First Bancshares, Inc. disclosed $930,645 ($931K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern First Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090009/000120677426000194/0001206774-26-000194-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"21d65a2b51373f5f09bcbf3b783991e5","headline":"DEVON ENERGY CORP/DE: $14,525 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DEVON ENERGY CORP/DE disclosed $14,525 ($15K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DEVON ENERGY CORP/DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090012/000110465926067065/0001104659-26-067065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"844192b60aa1ae4d73f48585764dcff6","headline":"SPS COMMERCE, INC.: $6,066,081 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SPS COMMERCE, INC. disclosed $6,066,081 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPS COMMERCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1092699/000109269926000029/0001092699-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ac542965d6336dcfb14197fa586a5d50","headline":"PLUG POWER INC.: $766,555 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PLUG POWER INC. disclosed $766,555 ($767K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLUG POWER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1093691/000110465926052851/0001104659-26-052851-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0a16a86683e6d3d7d013b386d90b6b7d","headline":"BGC Group, Inc.: $13,000,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BGC Group, Inc. disclosed $13,000,000 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BGC Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1094831/000121390026048621/0001213900-26-048621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b534ad0e4c5cb5047f66e616113a3dc7","headline":"Everest Group, Ltd.: $9,106,199 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Everest Group, Ltd. disclosed $9,106,199 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everest Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095073/000162828026024596/0001628280-26-024596-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"659d083b77ecb34a478218e1cc2b353f","headline":"HEALTHSTREAM, INC.: $749,901 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HEALTHSTREAM, INC. disclosed $749,901 ($750K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHSTREAM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095565/000143774926012017/0001437749-26-012017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"55a6de144abd420dda936eb436fa0cf4","headline":"Align Technology, Inc.: $18,684,044 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Align Technology, Inc. disclosed $18,684,044 ($18.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Align Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1097149/000109714926000023/0001097149-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b5ad6ea6ca5aba8ba0bedd5a6b7dd1a8","headline":"METLIFE, INC.: $18,107,426 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"METLIFE, INC. disclosed $18,107,426 ($18.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"METLIFE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099219/000109921926000026/0001099219-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"abd47d75393b989d1fdb1e0861d8193a","headline":"MERCADOLIBRE, INC.: $8,270,567 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MERCADOLIBRE, INC. disclosed $8,270,567 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MERCADOLIBRE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099590/000109959026000010/0001099590-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"27d98260621fa31ee666c9e32e91f698","headline":"Bread Financial Holdings, Inc.: $8,694,682 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Bread Financial Holdings, Inc. disclosed $8,694,682 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bread Financial Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1101215/000119312526144512/0001193125-26-144512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a32270c384d1708c1f0da7037e26e486","headline":"NORTHERN OIL AND GAS, INC.: $2,920,473 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NORTHERN OIL AND GAS, INC. disclosed $2,920,473 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NORTHERN OIL AND GAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1104485/000110448526000013/0001104485-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"0374fba5784ed52b977b058237ab4355","headline":"TXNM Energy, Inc.: $6,596,575 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TXNM Energy, Inc. disclosed $6,596,575 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TXNM Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108426/000110842626000020/0001108426-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c547e9bb5be5ebea211a1d70ac4f2d80","headline":"HANMI FINANCIAL CORPORATION: $2,213,109 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HANMI FINANCIAL CORPORATION disclosed $2,213,109 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HANMI FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109242/000119312526157155/0001193125-26-157155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"718250e0c8b1aaf132504fe32c00e68b","headline":"VISTEON CORPORATION: $10,537,281 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VISTEON CORPORATION disclosed $10,537,281 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISTEON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111335/000111133526000021/0001111335-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"62f056992d8373650e551fc98a01cb3f","headline":"RxSight, Inc.: $1,025,471 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"RxSight, Inc. disclosed $1,025,471 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RxSight, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111485/000119312526187240/0001193125-26-187240-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c2cb0c8b5cec4de8b104a4ce7cc04534","headline":"Build-A-Bear Workshop, Inc.: $3,823,403 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Build-A-Bear Workshop, Inc. disclosed $3,823,403 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Build-A-Bear Workshop, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1113809/000143774926013976/0001437749-26-013976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"05fd9a6fc04d3073a4a0e8810a35aa9a","headline":"INTEGER HOLDINGS CORPORATION: $11,495,237 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INTEGER HOLDINGS CORPORATION disclosed $11,495,237 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTEGER HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114483/000111448326000009/0001114483-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3d0fce61613c1052051c9408bd34a95c","headline":"IMPINJ, INC.: $5,461,705 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"IMPINJ, INC. disclosed $5,461,705 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMPINJ, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114995/000119312526159032/0001193125-26-159032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9d501f0086471f114e9a2668549a32e9","headline":"Nasdaq, Inc.: $28,045,305 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Nasdaq, Inc. disclosed $28,045,305 ($28.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nasdaq, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120193/000162828026027245/0001628280-26-027245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2cd027f72f191e3374d7cd0d739add9a","headline":"PDF SOLUTIONS INC: $654,620 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PDF SOLUTIONS INC disclosed $654,620 ($655K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PDF SOLUTIONS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120914/000143774926013857/0001437749-26-013857-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9801f4618760e26ef22cfe5d505c230c","headline":"GARMIN LTD.: $4,585,595 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GARMIN LTD. disclosed $4,585,595 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARMIN LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1121788/000130817926000318/0001308179-26-000318-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"44c7dd2f626e7d887f0ac215c59dd137","headline":"CRYOPORT, INC.: $2,486,134 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CRYOPORT, INC. disclosed $2,486,134 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRYOPORT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124524/000114036126016129/0001140361-26-016129-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2dde7415665e46154177bb79b66591e4","headline":"NLIGHT, INC.: $3,419,436 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NLIGHT, INC. disclosed $3,419,436 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NLIGHT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124796/000112479626000018/0001124796-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fcb5eb2a223118fbe0089511a01b1e96","headline":"HOPE BANCORP, INC.: $3,560,324 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HOPE BANCORP, INC. disclosed $3,560,324 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HOPE BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128361/000153949726001123/0001539497-26-001123-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"35587f6bba6ce10bc75866169a2507b9","headline":"FLOWERS FOODS, INC.: $6,255,359 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FLOWERS FOODS, INC. disclosed $6,255,359 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLOWERS FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128928/000110465926043025/0001104659-26-043025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"6c19c68a8613a29030a0af185d5df42b","headline":"SIERRA BANCORP: $1,416,620 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SIERRA BANCORP disclosed $1,416,620 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIERRA BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130144/000110465926040182/0001104659-26-040182-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"298e91d16e1c6cb9d15a500ea41756c2","headline":"Nexstar Media Group, Inc.: $39,318,892 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Nexstar Media Group, Inc. disclosed $39,318,892 ($39.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nexstar Media Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1142417/000114241726000016/0001142417-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"eab9f9621c155d4bdd29c0a77750c0e3","headline":"APPLIED OPTOELECTRONICS, INC.: $2,157,067 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"APPLIED OPTOELECTRONICS, INC. disclosed $2,157,067 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPLIED OPTOELECTRONICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158114/000110465926048559/0001104659-26-048559-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7c029536c725c46d2452ac6cb45812d3","headline":"South Plains Financial, Inc.: $2,082,386 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"South Plains Financial, Inc. disclosed $2,082,386 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"South Plains Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163668/000114036126013355/0001140361-26-013355-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"32e99414ade4ad78ebd8f8db44212816","headline":"NABORS INDUSTRIES LTD.: $10,789,762 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NABORS INDUSTRIES LTD. disclosed $10,789,762 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NABORS INDUSTRIES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163739/000114036126016154/0001140361-26-016154-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3cdc2c0f88b16ab0b8e46c7cea151313","headline":"Comcast Corporation: $32,069,850 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Comcast Corporation disclosed $32,069,850 ($32.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comcast Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1166691/000119312526177138/0001193125-26-177138-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9af0d67c935059ed5b7df14314a21c16","headline":"COMMVAULT SYSTEMS INC: $10,852,803 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"COMMVAULT SYSTEMS INC disclosed $10,852,803 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMMVAULT SYSTEMS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1169561/000116956126000018/0001169561-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"56f129853636abcb1f995609f6845512","headline":"CORPAY, INC.: $3,986,998 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CORPAY, INC. disclosed $3,986,998 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORPAY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175454/000117545426000022/0001175454-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"73628c7e6e62d38ceeb4e6fb40a54cab","headline":"ARES MANAGEMENT CORPORATION: $34,601,100 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARES MANAGEMENT CORPORATION disclosed $34,601,100 ($34.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARES MANAGEMENT CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1176948/000162828026026286/0001628280-26-026286-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"889964ae7edd5958a51f6cba9d38a732","headline":"Alnylam Pharmaceuticals, Inc.: $4,588,810 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Alnylam Pharmaceuticals, Inc. disclosed $4,588,810 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alnylam Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178670/000162828026023923/0001628280-26-023923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f5b6da3bf842589e3de0baf692cb2f99","headline":"GLAUKOS Corp: $6,268,188 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GLAUKOS Corp disclosed $6,268,188 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GLAUKOS Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1192448/000119312526157829/0001193125-26-157829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"be7527b7ab3acaee0be591ed95f90b2a","headline":"American Public Education, Inc.: $3,359,173 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"American Public Education, Inc. disclosed $3,359,173 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Public Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1201792/000114036126013996/0001140361-26-013996-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c35c819442e78451cd7a3500bdc38f80","headline":"First Advantage Corporation: $757,623 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"First Advantage Corporation disclosed $757,623 ($758K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Advantage Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210677/000119312526177294/0001193125-26-177294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d032ed4b2dd71bf8ba8534727298170e","headline":"Western Alliance Bancorporation: $8,195,178 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Western Alliance Bancorporation disclosed $8,195,178 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Western Alliance Bancorporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1212545/000119312526170399/0001193125-26-170399-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4b5028d637344911aa43b237b660ed0e","headline":"Piper Sandler Companies: $11,109,428 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Piper Sandler Companies disclosed $11,109,428 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Piper Sandler Companies","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1230245/000110465926041101/0001104659-26-041101-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2e1e47fb15331f1428e278142eb05da0","headline":"Jazz Pharmaceuticals plc: $17,325,618 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Jazz Pharmaceuticals plc disclosed $17,325,618 ($17.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jazz Pharmaceuticals plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1232524/000123252426000029/0001232524-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e6008d3f2a835dbac2914816b5739420","headline":"ARBOR REALTY TRUST, INC.: $10,574,016 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARBOR REALTY TRUST, INC. disclosed $10,574,016 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARBOR REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1253986/000125398626000027/0001253986-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5dfa5f0ba933df075b93ed43a66f8dcd","headline":"FORTINET, INC.: $14,200,453 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FORTINET, INC. disclosed $14,200,453 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FORTINET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1262039/000207709626000106/0002077096-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"36e5b07fdbe108366347d6a312bfea54","headline":"Hilltop Holdings Inc.: $4,889,906 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Hilltop Holdings Inc. disclosed $4,889,906 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hilltop Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1265131/000110465926053118/0001104659-26-053118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"81f9eccfa53e6c5c46fd269d0fc1a4b7","headline":"Assurant, Inc.: $8,372,281 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Assurant, Inc. disclosed $8,372,281 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Assurant, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267238/000126723826000018/0001267238-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"57f32f98c7dbafcf3ee8abe2970381f8","headline":"COLLEGIUM PHARMACEUTICAL, INC.: $6,917,530 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COLLEGIUM PHARMACEUTICAL, INC. disclosed $6,917,530 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLLEGIUM PHARMACEUTICAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267565/000162828026024063/0001628280-26-024063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"19b43e64b034937f82356e9073b3ab22","headline":"ADAMAS TRUST, INC.: $4,770,331 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ADAMAS TRUST, INC. disclosed $4,770,331 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADAMAS TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1273685/000127368526000038/0001273685-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9886d136b819adbd405bc9a31d04a239","headline":"Genworth Financial, Inc.: $9,448,366 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Genworth Financial, Inc. disclosed $9,448,366 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genworth Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1276520/000127652026000019/0001276520-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f15dbc940be66fbd38a771186137d68c","headline":"MVB Financial Corp.: $1,468,144 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MVB Financial Corp. disclosed $1,468,144 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MVB Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1277902/000127790226000048/0001277902-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d40ab5fbe63c7c1b951f03aaf3e7a617","headline":"Blackbaud, Inc.: $8,819,151 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Blackbaud, Inc. disclosed $8,819,151 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Blackbaud, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280058/000128005826000009/0001280058-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7fc5ed9ceab34206f71c3c2556ea3adf","headline":"Ambarella, Inc.: $5,904,850 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"Ambarella, Inc. disclosed $5,904,850 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ambarella, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280263/000119312526227183/0001193125-26-227183-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9164beac3b3f8ec494e25c515aab8d4a","headline":"MONOLITHIC POWER SYSTEMS, INC.: $20,664,936 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MONOLITHIC POWER SYSTEMS, INC. disclosed $20,664,936 ($20.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MONOLITHIC POWER SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280452/000143774926014084/0001437749-26-014084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cb401a40172e418a8403be3daec31071","headline":"HERCULES CAPITAL, INC.: $7,370,508 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HERCULES CAPITAL, INC. disclosed $7,370,508 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HERCULES CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280784/000128078426000015/0001280784-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"d36e15ee30235f92165380e85622f2a9","headline":"The Mosaic Company: $12,063,106 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"The Mosaic Company disclosed $12,063,106 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Mosaic Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1285785/000128578526000061/0001285785-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e6188d7e91a0dfd3c0fbff59d9665394","headline":"MEDICAL PROPERTIES TRUST, INC.: $16,025,513 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MEDICAL PROPERTIES TRUST, INC. disclosed $16,025,513 ($16.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDICAL PROPERTIES TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1287865/000119312526152971/0001193125-26-152971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"6b5302cd7734c9caed4f04088897f717","headline":"W&T Offshore, Inc.: $12,111,392 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"W&T Offshore, Inc. disclosed $12,111,392 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"W&T Offshore, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1288403/000110465926047016/0001104659-26-047016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4b299465a9233acccc5c4972818aed6a","headline":"SPOK HOLDINGS, INC.: $2,241,962 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SPOK HOLDINGS, INC. disclosed $2,241,962 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPOK HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1289945/000128994526000028/0001289945-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cd4efd55fae8045f88d8542f019f44bf","headline":"The Bancorp, Inc.: $5,910,714 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"The Bancorp, Inc. disclosed $5,910,714 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295401/000110465926042670/0001104659-26-042670-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"32d64d80d52e88aede4065b280715944","headline":"Prestige Consumer Healthcare Inc.: $5,583,109 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Prestige Consumer Healthcare Inc. disclosed $5,583,109 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Prestige Consumer Healthcare Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295947/000129594726000021/0001295947-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c10be58ad38d6af159d39f8f04085c4a","headline":"ORMAT TECHNOLOGIES, INC.: $2,057,159 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ORMAT TECHNOLOGIES, INC. disclosed $2,057,159 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORMAT TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1296445/000119312526166752/0001193125-26-166752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fcd9e856dab40ece735c84b244e93393","headline":"AMPHASTAR PHARMACEUTICALS, INC.: $7,477,951 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AMPHASTAR PHARMACEUTICALS, INC. disclosed $7,477,951 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMPHASTAR PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297184/000129718426000023/0001297184-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ba4384fe8611aa4be6823535b683d63b","headline":"ExlService Holdings, Inc.: $11,010,906 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ExlService Holdings, Inc. disclosed $11,010,906 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ExlService Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297989/000119312526181891/0001193125-26-181891-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a72e83e8c2d964cf4f62409e416990ad","headline":"GREEN PLAINS INC.: $5,861,036 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GREEN PLAINS INC. disclosed $5,861,036 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREEN PLAINS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1309402/000130940226000050/0001309402-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"21297f306f137647739b60a49d14eb53","headline":"ROBLOX CORPORATION: $1,141,723 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ROBLOX CORPORATION disclosed $1,141,723 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBLOX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1315098/000110465926044362/0001104659-26-044362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f06e2213db9524cf1f36787a23699e94","headline":"Zumiez Inc.: $740,487 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"Zumiez Inc. disclosed $740,487 ($740K) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zumiez Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1318008/000119312526177072/0001193125-26-177072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"46f244ef25fd3f710198c7907440e5ee","headline":"Designer Brands Inc.: $8,530,705 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"Designer Brands Inc. disclosed $8,530,705 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Designer Brands Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1319947/000131994726000032/0001319947-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7156f9a57eeb8e1a8d6a31bd75b9fb35","headline":"Palantir Technologies Inc.: $5,492,603 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Palantir Technologies Inc. disclosed $5,492,603 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palantir Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1321655/000132165526000019/0001321655-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"c26c657dbefd61fb6d52f8b5f556ec7a","headline":"Penumbra, Inc.: $601,620 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Penumbra, Inc. disclosed $601,620 ($602K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Penumbra, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1321732/000132173226000010/0001321732-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e7cbb212e06be21ac93fa963814dccc5","headline":"AtriCure, Inc.: $8,346,968 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AtriCure, Inc. disclosed $8,346,968 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AtriCure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1323885/000132388526000010/0001323885-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"85be232b043d3b2b620d60fe2a5eeebc","headline":"RBC Bearings Incorporated: $8,450,217 total compensation for the principal executive officer, fiscal year ended 2023-04-01","summary":"RBC Bearings Incorporated disclosed $8,450,217 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RBC Bearings Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1324948/000114036126029594/0001140361-26-029594-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-01","captured_at":"2026-07-28 21:29:45"},{"signal_id":"699b35b752ad8cc1ce5b4c1570d21f6f","headline":"Primis Financial Corp.: $1,433,177 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Primis Financial Corp. disclosed $1,433,177 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Primis Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325670/000110465926041860/0001104659-26-041860-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"133fa3db5a6965f9f09238829fa834ca","headline":"ImmunityBio, Inc.: $4,008,507 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ImmunityBio, Inc. disclosed $4,008,507 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ImmunityBio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326110/000132611026000049/0001326110-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"2578064c667da2542b6c17187d3f34d7","headline":"GENCO SHIPPING & TRADING LIMITED: $4,906,384 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GENCO SHIPPING & TRADING LIMITED disclosed $4,906,384 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENCO SHIPPING & TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326200/000093041326001509/0000930413-26-001509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5e5466b7d472ea9ff390bfb3380c47d3","headline":"Xencor Inc: $7,705,953 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Xencor Inc disclosed $7,705,953 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xencor Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326732/000132673226000031/0001326732-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b5e9804aeb22523e24f14f50b1903667","headline":"Meta Platforms, Inc.: $27,110,418 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Meta Platforms, Inc. disclosed $27,110,418 ($27.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meta Platforms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326801/000162828026025532/0001628280-26-025532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"5bbbf5dc5024f448e06e91f1efb7e694","headline":"OOMA, INC.: $4,968,334 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"OOMA, INC. disclosed $4,968,334 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OOMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327688/000119312526156970/0001193125-26-156970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"df01fea2e9e799b80976756ac566347c","headline":"CROCS, INC.: $9,947,560 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CROCS, INC. disclosed $9,947,560 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CROCS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334036/000133403626000020/0001334036-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"1975eabdc8cf07f935c527e079cc9299","headline":"URANIUM ENERGY CORP.: $2,315,872 total compensation for the principal executive officer, fiscal year ended 2022-07-31","summary":"URANIUM ENERGY CORP. disclosed $2,315,872 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-07-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"URANIUM ENERGY CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334933/000143774926020059/0001437749-26-020059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-07-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"57aad7f183476a578f3a47edc22102a2","headline":"LIVE NATION ENTERTAINMENT, INC.: $139,005,565 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"LIVE NATION ENTERTAINMENT, INC. disclosed $139,005,565 ($139.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIVE NATION ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1335258/000119312526174146/0001193125-26-174146-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e0ccce41c7863dc4d8028e5f03423d32","headline":"Celsius Holdings, Inc.: $3,577,227 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Celsius Holdings, Inc. disclosed $3,577,227 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celsius Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341766/000119312526154918/0001193125-26-154918-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a5170ec057a1755a563a4a7d2d91c59d","headline":"YELP INC.: $10,846,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"YELP INC. disclosed $10,846,000 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"YELP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1345016/000134501626000027/0001345016-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"dda7366f899ad0d2a32e04062c9471d3","headline":"Vanda Pharmaceuticals Inc.: $4,269,410 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Vanda Pharmaceuticals Inc. disclosed $4,269,410 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vanda Pharmaceuticals Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1347178/000162828026026893/0001628280-26-026893-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"42445fa43f66082980deb8c9ee143521","headline":"ALPHATEC HOLDINGS, INC.: $5,948,299 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ALPHATEC HOLDINGS, INC. disclosed $5,948,299 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALPHATEC HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1350653/000119312526191867/0001193125-26-191867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"f406809c991c79eb481b25996e8aba01","headline":"Precigen, Inc.: $3,497,622 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Precigen, Inc. disclosed $3,497,622 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precigen, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356090/000114036126018214/0001140361-26-018214-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"fd38775a550aa2a810df7dbf5b66ad18","headline":"SUPERNUS PHARMACEUTICALS, INC.: $10,012,717 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SUPERNUS PHARMACEUTICALS, INC. disclosed $10,012,717 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUPERNUS PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356576/000110465926053111/0001104659-26-053111-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cb9783c6d5ef0abd9edea0ec09b0befd","headline":"HARROW, INC.: $1,195,141 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HARROW, INC. disclosed $1,195,141 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HARROW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1360214/000149315226018912/0001493152-26-018912-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8f54ddaa65a0b278f8065dadcffe3482","headline":"VARONIS SYSTEMS, INC.: $9,618,354 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VARONIS SYSTEMS, INC. disclosed $9,618,354 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VARONIS SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361113/000114036126015263/0001140361-26-015263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"761f3f8eece657dceb8785ff0c05996f","headline":"Travel & Leisure Co.: $11,603,104 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Travel & Leisure Co. disclosed $11,603,104 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travel & Leisure Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361658/000136165826000019/0001361658-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"76f9803136c6c0625e4a130aad0f9767","headline":"ICF INTERNATIONAL, INC.: $4,848,381 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ICF INTERNATIONAL, INC. disclosed $4,848,381 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ICF INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1362004/000114036126016102/0001140361-26-016102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8fd8c77e092525d6e4d74141c4b53a05","headline":"Douglas Emmett, Inc.: $8,653,835 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Douglas Emmett, Inc. disclosed $8,653,835 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Douglas Emmett, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1364250/000136425026000020/0001364250-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"77f63f44360f104ef58c67d4a7047d8c","headline":"CLEAN ENERGY FUELS CORP.: $1,125,510 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CLEAN ENERGY FUELS CORP. disclosed $1,125,510 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAN ENERGY FUELS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368265/000110465926052378/0001104659-26-052378-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ca52857143e291098a4292d2cf82ca6d","headline":"ADMA BIOLOGICS, INC.: $2,649,501 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ADMA BIOLOGICS, INC. disclosed $2,649,501 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADMA BIOLOGICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368514/000114036126014799/0001140361-26-014799-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"4758ddd3e5ec6949a39fecf2a7da23c6","headline":"WILLDAN GROUP, INC.: $2,086,033 total compensation for the principal executive officer, fiscal year ended 2022-12-30","summary":"WILLDAN GROUP, INC. disclosed $2,086,033 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WILLDAN GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370450/000110465926048621/0001104659-26-048621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-30","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8e4cf2052084a65a07f60c27b80c30e9","headline":"ETSY, INC.: $16,461,507 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ETSY, INC. disclosed $16,461,507 ($16.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ETSY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370637/000137063726000026/0001370637-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ec53b307184a7231d4670bbf1758f370","headline":"TRUPANION, INC.: $1,656,281 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TRUPANION, INC. disclosed $1,656,281 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRUPANION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1371285/000137128526000081/0001371285-26-000081-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8bf4aac5aba3f92fc332e5ce7eb72ae5","headline":"BOX, INC.: $273,579 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"BOX, INC. disclosed $273,579 ($274K) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372612/000114036126021041/0001140361-26-021041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"cd8f5015b2a150d02a38be7f92b68bf6","headline":"Green Brick Partners, Inc.: $5,960,838 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Green Brick Partners, Inc. disclosed $5,960,838 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Green Brick Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373670/000162828026037542/0001628280-26-037542-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"b8e7440a63dcd90edb1f1eb71ca76a45","headline":"SERVICENOW, INC.: $38,502,528 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SERVICENOW, INC. disclosed $38,502,528 ($38.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVICENOW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373715/000137371526000039/0001373715-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"19faed83c0eab1b09ca7def5f5c3fdfb","headline":"CVR Energy, Inc.: $4,320,837 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CVR Energy, Inc. disclosed $4,320,837 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVR Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376139/000137613926000022/0001376139-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"98833f7069c471e648e46332decaa717","headline":"PROTAGONIST THERAPEUTICS, INC.: $5,993,238 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PROTAGONIST THERAPEUTICS, INC. disclosed $5,993,238 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROTAGONIST THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1377121/000110465926050429/0001104659-26-050429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"8636cf507d51b8ab0b69bea03f89e355","headline":"GREENLIGHT CAPITAL RE, LTD.: $2,744,811 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GREENLIGHT CAPITAL RE, LTD. disclosed $2,744,811 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREENLIGHT CAPITAL RE, LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385613/000138561326000057/0001385613-26-000057-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ce3487cbb70e1cca3314add790087055","headline":"ENERGY FUELS INC.: $2,747,850 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ENERGY FUELS INC. disclosed $2,747,850 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENERGY FUELS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385849/000106299326002046/0001062993-26-002046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"a19015351ad5e4ca3001e9cde59cb0bb","headline":"NIAGEN BIOSCIENCE, INC.: $1,158,850 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NIAGEN BIOSCIENCE, INC. disclosed $1,158,850 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NIAGEN BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1386570/000138657026000022/0001386570-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"37769356a1d082f5ef32fa00dd2b2d97","headline":"Gevo, Inc.: $3,459,754 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Gevo, Inc. disclosed $3,459,754 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gevo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392380/000110465926041262/0001104659-26-041262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"39d1e9872df2551f77fc118b03285767","headline":"VEEVA SYSTEMS INC.: $392,000 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"VEEVA SYSTEMS INC. disclosed $392,000 ($392K) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VEEVA SYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393052/000114036126018796/0001140361-26-018796-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"ab4c386579169ddf4906270f5fa086dd","headline":"HCI GROUP, INC.: $1,031,115 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HCI GROUP, INC. disclosed $1,031,115 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HCI GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1400810/000119312526191649/0001193125-26-191649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"43cc67ab74b345420bb9a27886f1805c","headline":"PUMA BIOTECHNOLOGY, INC.: $2,532,761 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PUMA BIOTECHNOLOGY, INC. disclosed $2,532,761 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PUMA BIOTECHNOLOGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401667/000143774926013671/0001437749-26-013671-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"33847516d0e579dbd4162d7d5b213fd8","headline":"CDW Corporation: $11,115,822 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CDW Corporation disclosed $11,115,822 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CDW Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402057/000130817926000251/0001308179-26-000251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"3700402f3297873715a4fd659a29ec41","headline":"SS&C TECHNOLOGIES HOLDINGS, INC.: $12,810,392 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SS&C TECHNOLOGIES HOLDINGS, INC. disclosed $12,810,392 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SS&C TECHNOLOGIES HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402436/000119312526147619/0001193125-26-147619-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7252f666dd04788509029b5ff484317f","headline":"Graphic Packaging Holding Co: $11,644,401 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Graphic Packaging Holding Co disclosed $11,644,401 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Graphic Packaging Holding Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408075/000119312526186948/0001193125-26-186948-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"208177f9c648168885a979cb23bf54b9","headline":"TITAN MACHINERY INC.: $486,875 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"TITAN MACHINERY INC. disclosed $486,875 ($487K) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN MACHINERY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409171/000162828026028177/0001628280-26-028177-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"9b163859e94d95bb6f2092e648c43b6b","headline":"LendingClub Corporation: $4,919,050 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"LendingClub Corporation disclosed $4,919,050 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LendingClub Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409970/000114036126015923/0001140361-26-015923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"7d916b77705b133bda60d5fd42642631","headline":"Q2 Holdings, Inc.: $8,119,052 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Q2 Holdings, Inc. disclosed $8,119,052 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Q2 Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1410384/000141038426000029/0001410384-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"666b666bf0b4e1ec0f40eb4a356b8876","headline":"AMC ENTERTAINMENT HOLDINGS, INC.: $23,716,161 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AMC ENTERTAINMENT HOLDINGS, INC. disclosed $23,716,161 ($23.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMC ENTERTAINMENT HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"KS","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411579/000110465926086263/0001104659-26-086263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"32a13c591ce690d9ebe504926ae36a0d","headline":"PHREESIA, INC.: $7,604,000 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"PHREESIA, INC. disclosed $7,604,000 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PHREESIA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1412408/000141240826000155/0001412408-26-000155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:45"},{"signal_id":"e00d6bb297313df200bf449a5eb39a77","headline":"Energy Recovery, Inc.: $2,033,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Energy Recovery, Inc. disclosed $2,033,000 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Energy Recovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1421517/000142151726000033/0001421517-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c47c07592645bc508a4a924e6a225ff3","headline":"PubMatic, Inc.: $7,444,082 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PubMatic, Inc. disclosed $7,444,082 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PubMatic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422930/000114036126014825/0001140361-26-014825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"82b47d2def8c2f235926cc2f23b17bef","headline":"HealthEquity, Inc.: $13,400,167 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"HealthEquity, Inc. disclosed $13,400,167 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HealthEquity, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428336/000142833626000022/0001428336-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3cbc0733248f7c815c5f52f853401434","headline":"Roku, Inc.: $20,991,685 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Roku, Inc. disclosed $20,991,685 ($21.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Roku, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428439/000114036126016715/0001140361-26-016715-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"be95d71a32ebb03b7adc12b4a31cdc28","headline":"SERVISFIRST BANCSHARES, INC.: $2,612,554 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SERVISFIRST BANCSHARES, INC. disclosed $2,612,554 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVISFIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1430723/000117184326002258/0001171843-26-002258-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"086f8825c8ff8f24f4e13d00eb13c0d2","headline":"ANTERO RESOURCES CORPORATION: $24,641,821 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ANTERO RESOURCES CORPORATION disclosed $24,641,821 ($24.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANTERO RESOURCES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1433270/000130817926000330/0001308179-26-000330-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b736a92b68d77a23ff3eb9ac6d117e95","headline":"Grand Canyon Education, Inc.: $1,997,113 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Grand Canyon Education, Inc. disclosed $1,997,113 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Grand Canyon Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434588/000110465926047719/0001104659-26-047719-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1581ab5b418547ce76d1c07331aea3bb","headline":"Warner Bros. Discovery, Inc.: $39,288,458 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Warner Bros. Discovery, Inc. disclosed $39,288,458 ($39.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Warner Bros. Discovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437107/000143710726000046/0001437107-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3f64fc2764f2368d75a01994c262e031","headline":"Ardelyx, Inc.: $1,947,020 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Ardelyx, Inc. disclosed $1,947,020 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ardelyx, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437402/000114036126017800/0001140361-26-017800-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"041f2542b88418d51d959a29e00d9184","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.: $3,258,891 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS INC. disclosed $3,258,891 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437578/000119312526162582/0001193125-26-162582-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a3db23e7101d7c1dfc36399135f41097","headline":"Coastal Financial Corporation: $1,980,542 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Coastal Financial Corporation disclosed $1,980,542 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Coastal Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437958/000143795826000023/0001437958-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"46152ce70c2c633db22a73f1bc61e7c7","headline":"Tandem Diabetes Care, Inc: $6,378,515 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Tandem Diabetes Care, Inc disclosed $6,378,515 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tandem Diabetes Care, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438133/000143813326000034/0001438133-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"850136b3786ab2429af8accf85432189","headline":"TRAVERE THERAPEUTICS, INC.: $5,753,490 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TRAVERE THERAPEUTICS, INC. disclosed $5,753,490 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRAVERE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438533/000143853326000027/0001438533-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"09b2ea4b5dee5a2c07b6d8b1379a8c44","headline":"APPIAN CORPORATION: $19,850,643 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"APPIAN CORPORATION disclosed $19,850,643 ($19.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPIAN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1441683/000144168326000021/0001441683-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1d7109f19ce5f5360e5a347de5d9f239","headline":"BOOZ ALLEN HAMILTON HOLDING CORPORATION: $12,184,000 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"BOOZ ALLEN HAMILTON HOLDING CORPORATION disclosed $12,184,000 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOOZ ALLEN HAMILTON HOLDING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1443646/000144364626000021/0001443646-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"34f96c0eb6fd86c8f8cc770134b955db","headline":"CASTLE BIOSCIENCES, INC.: $7,552,577 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CASTLE BIOSCIENCES, INC. disclosed $7,552,577 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASTLE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1447362/000162828026024166/0001628280-26-024166-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"05704f3dbd8f104eec34fdc1194cdc91","headline":"SiTime Corporation: $9,884,805 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SiTime Corporation disclosed $9,884,805 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SiTime Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1451809/000145180926000026/0001451809-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"992526aa61ba8f6a70f5bdf07e6d227a","headline":"Alarm.com Holdings, Inc.: $2,628,068 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Alarm.com Holdings, Inc. disclosed $2,628,068 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alarm.com Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1459200/000110465926047867/0001104659-26-047867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"467557adca5f1afd21b2695fe8b0116a","headline":"ATLANTICUS HOLDINGS CORPORATION: $2,189,624 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ATLANTICUS HOLDINGS CORPORATION disclosed $2,189,624 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATLANTICUS HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1464343/000143774926012028/0001437749-26-012028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1c6316832f49d502425ad0e54d38d068","headline":"PennyMac Mortgage Investment Trust: $999,987 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PennyMac Mortgage Investment Trust disclosed $999,987 ($1000K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PennyMac Mortgage Investment Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1464423/000119312526166976/0001193125-26-166976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"aaa5622fdd5a734e9846069edbe54adc","headline":"Dropbox, Inc.: $1,146,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Dropbox, Inc. disclosed $1,146,000 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dropbox, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467623/000146762326000020/0001467623-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"28889cfa6abd7020782340513ad1e9ad","headline":"Apollo Commercial Real Estate Finance, Inc.: $2,200,163 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Apollo Commercial Real Estate Finance, Inc. disclosed $2,200,163 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Apollo Commercial Real Estate Finance, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467760/000119312526248362/0001193125-26-248362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d711ae17b9d87fac2f28a5f8059afcf9","headline":"GENERAL MOTORS COMPANY: $28,979,570 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GENERAL MOTORS COMPANY disclosed $28,979,570 ($29.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENERAL MOTORS COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467858/000146785826000022/0001467858-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"544e2b68644a1e489a704f4e3b4f00bb","headline":"ADDUS HOMECARE CORPORATION: $3,739,579 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ADDUS HOMECARE CORPORATION disclosed $3,739,579 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADDUS HOMECARE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468328/000143774926013190/0001437749-26-013190-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0fc163965670b77bac4751308f6be1f0","headline":"SUNRUN INC.: $4,466,331 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SUNRUN INC. disclosed $4,466,331 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUNRUN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1469367/000146936726000029/0001469367-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e9fc1e2d0bd56fd39588c5e338a1f328","headline":"Pebblebrook Hotel Trust: $5,724,130 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Pebblebrook Hotel Trust disclosed $5,724,130 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pebblebrook Hotel Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474098/000147409826000030/0001474098-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f93e110479c28d3819593541b89d491e","headline":"Everpure, Inc.: $11,284,123 total compensation for the principal executive officer, fiscal year ended 2023-02-05","summary":"Everpure, Inc. disclosed $11,284,123 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-02-05, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everpure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474432/000147443226000041/0001474432-26-000041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-02-05","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3d58d2416ceebe7b8872f8f39b533add","headline":"Generac Holdings Inc.: $6,807,676 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Generac Holdings Inc. disclosed $6,807,676 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Generac Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"WI","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474735/000110465926051499/0001104659-26-051499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b62ebaf356d734ef892ab1b0a501ed85","headline":"CLOUDFLARE, INC.: $599,731 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CLOUDFLARE, INC. disclosed $599,731 ($600K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLOUDFLARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477333/000119312526263809/0001193125-26-263809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4972f49de653f1ea5075c508e5fb1f0e","headline":"SWEETGREEN, INC.: $350,144 total compensation for the principal executive officer, fiscal year ended 2022-12-25","summary":"SWEETGREEN, INC. disclosed $350,144 ($350K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SWEETGREEN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477815/000114036126016260/0001140361-26-016260-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-25","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0bdb701cca1aeeaf79abdcac83d5f346","headline":"Adaptive Biotechnologies Corporation: $8,853,328 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Adaptive Biotechnologies Corporation disclosed $8,853,328 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Adaptive Biotechnologies Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1478320/000119312526177409/0001193125-26-177409-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c5708482138a4ebce46df8c46e89c78d","headline":"Hudson Pacific Properties, Inc.: $6,790,340 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Hudson Pacific Properties, Inc. disclosed $6,790,340 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hudson Pacific Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482512/000110465926047885/0001104659-26-047885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"228a3c7726ce4b5343aa901b727ccdc8","headline":"Outset Medical, Inc.: $4,128,283 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Outset Medical, Inc. disclosed $4,128,283 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Outset Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1484612/000119312526177150/0001193125-26-177150-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"babba80db7ff3b084ce1c2c8c399b45c","headline":"VISHAY PRECISION GROUP, INC.: $2,721,053 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VISHAY PRECISION GROUP, INC. disclosed $2,721,053 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY PRECISION GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1487952/000143774926011815/0001437749-26-011815-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f111253868c7aa5a7f2951ed694bca18","headline":"Customers Bancorp, Inc.: $2,648,914 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Customers Bancorp, Inc. disclosed $2,648,914 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Customers Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000048/0001488813-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"778302bc8735ff8bdd1f0c63dbec9806","headline":"SCHRODINGER, INC.: $3,916,032 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SCHRODINGER, INC. disclosed $3,916,032 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHRODINGER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1490978/000149097826000026/0001490978-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a6b526dea07190b3033f072210e95aa5","headline":"Sabra Health Care REIT, Inc.: $6,652,517 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Sabra Health Care REIT, Inc. disclosed $6,652,517 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sabra Health Care REIT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1492298/000119312526175398/0001193125-26-175398-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8f38e16fb85ad4c0fc1608ac2ab420da","headline":"CARGURUS, INC.: $1,547,116 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CARGURUS, INC. disclosed $1,547,116 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARGURUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1494259/000119312526170400/0001193125-26-170400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4d5eec61d205c5609fa760fe93aa837e","headline":"American Assets Trust, Inc.: $5,078,174 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"American Assets Trust, Inc. disclosed $5,078,174 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Assets Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500217/000150021726000023/0001500217-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5a2d842dd6dcfd3cd5fd10f27b0e655e","headline":"GoPro, Inc.: $4,791,144 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GoPro, Inc. disclosed $4,791,144 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoPro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500435/000162828026026268/0001628280-26-026268-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"720318e985191d3ebba5af421634776f","headline":"BANKUNITED, INC.: $5,668,955 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BANKUNITED, INC. disclosed $5,668,955 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANKUNITED, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504008/000150400826000037/0001504008-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f6df1cf621f8054b165ca316bb51e453","headline":"SuRo     Capital Corp.: $4,353,439 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SuRo     Capital Corp. disclosed $4,353,439 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SuRo     Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509470/000149315226019603/0001493152-26-019603-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"da65076a8f15ace2a70fb2a9a42ec094","headline":"Kosmos Energy Ltd.: $7,872,017 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Kosmos Energy Ltd. disclosed $7,872,017 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kosmos Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509991/000114036126014971/0001140361-26-014971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4305b5cd6a8da1ac14d99abe37026866","headline":"BLOCK, INC.: $2 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BLOCK, INC. disclosed $2 ($2) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLOCK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512673/000162828026027203/0001628280-26-027203-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e632598485aa207410e3f5d63e9f7231","headline":"BANDWIDTH INC.: $4,799,492 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BANDWIDTH INC. disclosed $4,799,492 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANDWIDTH INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514416/000151441626000027/0001514416-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d2b6faa8048a68e13683278c909d13c9","headline":"Doximity, Inc.: $243,726 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Doximity, Inc. disclosed $243,726 ($244K) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Doximity, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1516513/000151651326000032/0001516513-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7a3071981732705567e7e284814d5d74","headline":"AKEBIA THERAPEUTICS, INC.: $3,072,539 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AKEBIA THERAPEUTICS, INC. disclosed $3,072,539 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AKEBIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517022/000151702226000034/0001517022-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"6e779270ae6c2edf879e68f9db6ef649","headline":"ARTISAN PARTNERS ASSET MANAGEMENT INC.: $6,756,387 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARTISAN PARTNERS ASSET MANAGEMENT INC. disclosed $6,756,387 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARTISAN PARTNERS ASSET MANAGEMENT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517302/000151730226000079/0001517302-26-000079-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4b488928200812446507ec95a3145e7b","headline":"ORCHID ISLAND CAPITAL, INC.: $512,074 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ORCHID ISLAND CAPITAL, INC. disclosed $512,074 ($512K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORCHID ISLAND CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1518621/000143774926013358/0001437749-26-013358-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"91619a5115a2a0b859ebd682f0e9a852","headline":"Matador Resources Company: $8,951,318 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Matador Resources Company disclosed $8,951,318 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Matador Resources Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520006/000152000626000013/0001520006-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"26ba82bc897b0c4ceed62edbea5b7861","headline":"ALKERMES PLC: $10,314,172 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ALKERMES PLC disclosed $10,314,172 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALKERMES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520262/000119312526143977/0001193125-26-143977-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a15e3d23d78cab1ad464bc0427f8bd0a","headline":"Bristow Group Inc.: $4,415,807 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Bristow Group Inc. disclosed $4,415,807 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bristow Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1525221/000152522126000072/0001525221-26-000072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"95caae8dc101ef90f2937f2b0998bbd7","headline":"Genie Energy Ltd.: $2,401,670 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Genie Energy Ltd. disclosed $2,401,670 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genie Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528356/000143774926014295/0001437749-26-014295-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a9e63379a1b7c5b1f2aca29dd2984b50","headline":"RH: $2,824,500 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"RH disclosed $2,824,500 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528849/000110465926054988/0001104659-26-054988-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b926c9dea17a9ec2b46fe997aeb1e28b","headline":"FS BANCORP, INC.: $1,364,828 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FS BANCORP, INC. disclosed $1,364,828 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FS BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530249/000143774926011384/0001437749-26-011384-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"68efc7a853e6c82962a968434ace9c86","headline":"Capri Holdings Ltd: $14,331,813 total compensation for the principal executive officer, fiscal year ended 2023-04-01","summary":"Capri Holdings Ltd disclosed $14,331,813 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capri Holdings Ltd","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530721/000153072126000063/0001530721-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-01","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1f1008622681010daf94950b7ebb34f0","headline":"CrowdStrike Holdings, Inc.: $36,532,681 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"CrowdStrike Holdings, Inc. disclosed $36,532,681 ($36.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CrowdStrike Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535527/000110465926055599/0001104659-26-055599-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9ebc9d455b58162bb8d837394a037b49","headline":"Uber Technologies, Inc.: $24,276,977 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Uber Technologies, Inc. disclosed $24,276,977 ($24.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uber Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1543151/000130817926000303/0001308179-26-000303-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1c98ac5ade376777765c9f5e3e3f6c15","headline":"PROGYNY, INC.: $68,580,072 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PROGYNY, INC. disclosed $68,580,072 ($68.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROGYNY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1551306/000155130626000055/0001551306-26-000055-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4d578c8a8305688d95d73bd1ab3ff5c3","headline":"Zoetis Inc.: $14,003,540 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Zoetis Inc. disclosed $14,003,540 ($14.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoetis Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1555280/000155528026000015/0001555280-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e98018ec7e12b37fb21365566c6aaffe","headline":"Rithm Capital Corp.: $9,403,691 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Rithm Capital Corp. disclosed $9,403,691 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rithm Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556593/000110465926041536/0001104659-26-041536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7075227197912f96e44276fd6862226a","headline":"THRYV HOLDINGS, INC.: $6,551,181 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"THRYV HOLDINGS, INC. disclosed $6,551,181 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THRYV HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556739/000155673926000029/0001556739-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"32b44fb858c53104cd58aa4804036068","headline":"Airbnb, Inc.: $311,233 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Airbnb, Inc. disclosed $311,233 ($311K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Airbnb, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559720/000119312526175062/0001193125-26-175062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fc21cfb5800aa683f10bde5258c74b08","headline":"EVERTEC, Inc.: $8,284,421 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EVERTEC, Inc. disclosed $8,284,421 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVERTEC, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559865/000155986526000017/0001559865-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ea3ad5ebe647c5c3a9edc63ca471f8f4","headline":"Rapid7, Inc: $8,446,001 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Rapid7, Inc disclosed $8,446,001 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rapid7, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560327/000156032726000019/0001560327-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c768a6eb2c49b71ef44f817bd542d488","headline":"Datadog, Inc.: $11,249,243 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Datadog, Inc. disclosed $11,249,243 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Datadog, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1561550/000162828026028118/0001628280-26-028118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0b9523023211f688d0fbb7da370f398d","headline":"Duolingo, Inc.: $765,250 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Duolingo, Inc. disclosed $765,250 ($765K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Duolingo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562088/000162828026025728/0001628280-26-025728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e2495c6908a49c4d92cbe1339950f9ab","headline":"TAYLOR MORRISON HOME CORPORATION: $8,795,572 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TAYLOR MORRISON HOME CORPORATION disclosed $8,795,572 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TAYLOR MORRISON HOME CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562476/000114036126014261/0001140361-26-014261-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1ff1abbfb6c154112cb30e1a71e30fdc","headline":"FRANKLIN BSP REALTY TRUST, INC.: $1,164,379 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FRANKLIN BSP REALTY TRUST, INC. disclosed $1,164,379 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRANKLIN BSP REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562528/000119312526161379/0001193125-26-161379-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"dbc30a5fe48f0e5206945c89c9b08f24","headline":"CONSTELLIUM SE: $8,939,010 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CONSTELLIUM SE disclosed $8,939,010 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLIUM SE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563411/000156341126000142/0001563411-26-000142-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"677ba75dec8c2584e368afd1b5ede65a","headline":"UNITED PARKS & RESORTS INC.: $1,137,020 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UNITED PARKS & RESORTS INC. disclosed $1,137,020 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNITED PARKS & RESORTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1564902/000119312526197833/0001193125-26-197833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8acd2b97f8c679e3b33072a617e4ee06","headline":"PagerDuty, Inc.: $22,717,297 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"PagerDuty, Inc. disclosed $22,717,297 ($22.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PagerDuty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1568100/000156810026000020/0001568100-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"174e801e8d60e66ca82bb25cfecc1d88","headline":"AH REALTY TRUST, INC.: $2,679,430 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AH REALTY TRUST, INC. disclosed $2,679,430 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AH REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569187/000156918726000061/0001569187-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ee375853254d60f9ce219409240afd67","headline":"Waterstone Financial, Inc.: $1,341,589 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Waterstone Financial, Inc. disclosed $1,341,589 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Waterstone Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569994/000143774926011833/0001437749-26-011833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4827aef74b7295d39c05016302dc7743","headline":"EVOLUS, INC.: $3,599,590 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EVOLUS, INC. disclosed $3,599,590 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570562/000157056226000059/0001570562-26-000059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"02bf42f47df8c563927bd185e7ffb02d","headline":"LIBERTY GLOBAL LTD.: $19,002,343 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"LIBERTY GLOBAL LTD. disclosed $19,002,343 ($19.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIBERTY GLOBAL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570585/000119312526191485/0001193125-26-191485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d4ae184e30246dc9f346509c634106c9","headline":"Dell Technologies Inc.: $2,809,352 total compensation for the principal executive officer, fiscal year ended 2023-02-03","summary":"Dell Technologies Inc. disclosed $2,809,352 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dell Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571996/000119312526226734/0001193125-26-226734-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-02-03","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5049d4fa51988b51b47d8a60b7c3ce27","headline":"Sprouts Farmers Market, Inc.: $6,905,687 total compensation for the principal executive officer, fiscal year ended 2023-01-01","summary":"Sprouts Farmers Market, Inc. disclosed $6,905,687 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sprouts Farmers Market, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575515/000157551526000013/0001575515-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-01","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4c2b97af7d4f6e7306b7797e87273a53","headline":"Gaming and Leisure Properties, Inc.: $14,989,182 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Gaming and Leisure Properties, Inc. disclosed $14,989,182 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gaming and Leisure Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"PA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575965/000119312526177324/0001193125-26-177324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"574f3e924b238c69cc62f8a3c7dbf7b6","headline":"Ladder Capital Corp: $12,523,354 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Ladder Capital Corp disclosed $12,523,354 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ladder Capital Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1577670/000157767026000018/0001577670-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f039c9035403d25c67044e14d7410656","headline":"AXSOME THERAPEUTICS, INC.: $8,322,402 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AXSOME THERAPEUTICS, INC. disclosed $8,322,402 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AXSOME THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579428/000119312526177610/0001193125-26-177610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"2330c89cfa7406df680fc11a022519c9","headline":"USA TODAY Co., Inc.: $3,379,449 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"USA TODAY Co., Inc. disclosed $3,379,449 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"USA TODAY Co., Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579684/000157968426000022/0001579684-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"340bd78230d1daf4b2b9ca487cdaa600","headline":"Vital Farms, Inc.: $2,161,185 total compensation for the principal executive officer, fiscal year ended 2022-12-25","summary":"Vital Farms, Inc. disclosed $2,161,185 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vital Farms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579733/000119312526182023/0001193125-26-182023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-25","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7d6f06107867c5f4927442290df81bf3","headline":"FLYWIRE CORPORATION: $7,070,674 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FLYWIRE CORPORATION disclosed $7,070,674 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLYWIRE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580560/000119312526173788/0001193125-26-173788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ef6a177f5c0dc1f47311964cd610d3ee","headline":"Installed Building Products, Inc.: $5,331,034 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Installed Building Products, Inc. disclosed $5,331,034 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Installed Building Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580905/000158090526000022/0001580905-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d1dcef4010b721fd02c3c85806914021","headline":"Life360, Inc.: $3,932,605 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Life360, Inc. disclosed $3,932,605 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Life360, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581760/000158176026000063/0001581760-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ee644b2ba28684d374992a5b04b96bd4","headline":"PLAINS GP HOLDINGS LP: $8,296,140 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PLAINS GP HOLDINGS LP disclosed $8,296,140 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS GP HOLDINGS LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581990/000110465926041724/0001104659-26-041724-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5de50b6b507b0cbbf23bf274fa4dcdc8","headline":"SENTINELONE, INC: $13,522,362 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"SENTINELONE, INC disclosed $13,522,362 ($13.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENTINELONE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583708/000158370826000031/0001583708-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5d32e179339ef59d4c7e0b1f5a78a53f","headline":"OneMain Holdings, Inc.: $10,825,968 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"OneMain Holdings, Inc. disclosed $10,825,968 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OneMain Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584207/000158420726000012/0001584207-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"354caae1a714b2ec069a230323756d4a","headline":"Zoom Communications, Inc.: $75,959,683 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"Zoom Communications, Inc. disclosed $75,959,683 ($76.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoom Communications, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585521/000162828026028866/0001628280-26-028866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"40e27f43abbcee1b832d2fd98237ef57","headline":"NEWTEKONE, INC.: $2,700,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NEWTEKONE, INC. disclosed $2,700,000 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEWTEKONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1587987/000162828026027133/0001628280-26-027133-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"33f18414664958951aad235cf4426506","headline":"UNIQURE N.V.: $5,628,174 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UNIQURE N.V. disclosed $5,628,174 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIQURE N.V.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590560/000110465926048969/0001104659-26-048969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d0bc3393a69b06264f710ed4cea043c4","headline":"Civeo Corporation: $4,717,785 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Civeo Corporation disclosed $4,717,785 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Civeo Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590584/000159058426000035/0001590584-26-000035-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"185f5ffda69da592004d81fd9187e960","headline":"CAESARS ENTERTAINMENT, INC.: $31,349,920 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CAESARS ENTERTAINMENT, INC. disclosed $31,349,920 ($31.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAESARS ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590895/000119312526174058/0001193125-26-174058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"18cec58c651f5f9213707ac63046a285","headline":"ATEA PHARMACEUTICALS, INC.: $5,878,026 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ATEA PHARMACEUTICALS, INC. disclosed $5,878,026 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATEA PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593899/000119312526182293/0001193125-26-182293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d5a4c20e775c64ddc078e0395e8ad1ac","headline":"MAGNITE, INC.: $6,128,497 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MAGNITE, INC. disclosed $6,128,497 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAGNITE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1595974/000199937126008635/0001999371-26-008635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ccf5745e861fd597dd9df917e3a55bb4","headline":"ARISTA NETWORKS, INC.: $10,735,887 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARISTA NETWORKS, INC. disclosed $10,735,887 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARISTA NETWORKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596532/000119312526158942/0001193125-26-158942-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b981c0cd882e8d55a3ef463ba4196c12","headline":"Dorian LPG Ltd.: $2,585,370 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Dorian LPG Ltd. disclosed $2,585,370 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorian LPG Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596993/000110465926087088/0001104659-26-087088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"abfabdaa9c65ef8c614e72e08362fa8f","headline":"DNOW Inc.: $5,462,901 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DNOW Inc. disclosed $5,462,901 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DNOW Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1599617/000119312526148976/0001193125-26-148976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"768f751ab0c883a2cca0be45684db59f","headline":"e.l.f. Beauty, Inc.: $5,634,119 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"e.l.f. Beauty, Inc. disclosed $5,634,119 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"e.l.f. Beauty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600033/000160003326000030/0001600033-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"859129fcc781c006e275029c7d71281c","headline":"AURINIA PHARMACEUTICALS INC.: $8,837,397 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AURINIA PHARMACEUTICALS INC. disclosed $8,837,397 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AURINIA PHARMACEUTICALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600620/000160062026000039/0001600620-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b2b3d3d044f89d6380b9839fdcf42b20","headline":"Recursion Pharmaceuticals, Inc.: $6,315,903 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Recursion Pharmaceuticals, Inc. disclosed $6,315,903 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Recursion Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1601830/000160183026000065/0001601830-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1c52ce66df40855a3ca32c5f9a05db1a","headline":"Weatherford International plc: $12,242,321 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Weatherford International plc disclosed $12,242,321 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Weatherford International plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1603923/000119312526166847/0001193125-26-166847-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"be0b918416ccbf1cc47fa27b3daa0445","headline":"Qorvo, Inc.: $11,693,756 total compensation for the principal executive officer, fiscal year ended 2023-04-01","summary":"Qorvo, Inc. disclosed $11,693,756 ($11.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-04-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Qorvo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604778/000119312526285512/0001193125-26-285512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-04-01","captured_at":"2026-07-28 21:29:46"},{"signal_id":"6666ac7b872ded7c2352697df27068c4","headline":"NATERA, INC.: $8,246,281 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NATERA, INC. disclosed $8,246,281 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604821/000110465926047770/0001104659-26-047770-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"34f11536a7ccb26351981521d9c239df","headline":"GoDaddy Inc.: $18,645,890 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GoDaddy Inc. disclosed $18,645,890 ($18.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoDaddy Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609711/000160971126000030/0001609711-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"594a306e643678577f19ec9f3e37cda7","headline":"Orion S.A.: $4,690,597 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Orion S.A. disclosed $4,690,597 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Orion S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609804/000130817926000347/0001308179-26-000347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"deed1c1534422959c69942b9d270c3fe","headline":"Freshpet, Inc.: $914,920 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Freshpet, Inc. disclosed $914,920 ($915K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Freshpet, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1611647/000114036126017084/0001140361-26-017084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"aca20fb618cf2683968a35957ccbaee4","headline":"NextDecade Corporation: $11,112,239 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NextDecade Corporation disclosed $11,112,239 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextDecade Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1612720/000161272026000018/0001612720-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1969826825d1936ff8ee63e17a78f1ba","headline":"ZIPRECRUITER, INC.: $1,096,155 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ZIPRECRUITER, INC. disclosed $1,096,155 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZIPRECRUITER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1617553/000161755326000023/0001617553-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a50d03dbcb5168d4f01135661656ca29","headline":"RESTAURANT BRANDS INTERNATIONAL INC.: $17,051,342 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"RESTAURANT BRANDS INTERNATIONAL INC. disclosed $17,051,342 ($17.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RESTAURANT BRANDS INTERNATIONAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1618756/000119312526171760/0001193125-26-171760-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7bc02fc484dd44bd32859fa7d223c57a","headline":"NexPoint Residential Trust, Inc.: $3,694,988 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NexPoint Residential Trust, Inc. disclosed $3,694,988 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NexPoint Residential Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620393/000143774926012026/0001437749-26-012026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cbaa367feda012d02f6af6bf0f8cf4a5","headline":"Black Stone Minerals, L.P.: $4,854,098 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Black Stone Minerals, L.P. disclosed $4,854,098 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Black Stone Minerals, L.P.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621434/000119312526197340/0001193125-26-197340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a3ca02c97527d01d3c6e85a8554ffbae","headline":"Cogent Biosciences, Inc.: $4,391,176 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Cogent Biosciences, Inc. disclosed $4,391,176 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cogent Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1622229/000119312526173834/0001193125-26-173834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"694114b505f90a340457292fec4f9514","headline":"BUSINESS FIRST BANCSHARES, INC.: $2,521,035 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BUSINESS FIRST BANCSHARES, INC. disclosed $2,521,035 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUSINESS FIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624322/000143774926011695/0001437749-26-011695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7ba451b902beb222d2216dd0917e128d","headline":"CSW INDUSTRIALS, INC.: $4,276,487 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"CSW INDUSTRIALS, INC. disclosed $4,276,487 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CSW INDUSTRIALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624794/000119312526306099/0001193125-26-306099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0a4d5cd97d0bf1f506270d8df9dbc7ab","headline":"PULSE BIOSCIENCES, INC.: $424,287 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PULSE BIOSCIENCES, INC. disclosed $424,287 ($424K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PULSE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1625101/000143774926016006/0001437749-26-016006-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"da3a4b042fe088624af57f1c0788d1fe","headline":"PJT PARTNERS INC.: $40,116,595 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PJT PARTNERS INC. disclosed $40,116,595 ($40.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PJT PARTNERS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626115/000162828026028424/0001628280-26-028424-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"197c40297811f4c592e39403bf8ada27","headline":"UPWORK INC.: $8,474,727 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UPWORK INC. disclosed $8,474,727 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UPWORK INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1627475/000162747526000026/0001627475-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a28d827b507de1feab223517d1198b20","headline":"REVOLUTION MEDICINES, INC.: $7,217,839 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"REVOLUTION MEDICINES, INC. disclosed $7,217,839 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLUTION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628171/000119312526182453/0001193125-26-182453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"64121b8609d2b336027fbcad6e81214d","headline":"EVOLENT HEALTH, INC.: $7,725,414 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EVOLENT HEALTH, INC. disclosed $7,725,414 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLENT HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628908/000119312526177267/0001193125-26-177267-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"611a5b3a1c0f9bff9a4ced3fc4447f10","headline":"Merchants Bancorp: $1,908,889 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Merchants Bancorp disclosed $1,908,889 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Merchants Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1629019/000110465926042047/0001104659-26-042047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"95a425f35387144549a31d7892beb532","headline":"Treace Medical Concepts, Inc.: $3,617,249 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Treace Medical Concepts, Inc. disclosed $3,617,249 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Treace Medical Concepts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630627/000163062726000005/0001630627-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b27cc2ec9c1508e200fd3f47af89682d","headline":"BABCOCK & WILCOX ENTERPRISES, INC.: $3,172,778 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BABCOCK & WILCOX ENTERPRISES, INC. disclosed $3,172,778 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BABCOCK & WILCOX ENTERPRISES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630805/000110465926042128/0001104659-26-042128-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0923b29e1e642d1cdc90eb521e65ef97","headline":"CABLE ONE, INC.: $4,796,029 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CABLE ONE, INC. disclosed $4,796,029 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CABLE ONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632127/000163212726000015/0001632127-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e0940e44f1524b50e5f38dcd1d1b2cd3","headline":"AMERICAN HEALTHCARE REIT, INC.: $1,824,355 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AMERICAN HEALTHCARE REIT, INC. disclosed $1,824,355 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN HEALTHCARE REIT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632970/000119312526149677/0001193125-26-149677-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"082124440d7739cdddb58e6593b18817","headline":"RIMINI STREET, INC.: $1,197,167 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"RIMINI STREET, INC. disclosed $1,197,167 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RIMINI STREET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635282/000163528226000044/0001635282-26-000044-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3e22ec484c314764eca2918f686280c9","headline":"HEALTH CATALYST, INC.: $4,435,013 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HEALTH CATALYST, INC. disclosed $4,435,013 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTH CATALYST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636422/000163642226000075/0001636422-26-000075-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"2fa2fa735df3a1b9fac988cd6b3541a5","headline":"ACV AUCTIONS INC.: $3,290,813 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ACV AUCTIONS INC. disclosed $3,290,813 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACV AUCTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1637873/000119312526158987/0001193125-26-158987-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"2ff435a4b17d43b213f207ae2c5f44f9","headline":"Surgery Partners, Inc.: $6,092,825 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Surgery Partners, Inc. disclosed $6,092,825 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Surgery Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638833/000163883326000039/0001638833-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4aac83c089822c7773c6c168c3b8c931","headline":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.: $4,117,437 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC. disclosed $4,117,437 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639300/000114036126018292/0001140361-26-018292-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:46"},{"signal_id":"31c779a5b13b880fe429840cd7a1c804","headline":"EverQuote, Inc.: $2,786,272 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EverQuote, Inc. disclosed $2,786,272 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EverQuote, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640428/000119312526173669/0001193125-26-173669-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"da45ea4e5532e0b04469d432ed3f97eb","headline":"SAMSARA INC.: $10,115,546 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"SAMSARA INC. disclosed $10,115,546 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAMSARA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1642896/000162828026039492/0001628280-26-039492-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f802133e2368e28c2aca3c8ba37c2aef","headline":"NovoCure Limited: $2,278,951 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NovoCure Limited disclosed $2,278,951 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NovoCure Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645113/000164511326000033/0001645113-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d5b2c25d18d4ca82216e35ab914b7d8b","headline":"WillScot Holdings Corporation: $8,594,799 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"WillScot Holdings Corporation disclosed $8,594,799 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WillScot Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647088/000164708826000021/0001647088-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"21d49319328366f78ba94d1929967fbb","headline":"Upstart Holdings, Inc.: $9,609,205 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Upstart Holdings, Inc. disclosed $9,609,205 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Upstart Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647639/000119312526158972/0001193125-26-158972-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b5897e32eeb05375e679b9473ba59dff","headline":"VAXCYTE, INC.: $13,661,941 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VAXCYTE, INC. disclosed $13,661,941 ($13.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VAXCYTE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649094/000119312526173672/0001193125-26-173672-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"dcc7202d3dfd5d5caa1fe2c30ca51ca8","headline":"FB FINANCIAL CORPORATION: $2,040,082 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"FB FINANCIAL CORPORATION disclosed $2,040,082 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FB FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649749/000164974926000027/0001649749-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"51d234d286323bcaa5cdf571b66eb116","headline":"RHYTHM PHARMACEUTICALS, INC.: $3,325,758 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"RHYTHM PHARMACEUTICALS, INC. disclosed $3,325,758 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RHYTHM PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649904/000162828026028375/0001628280-26-028375-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1275477292950867f820618dc9225063","headline":"Four Corners Property Trust, Inc.: $3,629,462 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Four Corners Property Trust, Inc. disclosed $3,629,462 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Four Corners Property Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650132/000114036126015137/0001140361-26-015137-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3aaa782f27854d0c721c094dba2836fe","headline":"TOAST, INC.: $8,205,804 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TOAST, INC. disclosed $8,205,804 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TOAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650164/000165016426000098/0001650164-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"20f57406a5ea4e8d42767e547a5a6762","headline":"BEONE MEDICINES LTD.: $18,047,667 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BEONE MEDICINES LTD. disclosed $18,047,667 ($18.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEONE MEDICINES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651308/000110465926049655/0001104659-26-049655-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fc60b1645fa6e424fd6b572493bc6348","headline":"COURSERA, INC.: $29,124,802 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COURSERA, INC. disclosed $29,124,802 ($29.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COURSERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651562/000165156226000036/0001651562-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5444ea6c48bb0fcb1469de4b9f8a2ef5","headline":"Alphabet Inc.: $225,985,145 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Alphabet Inc. disclosed $225,985,145 ($226.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alphabet Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652044/000130817926000342/0001308179-26-000342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0e21507dbaa08fc0ef1d36f304ced5d3","headline":"INTELLIA THERAPEUTICS, INC.: $10,096,590 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INTELLIA THERAPEUTICS, INC. disclosed $10,096,590 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652130/000119312526197283/0001193125-26-197283-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4a0bd7c661a7fcf7ea7bed088a914dc1","headline":"RED ROCK RESORTS, INC.: $3,259,074 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"RED ROCK RESORTS, INC. disclosed $3,259,074 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RED ROCK RESORTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653653/000119312526173964/0001193125-26-173964-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ce763cfd8d9a8d7488295f6a6784c355","headline":"BEYOND MEAT, INC.: $6,770,871 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BEYOND MEAT, INC. disclosed $6,770,871 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEYOND MEAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655210/000119312526150400/0001193125-26-150400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"449265b535eacde0dffa43838fc13024","headline":"ARVINAS, INC.: $9,545,846 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARVINAS, INC. disclosed $9,545,846 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARVINAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655759/000162828026028156/0001628280-26-028156-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"bdd4e3cdb2cb5bc7804f07ddcc91d5f0","headline":"Xometry, Inc.: $3,775,410 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Xometry, Inc. disclosed $3,775,410 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xometry, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1657573/000119312526191498/0001193125-26-191498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0338dd9ad9b222abb6ba8145eb1d5753","headline":"Crinetics Pharmaceuticals, Inc.: $5,602,127 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Crinetics Pharmaceuticals, Inc. disclosed $5,602,127 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crinetics Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1658247/000165824726000030/0001658247-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"84e1d06d50f443cab085327ebbff9286","headline":"OKTA, INC.: $412,190 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"OKTA, INC. disclosed $412,190 ($412K) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OKTA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1660134/000166013426000036/0001660134-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"6d2e8764c1b489978e3d6a33942d4524","headline":"ORGANOGENESIS HOLDINGS INC.: $6,010,057 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ORGANOGENESIS HOLDINGS INC. disclosed $6,010,057 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORGANOGENESIS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661181/000119312526197357/0001193125-26-197357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4775937692981224b8c83238fce7d626","headline":"Bloom Energy Corporation: $2,632,248 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Bloom Energy Corporation disclosed $2,632,248 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bloom Energy Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664703/000162828026024237/0001628280-26-024237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b5bf228937b10c372d61df4684fbaf94","headline":"Claros Mortgage Trust, Inc.: $14,310,747 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Claros Mortgage Trust, Inc. disclosed $14,310,747 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Claros Mortgage Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1666291/000119312526170371/0001193125-26-170371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c2c2cdbadfe75d09e16c4e5e96233cb7","headline":"Kinsale Capital Group, Inc.: $3,783,912 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Kinsale Capital Group, Inc. disclosed $3,783,912 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kinsale Capital Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669162/000166916226000020/0001669162-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c514c1d7e775298535977990aa40c6c3","headline":"CAMPING WORLD HOLDINGS, INC.: $11,192 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CAMPING WORLD HOLDINGS, INC. disclosed $11,192 ($11K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAMPING WORLD HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669779/000110465926041491/0001104659-26-041491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d9cdf264ef5bb993b274785d812b4099","headline":"Immunocore Holdings plc: $8,008,503 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Immunocore Holdings plc disclosed $8,008,503 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Immunocore Holdings plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671927/000114036126015122/0001140361-26-015122-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"48d32508b8dc984d08532bf5e60b6b33","headline":"TRADE DESK, INC.: $5,440,036 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TRADE DESK, INC. disclosed $5,440,036 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRADE DESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671933/000167193326000034/0001671933-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"02bc97243a7f61131c4d14d90e21bd25","headline":"Acushnet Holdings Corp.: $6,251,475 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Acushnet Holdings Corp. disclosed $6,251,475 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Acushnet Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672013/000167201326000106/0001672013-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ecb88a09ebe7c73fddf351ddd3b95884","headline":"Yum China Holdings, Inc.: $15,892,879 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Yum China Holdings, Inc. disclosed $15,892,879 ($15.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Yum China Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673358/000119312526157856/0001193125-26-157856-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"74ae974f10ddaedeac4e5dc28a8484ca","headline":"AdvanSix Inc.: $5,319,589 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AdvanSix Inc. disclosed $5,319,589 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AdvanSix Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673985/000167398526000022/0001673985-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f7cbca94ba581745d2652de31cfcf50d","headline":"Vertiv Holdings Co: $8,033,521 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Vertiv Holdings Co disclosed $8,033,521 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vertiv Holdings Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674101/000119312526174898/0001193125-26-174898-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a04b0a53bb506e44239ebeedf1c8e3f0","headline":"CRISPR THERAPEUTICS AG: $20,734,359 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CRISPR THERAPEUTICS AG disclosed $20,734,359 ($20.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRISPR THERAPEUTICS AG","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674416/000119312526165158/0001193125-26-165158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ff60eea14a13984b0eb04d5d6a4ba9db","headline":"BRAZE, INC.: $666,824 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"BRAZE, INC. disclosed $666,824 ($667K) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRAZE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676238/000114036126021908/0001140361-26-021908-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a8ef7f293aeba4b7259018b0573e2f06","headline":"IDEAYA BIOSCIENCES, INC.: $3,327,004 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"IDEAYA BIOSCIENCES, INC. disclosed $3,327,004 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IDEAYA BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676725/000119312526191501/0001193125-26-191501-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cdd9ee423af38bfff9e430021471e580","headline":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.: $10,819,354 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INNOVATIVE INDUSTRIAL PROPERTIES, INC. disclosed $10,819,354 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677576/000162828026026588/0001628280-26-026588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"427d253fbd7276a717a19f0069eb78a2","headline":"Conduent Incorporated: $5,865,878 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Conduent Incorporated disclosed $5,865,878 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Conduent Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677703/000167770326000049/0001677703-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e1241b7df18f7d4e8bafcc7cf559c259","headline":"INTERNATIONAL SEAWAYS, INC.: $5,409,147 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INTERNATIONAL SEAWAYS, INC. disclosed $5,409,147 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL SEAWAYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679049/000114036126017661/0001140361-26-017661-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"53274cbc0d05b2d73d1ffbfc0abe56df","headline":"COINBASE GLOBAL, INC.: $7,465,350 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COINBASE GLOBAL, INC. disclosed $7,465,350 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COINBASE GLOBAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679788/000167978826000045/0001679788-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"bbc47cb52657e08ab9e1b05d9b3cade8","headline":"VERRA MOBILITY CORPORATION: $4,253,168 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"VERRA MOBILITY CORPORATION disclosed $4,253,168 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERRA MOBILITY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1682745/000119312526143753/0001193125-26-143753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"13d0532d21356260246428a731d06c6d","headline":"Cars.com Inc.: $6,369,207 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Cars.com Inc. disclosed $6,369,207 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cars.com Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1683606/000114036126015383/0001140361-26-015383-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b91be826adeba7cefc4455fa32bcea45","headline":"Brighthouse Financial, Inc.: $9,750,186 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Brighthouse Financial, Inc. disclosed $9,750,186 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brighthouse Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1685040/000119312526154952/0001193125-26-154952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"311b71337e18ecaf0a7b42b5e82b5a4b","headline":"Ramaco Resources, Inc.: $5,867,771 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Ramaco Resources, Inc. disclosed $5,867,771 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ramaco Resources, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1687187/000121390026047772/0001213900-26-047772-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a648e3ea473a666460e27e7b277d82d6","headline":"Establishment Labs Holdings Inc.: $2,577,107 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Establishment Labs Holdings Inc. disclosed $2,577,107 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Establishment Labs Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1688757/000168875726000028/0001688757-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c271159590c3319802d945b078b43292","headline":"PRAXIS PRECISION MEDICINES, INC.: $6,028,078 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PRAXIS PRECISION MEDICINES, INC. disclosed $6,028,078 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRAXIS PRECISION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1689548/000168954826000039/0001689548-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f1593db589c4cf8ddad77af5f87b5176","headline":"Newmark Group, Inc.: $20,000,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Newmark Group, Inc. disclosed $20,000,000 ($20.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Newmark Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690680/000121390026050004/0001213900-26-050004-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"78f362ea4acae6ef4fd680547251b529","headline":"KINETIK HOLDINGS INC.: $343,606 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"KINETIK HOLDINGS INC. disclosed $343,606 ($344K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINETIK HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692787/000169278726000086/0001692787-26-000086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"bad2dd69076169b20b857745c920099f","headline":"INGERSOLL RAND INC.: $54,521,777 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"INGERSOLL RAND INC. disclosed $54,521,777 ($54.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INGERSOLL RAND INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699150/000114036126016726/0001140361-26-016726-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"af88e470f78ece00490fba026375a291","headline":"THE LOVESAC COMPANY: $3,204,682 total compensation for the principal executive officer, fiscal year ended 2023-01-29","summary":"THE LOVESAC COMPANY disclosed $3,204,682 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE LOVESAC COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701758/000130817926000324/0001308179-26-000324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-29","captured_at":"2026-07-28 21:29:46"},{"signal_id":"2418159c16b4a8bf0e6a8b9ad7934b62","headline":"ADT INC.: $8,826,244 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ADT INC. disclosed $8,826,244 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703056/000170305626000032/0001703056-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"6f784fc099dd39452f1dee06e4c4c1b0","headline":"AbCellera Biologics Inc.: $8,797,688 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AbCellera Biologics Inc. disclosed $8,797,688 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AbCellera Biologics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703057/000170305726000020/0001703057-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"df26f1841df49abadd01eeb2114b1fbd","headline":"Granite Point Mortgage Trust Inc.: $3,762,129 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Granite Point Mortgage Trust Inc. disclosed $3,762,129 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Granite Point Mortgage Trust Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703644/000110465926045496/0001104659-26-045496-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"476f3c0505377ce8bf83e782caebafea","headline":"ZAI LAB LIMITED: $20,212,141 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ZAI LAB LIMITED disclosed $20,212,141 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZAI LAB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1704292/000170429226000030/0001704292-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"35c7080accdcbb4f0a1146c931b36fd6","headline":"Liberty Latin America Ltd.: $15,745,617 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Liberty Latin America Ltd. disclosed $15,745,617 ($15.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Liberty Latin America Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712184/000171218426000065/0001712184-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e7b73f4056f06f1ac3f52f6afff34144","headline":"Target Hospitality Corp.: $4,874,722 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Target Hospitality Corp. disclosed $4,874,722 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Target Hospitality Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712189/000110465926040125/0001104659-26-040125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8442ee1efbc3cbc41739676750923cde","headline":"Ranpak Holdings Corp.: $1,267,759 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Ranpak Holdings Corp. disclosed $1,267,759 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ranpak Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712463/000114036126014014/0001140361-26-014014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8ec42a29444af0c202208fb78febea6b","headline":"Denali Therapeutics Inc.: $9,284,688 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Denali Therapeutics Inc. disclosed $9,284,688 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Denali Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1714899/000171489926000054/0001714899-26-000054-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"33f3c1d21caff1f414e2c3f958574a50","headline":"Gates Industrial Corporation plc: $14,402,390 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Gates Industrial Corporation plc disclosed $14,402,390 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gates Industrial Corporation plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1718512/000162828026026015/0001628280-26-026015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8fb3ed75bdc21fb41633564e2c8c1c2d","headline":"REPAY HOLDINGS CORPORATION: $6,101,031 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"REPAY HOLDINGS CORPORATION disclosed $6,101,031 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REPAY HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720592/000119312526215760/0001193125-26-215760-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"6563ff77ad44aa649dff5d371782c42a","headline":"COLUMBIA FINANCIAL, INC.: $1,662,649 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COLUMBIA FINANCIAL, INC. disclosed $1,662,649 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NJ","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1723596/000119312526197874/0001193125-26-197874-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"83efe5afcf43401c2312befb12ba0c38","headline":"Arcus Biosciences, Inc.: $9,048,432 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Arcus Biosciences, Inc. disclosed $9,048,432 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Arcus Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1724521/000172452126000025/0001724521-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"291ffffbca8ac2ebe06909b678bbe7d3","headline":"Viemed Healthcare, Inc.: $1,925,507 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Viemed Healthcare, Inc. disclosed $1,925,507 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Viemed Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1729149/000172914926000022/0001729149-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ff40b2d89c8c023cec35df173ad98c70","headline":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC: $6,113,740 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC disclosed $6,113,740 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730430/000110465926044410/0001104659-26-044410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"bbd0553b24412981361f958e5d3df473","headline":"GARRETT MOTION INC.: $2,106,406 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GARRETT MOTION INC. disclosed $2,106,406 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARRETT MOTION INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1735707/000114036126014250/0001140361-26-014250-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"221d4faffb72f64cece989568ee04215","headline":"ARLO TECHNOLOGIES, INC.: $15,405,950 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARLO TECHNOLOGIES, INC. disclosed $15,405,950 ($15.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARLO TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736946/000114036126016680/0001140361-26-016680-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"23ce19c3d724a85e68974c4ab7964755","headline":"Seadrill Limited: $5,687,373 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Seadrill Limited disclosed $5,687,373 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seadrill Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737706/000114036126015486/0001140361-26-015486-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ab9ba3f818b013e19e8ce35153879ad4","headline":"Elanco Animal Health Inc: $12,713,632 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Elanco Animal Health Inc disclosed $12,713,632 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Elanco Animal Health Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1739104/000173910426000016/0001739104-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3fbced6a53b8760c6fd4fb5da9589ba3","headline":"Resideo Technologies, Inc.: $12,575,407 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Resideo Technologies, Inc. disclosed $12,575,407 ($12.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Resideo Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1740332/000114036126016160/0001140361-26-016160-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"09de3f49f6ef6d2762e68f54b96fb247","headline":"Corsair Gaming, Inc.: $9,891,116 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Corsair Gaming, Inc. disclosed $9,891,116 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corsair Gaming, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743759/000119312526197141/0001193125-26-197141-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4041095188c28f2a10e8aa9394610793","headline":"BridgeBio Pharma, Inc.: $6,674,437 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BridgeBio Pharma, Inc. disclosed $6,674,437 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BridgeBio Pharma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743881/000114036126016723/0001140361-26-016723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"18418784bdd91bd47589df6eaddfe54a","headline":"PennyMac Financial Services, Inc.: $9,671,051 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PennyMac Financial Services, Inc. disclosed $9,671,051 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PennyMac Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745916/000119312526164086/0001193125-26-164086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"13999ae79bb5d40ef303d9f99f601918","headline":"BEAM THERAPEUTICS INC.: $9,496,745 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BEAM THERAPEUTICS INC. disclosed $9,496,745 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEAM THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745999/000119312526161512/0001193125-26-161512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"95196d8aad0ff479df0c12834b492ea5","headline":"BANK FIRST CORPORATION: $1,331,475 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BANK FIRST CORPORATION disclosed $1,331,475 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANK FIRST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746109/000110465926048526/0001104659-26-048526-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f7422d5a4172c0318a07e3cbeba5824a","headline":"REVOLVE GROUP, INC.: $984,078 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"REVOLVE GROUP, INC. disclosed $984,078 ($984K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLVE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746618/000119312526177284/0001193125-26-177284-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"60af7308ca33be488077ff5a8d91cf39","headline":"MetroCity Bankshares, Inc.: $2,294,319 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MetroCity Bankshares, Inc. disclosed $2,294,319 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MetroCity Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1747068/000110465926045475/0001104659-26-045475-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"59bb82bc8487d6ac6b9a90500a977a60","headline":"ACADIAN ASSET MANAGEMENT INC.: $700,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ACADIAN ASSET MANAGEMENT INC. disclosed $700,000 ($700K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACADIAN ASSET MANAGEMENT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1748824/000162828026028368/0001628280-26-028368-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3cea19bc2e44ebed5fffa8e287366537","headline":"AppLovin Corporation: $104,355 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AppLovin Corporation disclosed $104,355 ($104K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AppLovin Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1751008/000175100826000028/0001751008-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"14a600642ba0efe0d39ee4af8baa5c6c","headline":"AerSale Corporation: $1,346,568 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"AerSale Corporation disclosed $1,346,568 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AerSale Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754170/000110465926050451/0001104659-26-050451-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"910a4553f4871105fccd6f61c679e00a","headline":"TRULIEVE CANNABIS CORP.: $3,904,952 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TRULIEVE CANNABIS CORP. disclosed $3,904,952 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRULIEVE CANNABIS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754195/000175419526000025/0001754195-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3ba13f7e7c0b47c58abf0ba3ebeb50b5","headline":"TRANSMEDICS GROUP, INC.: $3,287,862 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TRANSMEDICS GROUP, INC. disclosed $3,287,862 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSMEDICS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1756262/000119312526150357/0001193125-26-150357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"00f4d97621d76b27fe172a80c8b04cd3","headline":"QUANTUM COMPUTING INC.: $5,093,339 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"QUANTUM COMPUTING INC. disclosed $5,093,339 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QUANTUM COMPUTING INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1758009/000121390026050296/0001213900-26-050296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"bb5b9421d9f689f61a001d04c10fdbb0","headline":"Mirum Pharmaceuticals, Inc.: $4,402,664 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Mirum Pharmaceuticals, Inc. disclosed $4,402,664 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mirum Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759425/000175942526000027/0001759425-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"73448147c5ce5bdacb0fc02bfdd5aa3c","headline":"Alta Equipment Group Inc.: $3,533,534 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Alta Equipment Group Inc. disclosed $3,533,534 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alta Equipment Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759824/000119312526157108/0001193125-26-157108-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7415e4f27306a501c3cd47352377f6f5","headline":"Palomar Holdings, Inc.: $3,000,327 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Palomar Holdings, Inc. disclosed $3,000,327 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palomar Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1761312/000207187626000105/0002071876-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d730483d730e50b66ae530a36179c2f6","headline":"CHEWY, INC.: $2,481,735 total compensation for the principal executive officer, fiscal year ended 2023-01-29","summary":"CHEWY, INC. disclosed $2,481,735 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEWY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766502/000114036126022529/0001140361-26-022529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-29","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1bf37f3fa2c051b24a276e8357241202","headline":"XPEL, INC.: $1,532,835 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"XPEL, INC. disclosed $1,532,835 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XPEL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1767258/000176725826000020/0001767258-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"978e0fad19e8756277c3fddfdd8d2241","headline":"10x Genomics, Inc.: $18,805,294 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"10x Genomics, Inc. disclosed $18,805,294 ($18.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"10x Genomics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770787/000162828026027201/0001628280-26-027201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3dcbf5dbee7f552bf2ca61ab730e7332","headline":"HIMS & HERS HEALTH, INC.: $10,816,547 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"HIMS & HERS HEALTH, INC. disclosed $10,816,547 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIMS & HERS HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1773751/000177375126000060/0001773751-26-000060-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4898427ed2b5f25439b83b49107ea306","headline":"ChargePoint Holdings, Inc.: $16,755,533 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"ChargePoint Holdings, Inc. disclosed $16,755,533 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ChargePoint Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777393/000177739326000022/0001777393-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"85e520272599b9481ec3bf37b6cc1d31","headline":"PERELLA WEINBERG PARTNERS: $6,756,430 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PERELLA WEINBERG PARTNERS disclosed $6,756,430 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PERELLA WEINBERG PARTNERS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777835/000177783526000029/0001777835-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1b6a8c1cde26e8e4c085082ddc709be3","headline":"Otis Worldwide Corporation: $14,477,875 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Otis Worldwide Corporation disclosed $14,477,875 ($14.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Otis Worldwide Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781335/000114036126015389/0001140361-26-015389-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"143cd434eb00db0314103b4600a0737b","headline":"THE BALDWIN INSURANCE GROUP, INC.: $4,752,320 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"THE BALDWIN INSURANCE GROUP, INC. disclosed $4,752,320 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE BALDWIN INSURANCE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781755/000178175526000027/0001781755-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9a145f92ad27cfc692a2b4e5e9323286","headline":"REMITLY GLOBAL, INC.: $293,125 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"REMITLY GLOBAL, INC. disclosed $293,125 ($293K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REMITLY GLOBAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1782170/000178217026000048/0001782170-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fa97e2796e1bba8db3a6e327cf092eb3","headline":"UWM Holdings Corporation: $6,989,522 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"UWM Holdings Corporation disclosed $6,989,522 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UWM Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783398/000119312526176695/0001193125-26-176695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cbdb0493b9c11ffe34f3fafe1d5f0fda","headline":"Robinhood Markets, Inc.: $1,297,529 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Robinhood Markets, Inc. disclosed $1,297,529 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Robinhood Markets, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783879/000178387926000053/0001783879-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a0ab3c89f75e82804a399ebecded2f31","headline":"Porch Group, Inc.: $13,583,222 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Porch Group, Inc. disclosed $13,583,222 ($13.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Porch Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784535/000178453526000021/0001784535-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d8c7bd006c0bcf95f222978fed7533a7","headline":"Vontier Corporation: $6,358,427 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Vontier Corporation disclosed $6,358,427 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vontier Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786842/000162828026024579/0001628280-26-024579-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a0cd5d396d434da3db6f05897486c91f","headline":"ARCUTIS BIOTHERAPEUTICS, INC.: $4,581,555 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARCUTIS BIOTHERAPEUTICS, INC. disclosed $4,581,555 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARCUTIS BIOTHERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787306/000178730626000028/0001787306-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ee725cd71f65c8d83aa8bd04541ad696","headline":"ROOT, INC.: $5,126,730 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ROOT, INC. disclosed $5,126,730 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROOT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1788882/000178888226000033/0001788882-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1dff306eadca8ad66fae4d331dd5974a","headline":"DoorDash, Inc.: $300,065 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DoorDash, Inc. disclosed $300,065 ($300K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DoorDash, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792789/000179278926000018/0001792789-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a6bfb255f8a75d4f44f51c55691e755a","headline":"Rush Street Interactive, Inc.: $14,119,163 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Rush Street Interactive, Inc. disclosed $14,119,163 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Street Interactive, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1793659/000179365926000016/0001793659-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e56a9ec10e95c27c5b12f1b9211e720c","headline":"GREEN THUMB INDUSTRIES INC.: $1,890,654 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GREEN THUMB INDUSTRIES INC. disclosed $1,890,654 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREEN THUMB INDUSTRIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795139/000119312526178679/0001193125-26-178679-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"70456ba46a1df04f8359806e62ac5cbb","headline":"SPHERE ENTERTAINMENT CO.: $19,243,679 total compensation for the principal executive officer, fiscal year ended 2022-06-30","summary":"SPHERE ENTERTAINMENT CO. disclosed $19,243,679 ($19.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPHERE ENTERTAINMENT CO.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795250/000162828026027969/0001628280-26-027969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-06-30","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f4f12b5e05869641a0343c5ccbab1754","headline":"IAC Inc.: $4,477,703 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"IAC Inc. disclosed $4,477,703 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IAC Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800227/000119312526251426/0001193125-26-251426-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8e182f770f693bf753cefda4dcf6c4d2","headline":"JFROG LTD.: $3,808,122 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"JFROG LTD. disclosed $3,808,122 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JFROG LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800667/000119312526145562/0001193125-26-145562-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"76505c54490fe1de8298c3c3ca2c08a8","headline":"MP Materials Corp. / DE: $1,599,032 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MP Materials Corp. / DE disclosed $1,599,032 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MP Materials Corp. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801368/000180136826000020/0001801368-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c0c3955686b4fcfa9dd69406fa8d094e","headline":"RELAY THERAPEUTICS, INC.: $8,121,840 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"RELAY THERAPEUTICS, INC. disclosed $8,121,840 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RELAY THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1812364/000119312526186929/0001193125-26-186929-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e12bd05a11683222b6ea08b0c2627b2c","headline":"KYMERA THERAPEUTICS, INC.: $6,926,645 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"KYMERA THERAPEUTICS, INC. disclosed $6,926,645 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KYMERA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1815442/000119312526191495/0001193125-26-191495-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b7ce0cec23ab32887976828e42b1c5cc","headline":"DISC MEDICINE, INC.: $1,831,265 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DISC MEDICINE, INC. disclosed $1,831,265 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DISC MEDICINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816736/000119312526187646/0001193125-26-187646-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"97d7749b711e2881087ba62f00713442","headline":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.: $848,775 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC. disclosed $848,775 ($849K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818201/000114036126013493/0001140361-26-013493-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"6bc2b4c19ab1888547e5dd62f1aa57b1","headline":"SoFi Technologies, Inc.: $12,893,293 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SoFi Technologies, Inc. disclosed $12,893,293 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SoFi Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818874/000181887426000032/0001818874-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"52e434585e6b8482091eaefcc1654bb8","headline":"LIQUIDIA CORPORATION: $10,762,132 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"LIQUIDIA CORPORATION disclosed $10,762,132 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIQUIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819576/000110465926048597/0001104659-26-048597-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e76ec892c513eaa9e07c846a48b62c34","headline":"GCM Grosvenor Inc.: $5,395,574 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GCM Grosvenor Inc. disclosed $5,395,574 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GCM Grosvenor Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819796/000114036126016693/0001140361-26-016693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"76812634734d68ca5d0f569ab76193ca","headline":"JOBY AVIATION, INC.: $8,612,643 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"JOBY AVIATION, INC. disclosed $8,612,643 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JOBY AVIATION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819848/000181984826000313/0001819848-26-000313-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0afcbfc3e3707ff82fb1e9e83a8b713a","headline":"DOUBLEVERIFY HOLDINGS, INC.: $8,614,364 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DOUBLEVERIFY HOLDINGS, INC. disclosed $8,614,364 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DOUBLEVERIFY HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819928/000110465926040372/0001104659-26-040372-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e11fc8a5699b7769e533c7697a3cf665","headline":"ROCKET LAB CORPORATION: $837,820 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ROCKET LAB CORPORATION disclosed $837,820 ($838K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROCKET LAB CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819994/000162828026023922/0001628280-26-023922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9cbb49f1f3d681357b3d1b4a7b456ffb","headline":"MoonLake Immunotherapeutics: $4,477,381 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"MoonLake Immunotherapeutics disclosed $4,477,381 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MoonLake Immunotherapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1821586/000114036126015916/0001140361-26-015916-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7c9689ed46aa6dc5e17d5b6e906f34c2","headline":"SOTERA HEALTH COMPANY: $16,659,858 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SOTERA HEALTH COMPANY disclosed $16,659,858 ($16.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOTERA HEALTH COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822479/000110465926040937/0001104659-26-040937-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"6bda6842e28dcbf297a46324eb92d6d7","headline":"NuScale Power Corporation: $3,210,627 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NuScale Power Corporation disclosed $3,210,627 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NuScale Power Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822966/000182296626000042/0001822966-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"27ccceb2e283559dc9b7058b6875d09c","headline":"ARKO Corp.: $6,683,793 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"ARKO Corp. disclosed $6,683,793 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARKO Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823794/000119312526162839/0001193125-26-162839-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d680f7c344ba6875143b1152f6e9ba24","headline":"Offerpad Solutions Inc.: $7,830,078 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Offerpad Solutions Inc. disclosed $7,830,078 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Offerpad Solutions Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825024/000119312526170316/0001193125-26-170316-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"43016d09332e632104c8a3053769cea3","headline":"DREAM FINDERS HOMES, INC.: $8,287,488 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DREAM FINDERS HOMES, INC. disclosed $8,287,488 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DREAM FINDERS HOMES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825088/000162828026025557/0001628280-26-025557-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fd682a8eb2744a044d83099370bea617","headline":"PLAYTIKA HOLDING CORP.: $57,264,194 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PLAYTIKA HOLDING CORP. disclosed $57,264,194 ($57.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAYTIKA HOLDING CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828016/000182801626000024/0001828016-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"344601311a9e13540227855cb60b4054","headline":"CRICUT, INC.: $49,625,708 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CRICUT, INC. disclosed $49,625,708 ($49.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRICUT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828962/000182896226000030/0001828962-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5926c47312a55114a38c630389319e3a","headline":"CARTER BANKSHARES, INC.: $1,259,829 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CARTER BANKSHARES, INC. disclosed $1,259,829 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARTER BANKSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1829576/000182957626000027/0001829576-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d00bf5fd1065c814c7e8cd9b43264f1a","headline":"GINKGO BIOWORKS HOLDINGS, INC.: $262,500 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GINKGO BIOWORKS HOLDINGS, INC. disclosed $262,500 ($262K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GINKGO BIOWORKS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1830214/000162828026028377/0001628280-26-028377-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"35c715a4955bb83dd8200ed6dcdaac12","headline":"Cytek Biosciences, Inc.: $3,914,142 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Cytek Biosciences, Inc. disclosed $3,914,142 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytek Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831915/000114036126017479/0001140361-26-017479-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a3d59d451da1d0d2741a5e673ae53b23","headline":"Alignment Healthcare, Inc.: $34,070,592 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Alignment Healthcare, Inc. disclosed $34,070,592 ($34.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alignment Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832466/000162828026027058/0001628280-26-027058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"dc56014ad273da1c5ce5cbcd58d98639","headline":"N-ABLE, INC.: $6,261,962 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"N-ABLE, INC. disclosed $6,261,962 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"N-ABLE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834488/000183448826000018/0001834488-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cad6e9e05f164d2278f8d54bc56d7f90","headline":"COUPANG, INC.: $1,931,296 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"COUPANG, INC. disclosed $1,931,296 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COUPANG, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834584/000114036126017102/0001140361-26-017102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"51b844c5ab08514a1a97708778908540","headline":"Marvell Technology, Inc.: $22,442,578 total compensation for the principal executive officer, fiscal year ended 2023-01-28","summary":"Marvell Technology, Inc. disclosed $22,442,578 ($22.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Marvell Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835632/000110465926060253/0001104659-26-060253-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-28","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a6c4896d82e3198bf44dab3cb2990af7","headline":"PLANET LABS PBC: $610,285 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"PLANET LABS PBC disclosed $610,285 ($610K) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLANET LABS PBC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1836833/000119312526241945/0001193125-26-241945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"86cb0761ec2c74a5d9f7570820f6d83f","headline":"Janus International Group, Inc.: $3,619,625 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Janus International Group, Inc. disclosed $3,619,625 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Janus International Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839839/000114036126016709/0001140361-26-016709-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"df594245224c66635c4d641ddfec1ca4","headline":"Taboola.com Ltd.: $802,411 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Taboola.com Ltd. disclosed $802,411 ($802K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Taboola.com Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840502/000114036126018296/0001140361-26-018296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fc74065de403ce1707808a959e14561c","headline":"SOUNDHOUND AI, INC.: $10,548,042 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SOUNDHOUND AI, INC. disclosed $10,548,042 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUNDHOUND AI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840856/000121390026041978/0001213900-26-041978-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c9a6077f5aa2a4c9c65b1693aba11fec","headline":"APA CORPORATION: $13,802,119 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"APA CORPORATION disclosed $13,802,119 ($13.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841666/000119312526149453/0001193125-26-149453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c3225542019bfddcca60d7a42c32fdba","headline":"indie Semiconductor, Inc.: $2,399,633 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"indie Semiconductor, Inc. disclosed $2,399,633 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"indie Semiconductor, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841925/000119312526161644/0001193125-26-161644-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7ae3f39ab4830d71ee1519655b0bd192","headline":"DAY ONE BIOPHARMACEUTICALS, INC.: $5,086,456 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"DAY ONE BIOPHARMACEUTICALS, INC. disclosed $5,086,456 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAY ONE BIOPHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1845337/000119312526161471/0001193125-26-161471-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f51a8455ca105e9ec104da41ebd6b73a","headline":"NEXTDOOR HOLDINGS, INC.: $8,345,638 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NEXTDOOR HOLDINGS, INC. disclosed $8,345,638 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEXTDOOR HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1846069/000184606926000091/0001846069-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"dd53a57164265677b45ddf17542bb42f","headline":"Zeta Global Holdings Corp.: $20,727,503 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Zeta Global Holdings Corp. disclosed $20,727,503 ($20.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zeta Global Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851003/000119312526177408/0001193125-26-177408-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b96af73c83cf8d8b143c6d1a8932f510","headline":"Nextpower Inc.: $9,178,856 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Nextpower Inc. disclosed $9,178,856 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nextpower Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852131/000185213126000038/0001852131-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0b94c41d7978094fa8c618698ce89ffa","headline":"CLEAR SECURE, INC.: $671,278 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CLEAR SECURE, INC. disclosed $671,278 ($671K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAR SECURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856314/000119312526170704/0001193125-26-170704-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3eac6ff390330c07c0e9eda8dfaf0617","headline":"Core & Main, Inc.: $5,564,480 total compensation for the principal executive officer, fiscal year ended 2023-01-29","summary":"Core & Main, Inc. disclosed $5,564,480 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Core & Main, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856525/000185652526000046/0001856525-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-29","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4f4e4e1946eb5331fb47bb26622a0c22","headline":"GIGACLOUD TECHNOLOGY INC: $163,097 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"GIGACLOUD TECHNOLOGY INC disclosed $163,097 ($163K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GIGACLOUD TECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857816/000185781626000047/0001857816-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e60cbef789ba68fa8eac379a593af1c2","headline":"NUVALENT, Inc.: $5,214,596 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"NUVALENT, Inc. disclosed $5,214,596 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVALENT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1861560/000186156026000013/0001861560-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f885bcab42ee95007410b266e6c46473","headline":"CONSENSUS CLOUD SOLUTIONS, INC.: $948,170 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"CONSENSUS CLOUD SOLUTIONS, INC. disclosed $948,170 ($948K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSENSUS CLOUD SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866633/000114036126016729/0001140361-26-016729-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"17f5761d32a56d60973ad04ad2173862","headline":"Amplitude, Inc.: $450,000 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Amplitude, Inc. disclosed $450,000 ($450K) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amplitude, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866692/000114036126016728/0001140361-26-016728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"81ca1661c3eb85344a6a248f6135d35a","headline":"Kyndryl Holdings, Inc.: $13,655,346 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Kyndryl Holdings, Inc. disclosed $13,655,346 ($13.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kyndryl Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867072/000114036126025446/0001140361-26-025446-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1ab65015e9c7168d9d2d867e2df15fab","headline":"XERIS BIOPHARMA HOLDINGS, INC.: $2,805,599 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"XERIS BIOPHARMA HOLDINGS, INC. disclosed $2,805,599 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XERIS BIOPHARMA HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867096/000186709626000021/0001867096-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"609a1f6599cb60767a1e054c373d34b9","headline":"Portillo’s Inc.: $1,288,848 total compensation for the principal executive officer, fiscal year ended 2022-12-25","summary":"Portillo’s Inc. disclosed $1,288,848 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Portillo’s Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1871509/000187150926000024/0001871509-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-25","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c799eca252c343a761a85ff4b3723639","headline":"Rivian Automotive, Inc. / DE: $1,014,785 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Rivian Automotive, Inc. / DE disclosed $1,014,785 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rivian Automotive, Inc. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874178/000187417826000023/0001874178-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ab892ce8e3b3a902114136fab0942155","headline":"TPG INC.: $34,123,944 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"TPG INC. disclosed $34,123,944 ($34.1M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TPG INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1880661/000119312526166834/0001193125-26-166834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"13867e3c1f2ad965f486540b75480f0f","headline":"EXCELERATE ENERGY, INC.: $2,900,188 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"EXCELERATE ENERGY, INC. disclosed $2,900,188 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXCELERATE ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1888447/000119312526159047/0001193125-26-159047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b0ba59b7245282d7184b02183063ae0c","headline":"nCino, Inc.: $8,059,437 total compensation for the principal executive officer, fiscal year ended 2023-01-31","summary":"nCino, Inc. disclosed $8,059,437 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"nCino, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1902733/000119312526214613/0001193125-26-214613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a1b8aef62dbab0af333694aa3bb1ab5f","headline":"Mobileye Global Inc.: $45,219,678 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Mobileye Global Inc. disclosed $45,219,678 ($45.2M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mobileye Global Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1910139/000110465926048118/0001104659-26-048118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3e9dee07c356ab55100ff326032da673","headline":"F&G Annuities & Life, Inc.: $10,380,387 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"F&G Annuities & Life, Inc. disclosed $10,380,387 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"F&G Annuities & Life, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1934850/000110465926052877/0001104659-26-052877-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e503f817d3b3c03dbbf707a8f78c6840","headline":"MasterBrand, Inc.: $6,831,543 total compensation for the principal executive officer, fiscal year ended 2022-12-25","summary":"MasterBrand, Inc. disclosed $6,831,543 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MasterBrand, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1941365/000119312526170568/0001193125-26-170568-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-25","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e959386fa0ecdaa646a7a8380fa93bad","headline":"SINCLAIR, INC.: $9,637,706 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"SINCLAIR, INC. disclosed $9,637,706 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SINCLAIR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1971213/000197121326000017/0001971213-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ec6db8388ceecf23267c5a997f358e60","headline":"BUNGE GLOBAL SA: $17,899,691 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BUNGE GLOBAL SA disclosed $17,899,691 ($17.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUNGE GLOBAL SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1996862/000162828026024588/0001628280-26-024588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fd2e37eaa85597e1df018e94063b531d","headline":"BLACKROCK, INC.: $32,726,109 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"BLACKROCK, INC. disclosed $32,726,109 ($32.7M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACKROCK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2012383/000130817926000262/0001308179-26-000262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"734ae74eccd1336c0680d507d5c5b589","headline":"Uniti Group Inc.: $5,011,198 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Uniti Group Inc. disclosed $5,011,198 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uniti Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2020795/000110465926045735/0001104659-26-045735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7167d7bb465c89d1f404b80b75186387","headline":"Summit Midstream Corporation: $3,832,166 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"Summit Midstream Corporation disclosed $3,832,166 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Summit Midstream Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024218/000121390026042530/0001213900-26-042530-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"34cfd4966621c9604cfa6c457f9c77a1","headline":"Lionsgate Studios Corp.: $21,528,409 total compensation for the principal executive officer, fiscal year ended 2023-03-31","summary":"Lionsgate Studios Corp. disclosed $21,528,409 ($21.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lionsgate Studios Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2052959/000119312526321010/0001193125-26-321010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0c57e38be03feb91fe99108d2a322bd5","headline":"PINNACLE FINANCIAL PARTNERS, INC.: $10,891,661 total compensation for the principal executive officer, fiscal year ended 2022-12-31","summary":"PINNACLE FINANCIAL PARTNERS, INC. disclosed $10,891,661 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2022-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PINNACLE FINANCIAL PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2082866/000208286626000031/0002082866-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2022-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d503fdf53fc5d0196abeb7401f97b7d0","headline":"BRT APARTMENTS CORP.: $1,882,891 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BRT APARTMENTS CORP. disclosed $1,882,891 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRT APARTMENTS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14846/000114036126015498/0001140361-26-015498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"57fec4ef195bb6b8e16b4852bda4190f","headline":"Crown Crafts, Inc.: $430,820 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Crown Crafts, Inc. disclosed $430,820 ($431K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crown Crafts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/25895/000143774926021757/0001437749-26-021757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"34424a5057ab47f929b1be0a8d5864fe","headline":"Educational Development Corporation: $296,600 total compensation for the principal executive officer, fiscal year ended 2024-02-29","summary":"Educational Development Corporation disclosed $296,600 ($297K) in total compensation for its principal executive officer for the fiscal year ended 2024-02-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Educational Development Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31667/000118518526002148/0001185185-26-002148-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-29","captured_at":"2026-07-28 21:29:46"},{"signal_id":"96a2e7cf584a92c7938efc44d4b7b65c","headline":"TENAX THERAPEUTICS, INC.: $644,770 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TENAX THERAPEUTICS, INC. disclosed $644,770 ($645K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TENAX THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34956/000119312526168580/0001193125-26-168580-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"db51e11aa4f8c0687b8b484cb19dce3c","headline":"FIRST REAL ESTATE INVESTMENT TRUST OF NEW JERSEY, INC.: $643,644 total compensation for the principal executive officer, fiscal year ended 2023-10-31","summary":"FIRST REAL ESTATE INVESTMENT TRUST OF NEW JERSEY, INC. disclosed $643,644 ($644K) in total compensation for its principal executive officer for the fiscal year ended 2023-10-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FIRST REAL ESTATE INVESTMENT TRUST OF NEW JERSEY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/36840/000207709626000197/0002077096-26-000197-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-10-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ab4ecf205a5d8ee86380fbf77a59a211","headline":"FRIEDMAN INDUSTRIES INC: $1,614,524 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"FRIEDMAN INDUSTRIES INC disclosed $1,614,524 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRIEDMAN INDUSTRIES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/39092/000143774926024581/0001437749-26-024581-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0aa908bc7ad1168c892ffef63fa3d6ce","headline":"Kewaunee Scientific Corporation: $2,120,403 total compensation for the principal executive officer, fiscal year ended 2024-04-30","summary":"Kewaunee Scientific Corporation disclosed $2,120,403 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kewaunee Scientific Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/55529/000114036126027713/0001140361-26-027713-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-04-30","captured_at":"2026-07-28 21:29:46"},{"signal_id":"2a610f9c1c25e7335858d29ac757f782","headline":"PRIMEENERGY RESOURCES CORPORATION: $4,605,562 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PRIMEENERGY RESOURCES CORPORATION disclosed $4,605,562 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRIMEENERGY RESOURCES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/56868/000143774926013252/0001437749-26-013252-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"56fc9abc4c8364b0ead28ef3b89c1ee6","headline":"MICROVISION, INC.: $4,726,817 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MICROVISION, INC. disclosed $4,726,817 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MICROVISION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/65770/000149315226028274/0001493152-26-028274-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cf96f10c2064c62ab512b7a97d080cc3","headline":"NUVERA COMMUNICATIONS, INC.: $512,113 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NUVERA COMMUNICATIONS, INC. disclosed $512,113 ($512K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVERA COMMUNICATIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/71557/000143774926011856/0001437749-26-011856-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7423567837e48849edb21aaf9ca5b967","headline":"Park Aerospace Corp.: $295,723 total compensation for the principal executive officer, fiscal year ended 2024-03-03","summary":"Park Aerospace Corp. disclosed $295,723 ($296K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Park Aerospace Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/76267/000207709626000207/0002077096-26-000207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-03","captured_at":"2026-07-28 21:29:46"},{"signal_id":"75334bcf47fa6f0189d290fa15576ada","headline":"RESERVE PETROLEUM CO: $295,104 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RESERVE PETROLEUM CO disclosed $295,104 ($295K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RESERVE PETROLEUM CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/83350/000008335026000005/0000083350-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ebd8b3eb35c055449e05f9c014e4eb59","headline":"UNITED STATES ANTIMONY CORPORATION: $151,636 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UNITED STATES ANTIMONY CORPORATION disclosed $151,636 ($152K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNITED STATES ANTIMONY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101538/000114036126015650/0001140361-26-015650-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"850bd2807772921147b12cc26b0bebec","headline":"US Energy Corp: $966,419 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"US Energy Corp disclosed $966,419 ($966K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"US Energy Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101594/000143774926011411/0001437749-26-011411-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3559a8f4247a54063591f1e7d57303b0","headline":"GT BIOPHARMA, INC.: $1,525,834 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GT BIOPHARMA, INC. disclosed $1,525,834 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GT BIOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109657/000149315226031922/0001493152-26-031922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5b2a9a10d244edb9c79c41b9711f1cd5","headline":"Provectus Biopharmaceuticals, Inc.: $254,400 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Provectus Biopharmaceuticals, Inc. disclosed $254,400 ($254K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Provectus Biopharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315545/000149315226019805/0001493152-26-019805-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e19d084c2ec52aa6fd651032df875329","headline":"CREDITRISKMONITOR.COM, INC.: $252,129 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CREDITRISKMONITOR.COM, INC. disclosed $252,129 ($252K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CREDITRISKMONITOR.COM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315958/000114036126026642/0001140361-26-026642-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"96c7384ad7bfd90dbbf02b4c327a79f3","headline":"ABEONA THERAPEUTICS INC.: $2,847,442 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ABEONA THERAPEUTICS INC. disclosed $2,847,442 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ABEONA THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318306/000149315226019153/0001493152-26-019153-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cbeba7b0595c2d2267001382934c377e","headline":"SECURITY NATIONAL FINANCIAL CORPORATION: $1,182,762 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SECURITY NATIONAL FINANCIAL CORPORATION disclosed $1,182,762 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SECURITY NATIONAL FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318673/000149315226019219/0001493152-26-019219-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"dbe539ea55126262d63dfe9fe81f27a0","headline":"TEAM, INC.: $3,606,768 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TEAM, INC. disclosed $3,606,768 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEAM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318833/000031883326000014/0000318833-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"996867acfed5a1ee3368078210b90308","headline":"Data I/O Corporation: $709,302 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Data I/O Corporation disclosed $709,302 ($709K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Data I/O Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351998/000165495426005545/0001654954-26-005545-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1b5d3166962f3da5adca38fe6981f974","headline":"L.B. FOSTER COMPANY: $2,857,653 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"L.B. FOSTER COMPANY disclosed $2,857,653 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"L.B. FOSTER COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/352825/000114036126014171/0001140361-26-014171-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7b083136c4e94ef1c3d4c4098b113d16","headline":"KORU Medical Systems, Inc.: $713,369 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KORU Medical Systems, Inc. disclosed $713,369 ($713K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KORU Medical Systems, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/704440/000116169726000091/0001161697-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"33e0671b06c0273f8678a7ad1d790fec","headline":"Union Bankshares, Inc.: $713,692 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Union Bankshares, Inc. disclosed $713,692 ($714K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Union Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/706863/000070686326000034/0000706863-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3e028b2a65d37bd02a9ab31b654264b4","headline":"AMERISERV FINANCIAL INC /PA/: $561,439 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMERISERV FINANCIAL INC /PA/ disclosed $561,439 ($561K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERISERV FINANCIAL INC /PA/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/707605/000114036126024337/0001140361-26-024337-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"10ddda790a40e4cf07edaa95b1f240fb","headline":"Colony Bankcorp, Inc.: $623,635 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Colony Bankcorp, Inc. disclosed $623,635 ($624K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Colony Bankcorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/711669/000110465926044388/0001104659-26-044388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3e607eebdb699ee43bf040889b589bd7","headline":"One Liberty Properties, Inc.: $1,781,302 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"One Liberty Properties, Inc. disclosed $1,781,302 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"One Liberty Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712770/000114036126015499/0001140361-26-015499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7e74638e58dd6fa813e3059bfbf845e4","headline":"Community Bancorp /VT: $602,118 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Community Bancorp /VT disclosed $602,118 ($602K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Community Bancorp /VT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/718413/000207709626000057/0002077096-26-000057-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1905d79523f00aedcb43a0a0e6c153a2","headline":"APYX MEDICAL CORPORATION: $1,261,470 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"APYX MEDICAL CORPORATION disclosed $1,261,470 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APYX MEDICAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719135/000143774926021840/0001437749-26-021840-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"970227b724ce445f38dab676ad1be026","headline":"NVE Corporation: $577,985 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"NVE Corporation disclosed $577,985 ($578K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NVE Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724910/000137647426000455/0001376474-26-000455-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d133747934e2ed4cb246dec505d0439a","headline":"CEL-SCI CORPORATION: $1,027,965 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CEL-SCI CORPORATION disclosed $1,027,965 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CEL-SCI CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/725363/000165495426006496/0001654954-26-006496-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5eaf6eb78ef2aaec186c29ce78a09960","headline":"R F INDUSTRIES LTD: $894,667 total compensation for the principal executive officer, fiscal year ended 2023-10-31","summary":"R F INDUSTRIES LTD disclosed $894,667 ($895K) in total compensation for its principal executive officer for the fiscal year ended 2023-10-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"R F INDUSTRIES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/740664/000143774926024661/0001437749-26-024661-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-10-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9e2b73ff415a5066e4f1e103f1b8df4d","headline":"AMERICAN SHARED HOSPITAL SERVICES: $626,600 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMERICAN SHARED HOSPITAL SERVICES disclosed $626,600 ($627K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN SHARED HOSPITAL SERVICES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744825/000143774926014145/0001437749-26-014145-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7832da48ce85e1067f82685732a605e3","headline":"RED CAT HOLDINGS, INC.: $826,352 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RED CAT HOLDINGS, INC. disclosed $826,352 ($826K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RED CAT HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/748268/000162828026028755/0001628280-26-028755-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5128947ddfff1d71ba393755b77be4f4","headline":"QNB Corp.: $691,882 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"QNB Corp. disclosed $691,882 ($692K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QNB Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/750558/000119312526194037/0001193125-26-194037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a973fb831190a505b0eb95775ac82a29","headline":"VIRCO MFG. CORPORATION: $557,027 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"VIRCO MFG. CORPORATION disclosed $557,027 ($557K) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VIRCO MFG. CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/751365/000162828026029844/0001628280-26-029844-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"533314341d283488241d424e9749443b","headline":"CHEMUNG FINANCIAL CORP: $1,283,098 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CHEMUNG FINANCIAL CORP disclosed $1,283,098 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEMUNG FINANCIAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/763563/000076356326000009/0000763563-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c4d3133b0513bc13ed84c25b9565cdcd","headline":"HALLADOR ENERGY CO: $997,800 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HALLADOR ENERGY CO disclosed $997,800 ($998K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HALLADOR ENERGY CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/788965/000110465926043867/0001104659-26-043867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3a560ffbf3cfe45d3d83b1a26b74f66a","headline":"HG HOLDINGS, INC.: $125,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HG HOLDINGS, INC. disclosed $125,000 ($125K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HG HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/797465/000143774926020859/0001437749-26-020859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3b14cbf88f8a942890a6b5b7f88e8424","headline":"Lakeland Industries, Inc.: $956,513 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"Lakeland Industries, Inc. disclosed $956,513 ($957K) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lakeland Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798081/000079808126000008/0000798081-26-000008-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"dab13a9059b1970d0a13cc83530131ed","headline":"ODYSSEY MARINE EXPLORATION, INC.: $707,038 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ODYSSEY MARINE EXPLORATION, INC. disclosed $707,038 ($707K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ODYSSEY MARINE EXPLORATION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798528/000119312526166743/0001193125-26-166743-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"4fa461c58d0ef292d1c041743e163c93","headline":"ChoiceOne Financial Services, Inc.: $722,253 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ChoiceOne Financial Services, Inc. disclosed $722,253 ($722K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ChoiceOne Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/803164/000114036126014320/0001140361-26-014320-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b1a7cca3c83ff83d873b4d15331dc15a","headline":"SONO TEK CORP: $264,100 total compensation for the principal executive officer, fiscal year ended 2024-02-29","summary":"SONO TEK CORP disclosed $264,100 ($264K) in total compensation for its principal executive officer for the fiscal year ended 2024-02-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SONO TEK CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/806172/000117152026000185/0001171520-26-000185-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-29","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d991ba4822f3593517e4cd07e082f074","headline":"SOLIGENIX, INC.: $700,484 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOLIGENIX, INC. disclosed $700,484 ($700K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLIGENIX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/812796/000110465926086341/0001104659-26-086341-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fb5f7d1128bf90e8fb1e6f678deab7c9","headline":"LIFEWAY FOODS, INC.: $3,372,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LIFEWAY FOODS, INC. disclosed $3,372,200 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFEWAY FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/814586/000168316826003375/0001683168-26-003375-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"76595c8b0b95ef6b75188f1b63c34bcc","headline":"Inuvo, Inc.: $1,075,635 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Inuvo, Inc. disclosed $1,075,635 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Inuvo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/829323/000165495426004157/0001654954-26-004157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ba2c70d26c5775ff5be38665a0de9b98","headline":"SCI Engineered Materials, Inc.: $470,519 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SCI Engineered Materials, Inc. disclosed $470,519 ($471K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCI Engineered Materials, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/830616/000120677426000195/0001206774-26-000195-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f21c4d564e5b3331fdc336927604a36e","headline":"UTG, INC: $520,550 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UTG, INC disclosed $520,550 ($521K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UTG, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832480/000083248026000016/0000832480-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0fdfba3c666ddd2ce02a941695ae6481","headline":"GEOVAX LABS, INC.: $384,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GEOVAX LABS, INC. disclosed $384,200 ($384K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GEOVAX LABS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832489/000143774926017622/0001437749-26-017622-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"0d693dce8fa11e75418903c41152bd1f","headline":"FUEL TECH, INC.: $913,486 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FUEL TECH, INC. disclosed $913,486 ($913K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FUEL TECH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/846913/000143774926012157/0001437749-26-012157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f263e1e083f5cd5aad637ed1549574dd","headline":"Milestone Scientific Inc.: $680,265 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Milestone Scientific Inc. disclosed $680,265 ($680K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Milestone Scientific Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/855683/000149315226029558/0001493152-26-029558-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f80a8e5da6986deee21158c414509981","headline":"Sypris Solutions, Inc.: $844,072 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Sypris Solutions, Inc. disclosed $844,072 ($844K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sypris Solutions, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864240/000119312526195346/0001193125-26-195346-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ce6d2eb26e3fbf4a96aabe6b8ef152e6","headline":"LIFETIME BRANDS, INC.: $2,760,237 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LIFETIME BRANDS, INC. disclosed $2,760,237 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFETIME BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874396/000119312526177145/0001193125-26-177145-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cd58f95cc88b67d81b0feb8946a79f46","headline":"ULTRALIFE CORPORATION: $779,043 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ULTRALIFE CORPORATION disclosed $779,043 ($779K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ULTRALIFE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/875657/000143774926019134/0001437749-26-019134-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"55b2c126fd1d3c7726f829a7243ac49f","headline":"Lineage Cell Therapeutics, Inc.: $2,905,130 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Lineage Cell Therapeutics, Inc. disclosed $2,905,130 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lineage Cell Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876343/000119312526191556/0001193125-26-191556-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9e4b0bc45f412c1ab1b6cb477e39732e","headline":"EAGLE FINANCIAL SERVICES, INC.: $795,222 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EAGLE FINANCIAL SERVICES, INC. disclosed $795,222 ($795K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAGLE FINANCIAL SERVICES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880641/000088064126000009/0000880641-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"42029597a9f726a571314eb2f9f6f3e0","headline":"ALPHA PRO TECH, LTD.: $1,154,500 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALPHA PRO TECH, LTD. disclosed $1,154,500 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALPHA PRO TECH, LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/884269/000143774926014020/0001437749-26-014020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"93167692de82237edfb1d75d5c9994b7","headline":"Stratus Properties Inc.: $1,386,781 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Stratus Properties Inc. disclosed $1,386,781 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Stratus Properties Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885508/000119312526174846/0001193125-26-174846-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"48cbebd074ccefc1ac6b615c0a6830bb","headline":"SAGA COMMUNICATIONS, INC.: $1,751,842 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SAGA COMMUNICATIONS, INC. disclosed $1,751,842 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAGA COMMUNICATIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/886136/000114036126015641/0001140361-26-015641-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"870e057c620bd009bb77168964befd07","headline":"FULL HOUSE RESORTS, INC.: $1,248,010 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FULL HOUSE RESORTS, INC. disclosed $1,248,010 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FULL HOUSE RESORTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891482/000089148226000018/0000891482-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fa55178d25c8dbdbd44a02a7fe0bc876","headline":"PERMA FIX ENVIRONMENTAL SERVICES INC: $748,095 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PERMA FIX ENVIRONMENTAL SERVICES INC disclosed $748,095 ($748K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PERMA FIX ENVIRONMENTAL SERVICES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891532/000149315226028364/0001493152-26-028364-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"085d2a17e7f1d3a981ef0c1191be3192","headline":"THERIVA BIOLOGICS, INC.: $1,271,913 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"THERIVA BIOLOGICS, INC. disclosed $1,271,913 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THERIVA BIOLOGICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/894158/000110465926078859/0001104659-26-078859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"af63000918bdba98873110a90b8114b4","headline":"UWHARRIE CAPITAL CORP: $666,728 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UWHARRIE CAPITAL CORP disclosed $666,728 ($667K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UWHARRIE CAPITAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898171/000119312526149273/0001193125-26-149273-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f823ec38e9b06165163ed966915dfa87","headline":"PALATIN     TECHNOLOGIES, INC.: $1,303,800 total compensation for the principal executive officer, fiscal year ended 2023-06-30","summary":"PALATIN     TECHNOLOGIES, INC. disclosed $1,303,800 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PALATIN     TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911216/000149315226030126/0001493152-26-030126-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-06-30","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ac527481ede125ade31a47e36283a792","headline":"Perma-Pipe International Holdings, Inc.: $1,515,363 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Perma-Pipe International Holdings, Inc. disclosed $1,515,363 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Perma-Pipe International Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914122/000143774926016549/0001437749-26-016549-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"dd2239eb1ab6d5008ffeb75c2be72fcb","headline":"AvalonBay Communities, Inc.: $4,108,271 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AvalonBay Communities, Inc. disclosed $4,108,271 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AvalonBay Communities, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/915912/000110465926039943/0001104659-26-039943-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"cc68e01b783904922e2b4cc51aa1d4ea","headline":"SOLITARIO RESOURCES CORP.: $299,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOLITARIO RESOURCES CORP. disclosed $299,000 ($299K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLITARIO RESOURCES CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/917225/000165495426004066/0001654954-26-004066-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"33bf61042aeb0caaba59d70b1a16430f","headline":"SMITH-MIDLAND CORPORATION: $365,191 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SMITH-MIDLAND CORPORATION disclosed $365,191 ($365K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMITH-MIDLAND CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/924719/000165495426005625/0001654954-26-005625-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"93b37e7e05e39b26a98463386a204c7e","headline":"MIND Technology, Inc.: $298,434 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"MIND Technology, Inc. disclosed $298,434 ($298K) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MIND Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/926423/000143774926019049/0001437749-26-019049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e80975dcd2eabb936cc7d93f3e35707d","headline":"Pyxus International, Inc.: $2,346,256 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Pyxus International, Inc. disclosed $2,346,256 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pyxus International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/939930/000093993026000026/0000939930-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7cda55cf88fec9912d61a5b6c01fd560","headline":"LifeMD, Inc.: $888,803 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LifeMD, Inc. disclosed $888,803 ($889K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LifeMD, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/948320/000149315226020419/0001493152-26-020419-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5038bd007a11771c72be602dbbb216bf","headline":"Smith Micro Software, Inc.: $1,002,989 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Smith Micro Software, Inc. disclosed $1,002,989 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Smith Micro Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/948708/000143774926012555/0001437749-26-012555-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f6e2fc0ca09395c8bcdea81ac919ad51","headline":"ACHIEVE LIFE SCIENCES, INC.: $1,697,957 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ACHIEVE LIFE SCIENCES, INC. disclosed $1,697,957 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACHIEVE LIFE SCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/949858/000094985826000006/0000949858-26-000006-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"31a023cd19d5cd8861f78d4531ef9ac4","headline":"MEDALLION FINANCIAL CORP: $3,038,040 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MEDALLION FINANCIAL CORP disclosed $3,038,040 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDALLION FINANCIAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000209/000119312526197272/0001193125-26-197272-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"97bf5210dec98cbe9154e908706f98d6","headline":"Broadway Financial Corporation: $1,043,259 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Broadway Financial Corporation disclosed $1,043,259 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Broadway Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001171/000114036126018278/0001140361-26-018278-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9b53e403487071eb8a76270a359d675d","headline":"Protalix BioTherapeutics, Inc.: $2,684,941 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Protalix BioTherapeutics, Inc. disclosed $2,684,941 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Protalix BioTherapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1006281/000110465926053016/0001104659-26-053016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d941ad527605739b28504e568cd733b9","headline":"INNOVATE Corp.: $918,922 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INNOVATE Corp. disclosed $918,922 ($919K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INNOVATE Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1006837/000100683726000027/0001006837-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"468800caa50c2e896b016ca9668154c1","headline":"JAKKS Pacific, Inc.: $10,522,375 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"JAKKS Pacific, Inc. disclosed $10,522,375 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAKKS Pacific, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1009829/000118518526001465/0001185185-26-001465-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9b231bda142f4fd146f1f21b48577041","headline":"TTEC Holdings, Inc.: $100,151 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TTEC Holdings, Inc. disclosed $100,151 ($100K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TTEC Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013880/000110465926042071/0001104659-26-042071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"347e7fea1037939423e7a0b2326ee45f","headline":"AWARE, INC.: $511,283 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AWARE, INC. disclosed $511,283 ($511K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AWARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1015739/000119312526237209/0001193125-26-237209-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a336a7291954c6714493ead3765c04ed","headline":"BIO KEY INTERNATIONAL INC: $291,527 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BIO KEY INTERNATIONAL INC disclosed $291,527 ($292K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIO KEY INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1019034/000143774926024414/0001437749-26-024414-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"445d6beb0a3a5f302e45feedcf723a04","headline":"Core Molding Technologies, Inc.: $2,287,563 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Core Molding Technologies, Inc. disclosed $2,287,563 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Core Molding Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1026655/000102665526000019/0001026655-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"745783e01dc75a9549fbb01c5e248109","headline":"IDAHO STRATEGIC RESOURCES, INC.: $167,042 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"IDAHO STRATEGIC RESOURCES, INC. disclosed $167,042 ($167K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IDAHO STRATEGIC RESOURCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030192/000165495426004296/0001654954-26-004296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"bd376d78f68f762f92b99a16c5716685","headline":"Global Self Storage, Inc.: $593,068 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Global Self Storage, Inc. disclosed $593,068 ($593K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Global Self Storage, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1031235/000119312526191430/0001193125-26-191430-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"664b59b9c302ae0bb0fde9f5376eda40","headline":"ELOXX PHARMACEUTICALS, INC.: $1,282,293 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ELOXX PHARMACEUTICALS, INC. disclosed $1,282,293 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ELOXX PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035354/000119312526214720/0001193125-26-214720-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"25eee4376928a28d404281fcc05bb8d4","headline":"InTest Corporation: $1,136,012 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"InTest Corporation disclosed $1,136,012 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"InTest Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1036262/000103626226000024/0001036262-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"be481af06a7f6209e1508fe751483d96","headline":"PIXELWORKS, INC.: $1,242,127 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PIXELWORKS, INC. disclosed $1,242,127 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PIXELWORKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040161/000104016126000024/0001040161-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fff71cbe0ee8edf4d44c522152063581","headline":"Rockwell Medical, Inc.: $1,054,169 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Rockwell Medical, Inc. disclosed $1,054,169 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rockwell Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041024/000162828026028571/0001628280-26-028571-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b9879e0e62642be64d05f4c2fd3466a5","headline":"URBAN ONE, INC.: $8,014,328 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"URBAN ONE, INC. disclosed $8,014,328 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"URBAN ONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041657/000104165726000030/0001041657-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"427327bc788c21e9123615d3785eab9a","headline":"Sonida Senior Living, Inc.: $1,768,234 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Sonida Senior Living, Inc. disclosed $1,768,234 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sonida Senior Living, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043000/000119312526182027/0001193125-26-182027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"347cadc131a1ff9676a63d52a9d61409","headline":"Precipio, Inc.: $473,440 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Precipio, Inc. disclosed $473,440 ($473K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precipio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043961/000114036126017462/0001140361-26-017462-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9a0dff437c442b74f5e2a68b8a53d2a6","headline":"Live Ventures Incorporated: $429,403 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Live Ventures Incorporated disclosed $429,403 ($429K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Live Ventures Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045742/000143774926018023/0001437749-26-018023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9ce31777142f0ef017afb706a057007a","headline":"CervoMed Inc.: $1,518,279 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CervoMed Inc. disclosed $1,518,279 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CervoMed Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053691/000143774926014032/0001437749-26-014032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8c8ef753708b279869e3390dcd6bb860","headline":"INTERPACE BIOSCIENCES, INC.: $678,407 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTERPACE BIOSCIENCES, INC. disclosed $678,407 ($678K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERPACE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1054102/000149315226032369/0001493152-26-032369-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"68565b2ad0a866b686b2217f188fde8e","headline":"Mannatech, Incorporated: $490,993 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Mannatech, Incorporated disclosed $490,993 ($491K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mannatech, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056358/000143774926012909/0001437749-26-012909-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f9808666d9e15ebfd941e427bedf17c2","headline":"NextPlat Corp: $5,331,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NextPlat Corp disclosed $5,331,000 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextPlat Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1058307/000143774926014186/0001437749-26-014186-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c00250658db9908eb6f2d26c7a7e4af7","headline":"AppTech Payments Corp.: $585,368 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AppTech Payments Corp. disclosed $585,368 ($585K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AppTech Payments Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070050/000168316826002919/0001683168-26-002919-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b7ecfdcc6bd3d77058b56f5c96149a3d","headline":"First Capital Inc: $375,698 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"First Capital Inc disclosed $375,698 ($376K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Capital Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070296/000110465926040934/0001104659-26-040934-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"465badb86aa5d5a590e069a4404dd3b2","headline":"CF Bankshares Inc.: $1,080,496 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CF Bankshares Inc. disclosed $1,080,496 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CF Bankshares Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070680/000119312526172294/0001193125-26-172294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8d34ca0c8952b63e4bd8908f16b59e60","headline":"KINGSWAY FINANCIAL SERVICES INC.: $610,192 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KINGSWAY FINANCIAL SERVICES INC. disclosed $610,192 ($610K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINGSWAY FINANCIAL SERVICES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1072627/000117494726000457/0001174947-26-000457-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d917d97026dafcda0f38b0b040471f76","headline":"MANHATTAN BRIDGE CAPITAL, INC.: $528,751 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MANHATTAN BRIDGE CAPITAL, INC. disclosed $528,751 ($529K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MANHATTAN BRIDGE CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1080340/000149315226021832/0001493152-26-021832-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ac33d743a0a8aabe8dc259b640662f35","headline":"Presidio Property Trust, Inc.: $698,221 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Presidio Property Trust, Inc. disclosed $698,221 ($698K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Presidio Property Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1080657/000149315226018340/0001493152-26-018340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"17064dd5a530ffd9ed5d45ea21c16534","headline":"INTELLINETICS, INC.: $362,225 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTELLINETICS, INC. disclosed $362,225 ($362K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLINETICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1081745/000149315226020649/0001493152-26-020649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"700f473830abe94aeffe497a2a71c0d0","headline":"VirnetX Holding Corporation: $2,099,250 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VirnetX Holding Corporation disclosed $2,099,250 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VirnetX Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1082324/000114036126016717/0001140361-26-016717-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fb3b6f22b9d2d6f446d22b9cb9a32bf5","headline":"JONES SODA CO.: $2,233,531 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"JONES SODA CO. disclosed $2,233,531 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JONES SODA CO.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1083522/000114036126029446/0001140361-26-029446-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ee67f9a256553a0346f7d2401ee3d054","headline":"TABLE TRAC INC: $357,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TABLE TRAC INC disclosed $357,000 ($357K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TABLE TRAC INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090396/000143774926011855/0001437749-26-011855-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"717e5c5fd6355c82dc058c9bd95d17a8","headline":"WORKSPORT LTD.: $5,531,992 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"WORKSPORT LTD. disclosed $5,531,992 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WORKSPORT LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1096275/000149315226033929/0001493152-26-033929-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d3509c6416b446a513f6042c2564cb3c","headline":"Agenus Inc.: $5,856,319 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Agenus Inc. disclosed $5,856,319 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Agenus Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1098972/000119312526197536/0001193125-26-197536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"8bb5eef0a5532f694360fa8072fa9a45","headline":"BEASLEY BROADCAST GROUP, INC.: $2,366,595 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BEASLEY BROADCAST GROUP, INC. disclosed $2,366,595 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEASLEY BROADCAST GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099160/000119312526246394/0001193125-26-246394-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7637850ad4ee495f2ad3a5d9e1fa1618","headline":"CURIS, INC.: $1,662,978 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CURIS, INC. disclosed $1,662,978 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CURIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108205/000110820526000053/0001108205-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"fd0caf5ba5be26b769b46904ec8c9a5f","headline":"FIRST NORTHERN COMMUNITY BANCORP: $1,036,734 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FIRST NORTHERN COMMUNITY BANCORP disclosed $1,036,734 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FIRST NORTHERN COMMUNITY BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114927/000143774926011866/0001437749-26-011866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"f3ab81f477a3ec2860a8d229a924734d","headline":"BROADWIND, INC.: $1,216,040 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BROADWIND, INC. disclosed $1,216,040 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BROADWIND, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120370/000143774926012220/0001437749-26-012220-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5e22788f932e55ba6e14f5a9d876c252","headline":"COMSTOCK INC.: $550,784 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COMSTOCK INC. disclosed $550,784 ($551K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSTOCK INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120970/000143774926011938/0001437749-26-011938-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"7ebc1f91c14cc181639b7f06b47ada9b","headline":"BAB, Inc: $249,186 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BAB, Inc disclosed $249,186 ($249K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BAB, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1123596/000143774926012899/0001437749-26-012899-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"3de12f301f7051ff055e78f7977be2ba","headline":"MACROGENICS, INC.: $3,705,825 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MACROGENICS, INC. disclosed $3,705,825 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MACROGENICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1125345/000112534526000021/0001125345-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d14312f0a00bd9dc0aed5873e2aaf362","headline":"GSI Technology, Inc.: $873,636 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"GSI Technology, Inc. disclosed $873,636 ($874K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GSI Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1126741/000110465926084241/0001104659-26-084241-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e0552cc51f4bc1910fcac9372fe8b66e","headline":"BIO GREEN MED SOLUTION, INC.: $661,049 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BIO GREEN MED SOLUTION, INC. disclosed $661,049 ($661K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIO GREEN MED SOLUTION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130166/000149315226020898/0001493152-26-020898-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"11f3f2764f899a5c01c41136485b0a25","headline":"Capricor Therapeutics, Inc.: $774,300 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Capricor Therapeutics, Inc. disclosed $774,300 ($774K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capricor Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1133869/000110465926042070/0001104659-26-042070-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a969fc11bde495d307916eaf1b2de29b","headline":"INTERNATIONAL TOWER HILL MINES LTD.: $274,067 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTERNATIONAL TOWER HILL MINES LTD. disclosed $274,067 ($274K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL TOWER HILL MINES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134115/000110465926040922/0001104659-26-040922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c51b2d693f7f30aa06634c81a9428b01","headline":"CHARLIE'S HOLDINGS, INC.: $323,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CHARLIE'S HOLDINGS, INC. disclosed $323,000 ($323K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHARLIE'S HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134765/000143774926012836/0001437749-26-012836-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5daed3de478a9835afede48eb7d2eb54","headline":"HIREQUEST, INC.: $1,348,385 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HIREQUEST, INC. disclosed $1,348,385 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIREQUEST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140102/000143774926014187/0001437749-26-014187-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"9bc7fac24f24fabe7af2be3a56bbbdb2","headline":"Reed’s, Inc.: $324,255 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Reed’s, Inc. disclosed $324,255 ($324K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Reed’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140215/000149315226019611/0001493152-26-019611-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"a673f23c6a7a490ccbfa79de1e643352","headline":"PEDEVCO CORP.: $436,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PEDEVCO CORP. disclosed $436,000 ($436K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PEDEVCO CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141197/000165495426006667/0001654954-26-006667-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c7335fb9e44703a97370bcf6ef7a2575","headline":"COMSCORE, INC.: $854,199 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COMSCORE, INC. disclosed $854,199 ($854K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSCORE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158172/000119312526197109/0001193125-26-197109-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"c16ec8f17eebd70bc9f372442f755967","headline":"Pluri Inc.: $2,628,215 total compensation for the principal executive officer, fiscal year ended 2023-06-30","summary":"Pluri Inc. disclosed $2,628,215 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pluri Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158780/000121390026047070/0001213900-26-047070-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-06-30","captured_at":"2026-07-28 21:29:46"},{"signal_id":"ec76f450a9a2ee62e41d6f93a3bf2d5c","headline":"JAMES HARDIE INDUSTRIES PLC: $11,084,916 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"JAMES HARDIE INDUSTRIES PLC disclosed $11,084,916 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAMES HARDIE INDUSTRIES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1159152/000162828026046522/0001628280-26-046522-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"5996e3a1f69b1ec26d39218b5c3a52f8","headline":"SAVARA INC.: $3,759,723 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SAVARA INC. disclosed $3,759,723 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAVARA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1160308/000119312526177353/0001193125-26-177353-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"97f27a3ab509f7535467077a43e2ded1","headline":"South Dakota Soybean Processors, LLC: $1,055,028 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"South Dakota Soybean Processors, LLC disclosed $1,055,028 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"South Dakota Soybean Processors, LLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163609/000116360926000014/0001163609-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"e3a8e93179f716eb288db1710500b25a","headline":"Plumas Bancorp: $740,274 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Plumas Bancorp disclosed $740,274 ($740K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Plumas Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1168455/000143774926011848/0001437749-26-011848-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"1984fc6b55980e8dec340f10c68f1aa9","headline":"CYTOSORBENTS CORPORATION: $1,333,401 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CYTOSORBENTS CORPORATION disclosed $1,333,401 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CYTOSORBENTS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175151/000110465926077798/0001104659-26-077798-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"2f7ee2fd452aa84627fe623eb1a52d08","headline":"SCYNEXIS, INC.: $1,214,710 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SCYNEXIS, INC. disclosed $1,214,710 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCYNEXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178253/000114036126018207/0001140361-26-018207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"83a40bbefab485b0dcc8bd275c38916d","headline":"Star Equity Holdings, Inc.: $409,900 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Star Equity Holdings, Inc. disclosed $409,900 ($410K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Star Equity Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210708/000119312526194281/0001193125-26-194281-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"81e51d71a1632895407787dc24835f58","headline":"Cardiff Oncology, Inc.: $1,547,772 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cardiff Oncology, Inc. disclosed $1,547,772 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cardiff Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1213037/000121303726000006/0001213037-26-000006-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"b41d597cada5bb0893138e1a9bcdd735","headline":"DYADIC INTERNATIONAL, INC.: $1,044,244 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DYADIC INTERNATIONAL, INC. disclosed $1,044,244 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DYADIC INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1213809/000149315226022505/0001493152-26-022505-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"d41c53437b637c3d434b5e341cf2799d","headline":"MEDICINOVA, INC.: $1,388,309 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MEDICINOVA, INC. disclosed $1,388,309 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDICINOVA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1226616/000119312526191866/0001193125-26-191866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:46"},{"signal_id":"08c3b493b37a3d647b19407b23636fe1","headline":"Neuronetics, Inc.: $2,990,985 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Neuronetics, Inc. disclosed $2,990,985 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Neuronetics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1227636/000114036126013997/0001140361-26-013997-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"fa60f6701d5faa884f06af6e9922bec5","headline":"COHEN & COMPANY INC.: $2,013,825 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COHEN & COMPANY INC. disclosed $2,013,825 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COHEN & COMPANY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1270436/000110465926043967/0001104659-26-043967-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1ec405a7b40dd7c0607f18672923ba35","headline":"Airgain, Inc.: $825,361 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Airgain, Inc. disclosed $825,361 ($825K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Airgain, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1272842/000119312526197736/0001193125-26-197736-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f7b45ad2950608441a263237728eed36","headline":"Exagen Inc.: $931,950 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Exagen Inc. disclosed $931,950 ($932K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Exagen Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1274737/000127473726000020/0001274737-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1f2bdd943043bbffb108dfa7ba62ec4a","headline":"BANK OF THE JAMES FINANCIAL GROUP, INC.: $650,513 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BANK OF THE JAMES FINANCIAL GROUP, INC. disclosed $650,513 ($651K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANK OF THE JAMES FINANCIAL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275101/000127510126000013/0001275101-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"124de247e00b8ef51f6736bda22b535f","headline":"BIMINI CAPITAL MANAGEMENT, INC.: $2,846,040 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BIMINI CAPITAL MANAGEMENT, INC. disclosed $2,846,040 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIMINI CAPITAL MANAGEMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275477/000143774926013376/0001437749-26-013376-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c87d3a16f1e7783d24a63b0aca9d4806","headline":"CELLECTAR BIOSCIENCES, INC.: $1,965,140 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CELLECTAR BIOSCIENCES, INC. disclosed $1,965,140 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CELLECTAR BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1279704/000110465926067626/0001104659-26-067626-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c32fcd9b1fd1f9b65df5b76d30e9e6b7","headline":"ROCKET PHARMACEUTICALS, INC.: $8,013,553 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ROCKET PHARMACEUTICALS, INC. disclosed $8,013,553 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROCKET PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1281895/000114036126013335/0001140361-26-013335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1ccfc575d74314d2ed42f75e534fca84","headline":"CLEARPOINT NEURO, INC.: $1,995,337 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CLEARPOINT NEURO, INC. disclosed $1,995,337 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEARPOINT NEURO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1285550/000119312526151345/0001193125-26-151345-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6dad22495aa6996a48f92a04a3ba7831","headline":"Comstock Holding Companies, Inc.: $1,363,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Comstock Holding Companies, Inc. disclosed $1,363,200 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comstock Holding Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1299969/000162828026029004/0001628280-26-029004-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c13fd0b506d6ab66b4c76d1efec8b07d","headline":"Pharma-Bio Serv, Inc.: $323,670 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Pharma-Bio Serv, Inc. disclosed $323,670 ($324K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pharma-Bio Serv, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1304161/000165495426003617/0001654954-26-003617-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a525b37f923f9c025279e18e91ed486f","headline":"OMEGA FLEX, INC.: $2,133,976 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OMEGA FLEX, INC. disclosed $2,133,976 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMEGA FLEX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1317945/000149315226019288/0001493152-26-019288-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a3d736b244a3d84dae22a7296973ee1c","headline":"TSS, Inc.: $593,630 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TSS, Inc. disclosed $593,630 ($594K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TSS, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1320760/000114036126016374/0001140361-26-016374-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1603d4552664d7c292fe27ddce586d3d","headline":"IRADIMED CORPORATION: $642,566 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"IRADIMED CORPORATION disclosed $642,566 ($643K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IRADIMED CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325618/000162828026028903/0001628280-26-028903-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d47e6b20a638ea8a83baf447c65c534b","headline":"First Western Financial, Inc.: $1,308,579 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"First Western Financial, Inc. disclosed $1,308,579 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Western Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327607/000162828026027213/0001628280-26-027213-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0df945226914496c6d572c7dceb2e151","headline":"SEMILEDS CORPORATION: $243,000 total compensation for the principal executive officer, fiscal year ended 2023-08-31","summary":"SEMILEDS CORPORATION disclosed $243,000 ($243K) in total compensation for its principal executive officer for the fiscal year ended 2023-08-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEMILEDS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1333822/000119312526303981/0001193125-26-303981-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-08-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c4daa1d8f7d8e952c59b62b7368e1980","headline":"InfuSystem Holdings, Inc.: $2,286,657 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"InfuSystem Holdings, Inc. disclosed $2,286,657 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"InfuSystem Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1337013/000162828026024635/0001628280-26-024635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"97eedb17d2dc86b8ed47cb931948abb9","headline":"ALDEYRA THERAPEUTICS, INC.: $3,684,651 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALDEYRA THERAPEUTICS, INC. disclosed $3,684,651 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALDEYRA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341235/000119312526182099/0001193125-26-182099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4175e7efd2f14d98b841a4e29cd64f1c","headline":"SoundThinking, Inc.: $4,708,087 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SoundThinking, Inc. disclosed $4,708,087 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SoundThinking, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1351636/000119312526170312/0001193125-26-170312-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c76fb527cb9b1318212e1e587b431cfe","headline":"INTELLIGENT PROTECTION MANAGEMENT CORP.: $232,167 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTELLIGENT PROTECTION MANAGEMENT CORP. disclosed $232,167 ($232K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLIGENT PROTECTION MANAGEMENT CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1355839/000121390026044059/0001213900-26-044059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6bbc59f64159bb49edcd6a7c45ae5035","headline":"NexPoint Diversified Real Estate Trust: $1,961,068 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NexPoint Diversified Real Estate Trust disclosed $1,961,068 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NexPoint Diversified Real Estate Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356115/000143774926012769/0001437749-26-012769-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"92169a720190e0808f068d41246e15fa","headline":"Precision BioSciences, Inc.: $2,039,280 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Precision BioSciences, Inc. disclosed $2,039,280 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precision BioSciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1357874/000114036126013757/0001140361-26-013757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6a2b2a50c58f9d87007724ae90009ae1","headline":"Protara Therapeutics, Inc.: $1,906,132 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Protara Therapeutics, Inc. disclosed $1,906,132 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Protara Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1359931/000121390026048536/0001213900-26-048536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4d29ea24af199a755fd9825c0377a146","headline":"AudioEye, Inc.: $1 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AudioEye, Inc. disclosed $1 ($1) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AudioEye, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1362190/000110465926060237/0001104659-26-060237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"683755065633bd1204ef18729766dfc9","headline":"SONOMA PHARMACEUTICALS,     INC.: $726,543 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"SONOMA PHARMACEUTICALS,     INC. disclosed $726,543 ($727K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SONOMA PHARMACEUTICALS,     INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1367083/000168316826005810/0001683168-26-005810-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"76f2168957aff4db4803bca1bcdc37c2","headline":"MYOMO, INC.: $663,900 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MYOMO, INC. disclosed $663,900 ($664K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MYOMO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1369290/000119312526223981/0001193125-26-223981-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"43271e733e9de1e30de7f8aea264420a","headline":"CATALYST PHARMACEUTICALS, INC.: $2,146,499 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CATALYST PHARMACEUTICALS, INC. disclosed $2,146,499 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CATALYST PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"FL","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1369568/000119312526197490/0001193125-26-197490-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6ffbe266f8c71faccf1992eb46a2c867","headline":"ANAPTYSBIO, INC.: $7,461,920 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ANAPTYSBIO, INC. disclosed $7,461,920 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANAPTYSBIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370053/000119312526288408/0001193125-26-288408-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a9263af0aed0f49989f72f4e98031510","headline":"Ocugen, Inc.: $4,535,231 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ocugen, Inc. disclosed $4,535,231 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ocugen, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372299/000114036126017260/0001140361-26-017260-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"36648f762a6842725b107d857771ea53","headline":"FITLIFE BRANDS, INC.: $532,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FITLIFE BRANDS, INC. disclosed $532,000 ($532K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FITLIFE BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1374328/000143774926021797/0001437749-26-021797-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ab5b16e79a1edbf6e459444a4587108f","headline":"Larimar Therapeutics, Inc.: $3,137,431 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Larimar Therapeutics, Inc. disclosed $3,137,431 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Larimar Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1374690/000119312526163942/0001193125-26-163942-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e789abda12c535f91ca5d5fd90cd975d","headline":"UR-ENERGY INC.: $1,133,845 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UR-ENERGY INC. disclosed $1,133,845 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UR-ENERGY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1375205/000110465926048693/0001104659-26-048693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"676ab518c84c1d0e478b24f1b97c82c5","headline":"SELLAS LIFE SCIENCES GROUP, INC.: $1,752,638 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SELLAS LIFE SCIENCES GROUP, INC. disclosed $1,752,638 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SELLAS LIFE SCIENCES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1390478/000110465926047693/0001104659-26-047693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"edf5dedbe298943810579fe8716fb224","headline":"Quaint Oak Bancorp, Inc.: $521,944 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Quaint Oak Bancorp, Inc. disclosed $521,944 ($522K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quaint Oak Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1391933/000092708926000054/0000927089-26-000054-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"39b530c39d92b7637a2eedbf97939010","headline":"SurgePays, Inc.: $1,653,624 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SurgePays, Inc. disclosed $1,653,624 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SurgePays, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392694/000149315226021739/0001493152-26-021739-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"bb60c0d3bcba3945f3e63dd3db9439b8","headline":"One Stop Systems, Inc.: $1,102,629 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"One Stop Systems, Inc. disclosed $1,102,629 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"One Stop Systems, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1394056/000119312526156058/0001193125-26-156058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a656037353495440740052a3490fd640","headline":"AQUESTIVE THERAPEUTICS, INC.: $2,496,141 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AQUESTIVE THERAPEUTICS, INC. disclosed $2,496,141 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AQUESTIVE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1398733/000114036126016757/0001140361-26-016757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d6120541445a6323c6c76252ecdce3b3","headline":"DARE BIOSCIENCE, INC.: $1,222,108 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DARE BIOSCIENCE, INC. disclosed $1,222,108 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DARE BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401914/000140191426000014/0001401914-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4a1304e5aed8450cdb41ed33822a5c37","headline":"Eledon Pharmaceuticals, Inc.: $2,553,153 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Eledon Pharmaceuticals, Inc. disclosed $2,553,153 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Eledon Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1404281/000119312526197732/0001193125-26-197732-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ce0b8b1cecad622ad409ed85d3263fab","headline":"BUNKER HILL MINING CORP.: $890,422 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BUNKER HILL MINING CORP. disclosed $890,422 ($890K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUNKER HILL MINING CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1407583/000149315226022767/0001493152-26-022767-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1395502e4f185b04680a9ad1353f3cb0","headline":"MILESTONE PHARMACEUTICALS INC.: $1,978,092 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MILESTONE PHARMACEUTICALS INC. disclosed $1,978,092 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MILESTONE PHARMACEUTICALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408443/000110465926052880/0001104659-26-052880-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1fa917c25815c2c9b16456f1227b356d","headline":"INVO FERTILITY, INC.: $232,675 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INVO FERTILITY, INC. disclosed $232,675 ($233K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVO FERTILITY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1417926/000149315226029785/0001493152-26-029785-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"14e071dcdd52aea496ef6a1227790f2b","headline":"Forte Biosciences, Inc.: $1,450,175 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Forte Biosciences, Inc. disclosed $1,450,175 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Forte Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419041/000119312526191515/0001193125-26-191515-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6fbf85c8314d0edb3e311c84feae27b9","headline":"Capital Bancorp, Inc.: $1,118,793 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Capital Bancorp, Inc. disclosed $1,118,793 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capital Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419536/000141953626000091/0001419536-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f38e1268b25edc9416af9f40c15e0b91","headline":"BONE     BIOLOGICS CORPORATION: $376,600 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BONE     BIOLOGICS CORPORATION disclosed $376,600 ($377K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BONE     BIOLOGICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419554/000149315226031652/0001493152-26-031652-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"52560c0191f004e4602f43065302d60f","headline":"KURA ONCOLOGY, INC.: $5,251,407 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KURA ONCOLOGY, INC. disclosed $5,251,407 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KURA ONCOLOGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422143/000119312526151335/0001193125-26-151335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"897b0a4cfa81da410c51823609a44c59","headline":"PCB Bancorp: $1,098,156 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PCB Bancorp disclosed $1,098,156 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PCB Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1423869/000142386926000011/0001423869-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d3fd1f846d96a2bd2fda8a520980582f","headline":"SUI GROUP HOLDINGS LIMITED: $361,512 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SUI GROUP HOLDINGS LIMITED disclosed $361,512 ($362K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUI GROUP HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1425355/000165495426006723/0001654954-26-006723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"61e62256d23387acfda5127cd0eec130","headline":"Assembly Biosciences, Inc.: $1,373,710 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Assembly Biosciences, Inc. disclosed $1,373,710 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Assembly Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1426800/000119312526170417/0001193125-26-170417-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a3df5701b85c0b46f736c9b2efaa4e80","headline":"TALPHERA, INC.: $1,211,994 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TALPHERA, INC. disclosed $1,211,994 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TALPHERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1427925/000143774926013895/0001437749-26-013895-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7b17ff8ffde2cd893dc5dd634ce117d1","headline":"FORTRESS BIOTECH, INC.: $1,122,585 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FORTRESS BIOTECH, INC. disclosed $1,122,585 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FORTRESS BIOTECH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1429260/000110465926050358/0001104659-26-050358-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f29a8ec2d479a8655cd0cfcac38e7462","headline":"Oak Valley Bancorp: $1,065,419 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Oak Valley Bancorp disclosed $1,065,419 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oak Valley Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1431567/000143774926013894/0001437749-26-013894-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f3abe73cec0d63798d41dafca3f483d1","headline":"INSPIREMD, INC.: $3,219,321 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INSPIREMD, INC. disclosed $3,219,321 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPIREMD, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1433607/000149315226018103/0001493152-26-018103-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f54e731ae78bcf16aa45d74e3e43cd32","headline":"ClearSign Technologies Corporation: $527,309 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ClearSign Technologies Corporation disclosed $527,309 ($527K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ClearSign Technologies Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434524/000110465926049883/0001104659-26-049883-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a758a62ee4968d6cf0264cc5529a7a9f","headline":"ESPERION THERAPEUTICS, INC.: $2,968,565 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ESPERION THERAPEUTICS, INC. disclosed $2,968,565 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ESPERION THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434868/000162828026025499/0001628280-26-025499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5967f7c7e0725af7d64c9d795647b064","headline":"BTCS INC.: $804,323 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BTCS INC. disclosed $804,323 ($804K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BTCS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1436229/000149315226016836/0001493152-26-016836-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"54f65d2fe7ff9b9187d9b53e89784fd6","headline":"EVERSPIN TECHNOLOGIES, INC.: $2,121,773 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EVERSPIN TECHNOLOGIES, INC. disclosed $2,121,773 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVERSPIN TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438423/000162828026024076/0001628280-26-024076-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"221acc8aebc23d10b324f88b5dae1e7a","headline":"IRONWOOD PHARMACEUTICALS, INC.: $7,583,812 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"IRONWOOD PHARMACEUTICALS, INC. disclosed $7,583,812 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IRONWOOD PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1446847/000110465926050325/0001104659-26-050325-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f87ef7bf9ec171b84e054084fffaa59b","headline":"Embassy Bancorp, Inc.: $901,590 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Embassy Bancorp, Inc. disclosed $901,590 ($902K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Embassy Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1449794/000144979426000005/0001449794-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"55a449f440df559a9fd431ee4fc8be83","headline":"Xtant Medical Holdings, Inc.: $1,712,158 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Xtant Medical Holdings, Inc. disclosed $1,712,158 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xtant Medical Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1453593/000149315226029699/0001493152-26-029699-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"24db9d615fe06dcad86b16acf4fc1df7","headline":"CARTESIAN THERAPEUTICS, INC.: $6,111,883 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CARTESIAN THERAPEUTICS, INC. disclosed $6,111,883 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARTESIAN THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1453687/000145368726000072/0001453687-26-000072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5c8bc607e7acc034bab88582c42dda3c","headline":"FLUENT, INC.: $915,056 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FLUENT, INC. disclosed $915,056 ($915K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLUENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1460329/000143774926012972/0001437749-26-012972-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"9caac88ff2a451624cc102bfb4b13436","headline":"ALTISOURCE PORTFOLIO SOLUTIONS S.A.: $2,401,649 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALTISOURCE PORTFOLIO SOLUTIONS S.A. disclosed $2,401,649 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALTISOURCE PORTFOLIO SOLUTIONS S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1462418/000114036126013648/0001140361-26-013648-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5db9a9e4711fa9c96dadc2980f592178","headline":"KODIAK SCIENCES INC.: $2,725,068 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KODIAK SCIENCES INC. disclosed $2,725,068 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KODIAK SCIENCES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468748/000119312526170429/0001193125-26-170429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"002b52c8db6b442bf38e721103efb5c8","headline":"PDS BIOTECHNOLOGY CORPORATION: $5,011,234 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PDS BIOTECHNOLOGY CORPORATION disclosed $5,011,234 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PDS BIOTECHNOLOGY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1472091/000114036126026564/0001140361-26-026564-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"18777d37d06d99125f05ee1f49003429","headline":"XMAX INC.: $110,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"XMAX INC. disclosed $110,000 ($110K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XMAX INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1473334/000149315226017915/0001493152-26-017915-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e756e596a1f8c5b27e83af268b03db60","headline":"EXPENSIFY, INC.: $1,837,115 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EXPENSIFY, INC. disclosed $1,837,115 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXPENSIFY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1476840/000147684026000020/0001476840-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"74c6bbd9ccf2ec413d05f1708e2c0b41","headline":"Quad/Graphics, Inc.: $8,510,486 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Quad/Graphics, Inc. disclosed $8,510,486 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quad/Graphics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1481792/000148179226000082/0001481792-26-000082-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"53d70cdcd3c5c42c4489be75e888e1cb","headline":"The Vita Coco Company, Inc.: $3,251,398 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"The Vita Coco Company, Inc. disclosed $3,251,398 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Vita Coco Company, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482981/000148298126000107/0001482981-26-000107-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"aa7496c32159f7d6ebdc58f1e592cea6","headline":"LIVEONE, INC.: $547,032 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"LIVEONE, INC. disclosed $547,032 ($547K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIVEONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1491419/000121390026081875/0001213900-26-081875-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a078d4355a37aa96f2429a6542163476","headline":"LIFELOC TECHNOLOGIES, INC.: $286,149 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LIFELOC TECHNOLOGIES, INC. disclosed $286,149 ($286K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFELOC TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1493137/000107997326000586/0001079973-26-000586-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f29b7e95929b19f965d093788befbaa3","headline":"CytomX Therapeutics, Inc.: $2,611,138 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CytomX Therapeutics, Inc. disclosed $2,611,138 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CytomX Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1501989/000114036126018237/0001140361-26-018237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2771c9692089639c16e442342b355489","headline":"CONTANGO SILVER & GOLD INC.: $2,120,000 total compensation for the principal executive officer, fiscal year ended 2023-06-30","summary":"CONTANGO SILVER & GOLD INC. disclosed $2,120,000 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONTANGO SILVER & GOLD INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1502377/000119312526197816/0001193125-26-197816-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-06-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"682e9a5ef33ff4f152f6cc1dc3d41089","headline":"Karyopharm Therapeutics Inc.: $2,626,288 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Karyopharm Therapeutics Inc. disclosed $2,626,288 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Karyopharm Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1503802/000150380226000023/0001503802-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8bef533925e19c5b9abedb18ee98cd6c","headline":"LOOP INDUSTRIES, INC.: $566,586 total compensation for the principal executive officer, fiscal year ended 2024-02-29","summary":"LOOP INDUSTRIES, INC. disclosed $566,586 ($567K) in total compensation for its principal executive officer for the fiscal year ended 2024-02-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LOOP INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504678/000114036126024649/0001140361-26-024649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-29","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b982629eab236decb002aea7f0904472","headline":"Upland Software, Inc.: $2,915,546 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Upland Software, Inc. disclosed $2,915,546 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Upland Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1505155/000150515526000022/0001505155-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4522f1485faee955d8eef43efbd09d51","headline":"Bankwell Financial Group, Inc.: $1,462,411 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Bankwell Financial Group, Inc. disclosed $1,462,411 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bankwell Financial Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1505732/000150573226000064/0001505732-26-000064-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3ac71a33b6f80fd411e2e2b2bcd48234","headline":"GLUCOTRACK, INC.: $356,237 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GLUCOTRACK, INC. disclosed $356,237 ($356K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GLUCOTRACK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1506983/000149315226033763/0001493152-26-033763-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"079b93aba241286a227db299a76164a8","headline":"CYPHERPUNK TECHNOLOGIES INC.: $1,534,507 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CYPHERPUNK TECHNOLOGIES INC. disclosed $1,534,507 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CYPHERPUNK TECHNOLOGIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509745/000110465926051480/0001104659-26-051480-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0d726fc855e2d62a14f9cc87017a5932","headline":"CV SCIENCES, INC.: $403,152 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CV SCIENCES, INC. disclosed $403,152 ($403K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CV SCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1510964/000119312526155621/0001193125-26-155621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6f11be0082aa425e9d47bc7a00882103","headline":"Coherus Oncology, Inc.: $5,897,924 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Coherus Oncology, Inc. disclosed $5,897,924 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Coherus Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512762/000110465926045251/0001104659-26-045251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7c75a9bfc4932e1186e132bc76f2bdf0","headline":"SILO PHARMA, INC.: $569,009 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SILO PHARMA, INC. disclosed $569,009 ($569K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SILO PHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514183/000121390026073367/0001213900-26-073367-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"25f4b27965f781753e353734b2276384","headline":"ARQ, INC.: $2,091,425 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARQ, INC. disclosed $2,091,425 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARQ, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1515156/000151515626000052/0001515156-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1b8fec060c082af60ce06a76de450166","headline":"SKYE BIOSCIENCE, INC.: $1,807,338 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SKYE BIOSCIENCE, INC. disclosed $1,807,338 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SKYE BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1516551/000162828026025368/0001628280-26-025368-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"92a9c779a5edc1cf31f17439b2734b25","headline":"ANNEXON, INC.: $2,453,184 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ANNEXON, INC. disclosed $2,453,184 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANNEXON, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528115/000114036126017085/0001140361-26-017085-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3f43dbe0394a958daf768313fee26a22","headline":"SMART SAND, INC.: $1,585,577 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SMART SAND, INC. disclosed $1,585,577 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMART SAND, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1529628/000152962826000025/0001529628-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"99d2e46a7f9acb887e6049c45c150eb2","headline":"LIPOCINE INC.: $860,343 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LIPOCINE INC. disclosed $860,343 ($860K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIPOCINE INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535955/000149315226018335/0001493152-26-018335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8a3f59f8370c7cdf5b9edec5a267d459","headline":"TECOGEN INC.: $226,201 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TECOGEN INC. disclosed $226,201 ($226K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TECOGEN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1537435/000153743526000029/0001537435-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ea912139f420a92e3f0de897e7afc974","headline":"Oportun Financial Corporation: $1,694,535 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Oportun Financial Corporation disclosed $1,694,535 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oportun Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538716/000114036126026773/0001140361-26-026773-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"037e1f23766865184221b2fa34265682","headline":"Atlas Lithium Corporation: $3,400,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Atlas Lithium Corporation disclosed $3,400,200 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Atlas Lithium Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1540684/000149315226016835/0001493152-26-016835-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1c7f318e996edd56dc69eb2f885d0ad5","headline":"SOUND FINANCIAL BANCORP, INC.: $1,016,958 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOUND FINANCIAL BANCORP, INC. disclosed $1,016,958 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUND FINANCIAL BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1541119/000154111926000012/0001541119-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"06f90b0eef987d46883962dbd7017279","headline":"SILVERCREST ASSET MANAGEMENT GROUP INC.: $5,641,698 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SILVERCREST ASSET MANAGEMENT GROUP INC. disclosed $5,641,698 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SILVERCREST ASSET MANAGEMENT GROUP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1549966/000119312526197178/0001193125-26-197178-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"69a7489148c6425955bd7a770ee812c0","headline":"Relmada Therapeutics, Inc.: $2,071,096 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Relmada Therapeutics, Inc. disclosed $2,071,096 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Relmada Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1553643/000121390026045192/0001213900-26-045192-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f7ca28b5b19b4f0841720db9605e5e22","headline":"electroCore, Inc.: $1,281,333 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"electroCore, Inc. disclosed $1,281,333 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"electroCore, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560258/000149315226033907/0001493152-26-033907-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c8be01822e06af7e5bf60ec3507be4e8","headline":"TELA BIO, INC.: $2,366,371 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TELA BIO, INC. disclosed $2,366,371 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TELA BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1561921/000110465926053117/0001104659-26-053117-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"401055b1d432ecb9d92bcd5d503d7a0b","headline":"Crimson Wine Group, Ltd.: $607,614 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Crimson Wine Group, Ltd. disclosed $607,614 ($608K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crimson Wine Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562151/000162828026038779/0001628280-26-038779-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c2901e167c961eb8fda1d8506f66f63c","headline":"Synergy CHC Corp.: $520,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Synergy CHC Corp. disclosed $520,000 ($520K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Synergy CHC Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562733/000121390026050246/0001213900-26-050246-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a18879412a03bd92900ea768a7b50b32","headline":"Harvard Apparatus Regenerative Technology, Inc.: $5,794,693 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Harvard Apparatus Regenerative Technology, Inc. disclosed $5,794,693 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Harvard Apparatus Regenerative Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563665/000143774926013125/0001437749-26-013125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f57101c94aa6aa70449265bb186c5b3a","headline":"TREVI THERAPEUTICS, INC.: $1,687,298 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TREVI THERAPEUTICS, INC. disclosed $1,687,298 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TREVI THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563880/000119312526166695/0001193125-26-166695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"fb2303ca3790535791dfb38d6f99824e","headline":"Cherry Hill Mortgage Investment Corporation: $115,746 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cherry Hill Mortgage Investment Corporation disclosed $115,746 ($116K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cherry Hill Mortgage Investment Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571776/000114036126015895/0001140361-26-015895-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"722f03eac69698a5e4f2d4d397587352","headline":"Vince Holding Corp.: $1,022,341 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"Vince Holding Corp. disclosed $1,022,341 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vince Holding Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579157/000119312526159014/0001193125-26-159014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:29:47"},{"signal_id":"51f0754c9370d04572ce0392a91c7fbb","headline":"Emerald Holding, Inc.: $6,224,816 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Emerald Holding, Inc. disclosed $6,224,816 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Emerald Holding, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579214/000119312526149591/0001193125-26-149591-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f6da2c334536584c91fb31c448dd863f","headline":"VROOM, INC.: $2,335,923 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VROOM, INC. disclosed $2,335,923 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VROOM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580864/000119312526187619/0001193125-26-187619-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b1f464f8a2daffb9ad179ffa0c92cfd9","headline":"THERAVANCE BIOPHARMA, INC.: $4,318,531 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"THERAVANCE BIOPHARMA, INC. disclosed $4,318,531 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THERAVANCE BIOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583107/000110465926050454/0001104659-26-050454-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1cb4a168d63d2cecca5664be67215f86","headline":"Village Farms International, Inc.: $1,240,791 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Village Farms International, Inc. disclosed $1,240,791 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Village Farms International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584549/000119312526192149/0001193125-26-192149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"22cc248d2c655dbcc5d1b60709db0149","headline":"OXBRIDGE     RE HOLDINGS LIMITED: $400,105 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OXBRIDGE     RE HOLDINGS LIMITED disclosed $400,105 ($400K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OXBRIDGE     RE HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584831/000149315226019323/0001493152-26-019323-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ed03f4a3e51d62b4bb51dd721288a9f2","headline":"JAGUAR HEALTH, INC.: $815,854 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"JAGUAR HEALTH, INC. disclosed $815,854 ($816K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAGUAR HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585608/000119312526192753/0001193125-26-192753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"770eac332b21cb9cae2693224eb790fc","headline":"FOCUS UNIVERSAL INC.: $229,173 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FOCUS UNIVERSAL INC. disclosed $229,173 ($229K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FOCUS UNIVERSAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590418/000168316826003202/0001683168-26-003202-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e63164f3b21876d4874d8cc7307a0134","headline":"SPHERE 3D CORP.: $1,422,327 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SPHERE 3D CORP. disclosed $1,422,327 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPHERE 3D CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1591956/000118518526001404/0001185185-26-001404-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d4c13ce7c4cc59c2ecd8618b13fe189f","headline":"Minerva Neurosciences, Inc.: $1,835,160 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Minerva Neurosciences, Inc. disclosed $1,835,160 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Minerva Neurosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1598646/000119312526171799/0001193125-26-171799-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"771a3a278a16cb27cdd6d4288c396ee2","headline":"Heritage Insurance Holdings, Inc.: $4,998,446 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Heritage Insurance Holdings, Inc. disclosed $4,998,446 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Heritage Insurance Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1598665/000119312526197339/0001193125-26-197339-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0f4a577fd9f72d2ddd9f734974dc0d0c","headline":"INVESTAR HOLDING CORPORATION: $1,267,138 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INVESTAR HOLDING CORPORATION disclosed $1,267,138 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVESTAR HOLDING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1602658/000143774926011771/0001437749-26-011771-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"cf6e0f7679293734ee327c1db339c521","headline":"AquaBounty Technologies, Inc.: $496,657 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AquaBounty Technologies, Inc. disclosed $496,657 ($497K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AquaBounty Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1603978/000160397826000056/0001603978-26-000056-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"befa4f9ff3c1dc33ec6242ba26553454","headline":"GROWGENERATION CORP.: $1,298,148 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GROWGENERATION CORP. disclosed $1,298,148 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GROWGENERATION CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604868/000160486826000007/0001604868-26-000007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a3de94dcb4166489f86c8dc83ea7ac36","headline":"PATHFINDER BANCORP, INC.: $562,054 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PATHFINDER BANCORP, INC. disclosed $562,054 ($562K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PATHFINDER BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609065/000119312526169428/0001193125-26-169428-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"dd60b8f04d1e066cb04457fa3b0a5033","headline":"SOLANA COMPANY: $1,635,226 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOLANA COMPANY disclosed $1,635,226 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLANA COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1610853/000110465926041970/0001104659-26-041970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"9c83025796ff3aa2ec6fd7389f22e2d0","headline":"DBV Technologies S.A.: $2,440,486 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DBV Technologies S.A. disclosed $2,440,486 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DBV Technologies S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1613780/000119312526215657/0001193125-26-215657-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d0211f0f91c0f2c1c4a6702681a10e54","headline":"INSPIRED ENTERTAINMENT, INC.: $4,514,234 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INSPIRED ENTERTAINMENT, INC. disclosed $4,514,234 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPIRED ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615063/000149315226018334/0001493152-26-018334-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5fda74e6be5153448c82691ff6eba3a0","headline":"VERITONE, INC.: $2,875,167 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VERITONE, INC. disclosed $2,875,167 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERITONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615165/000114036126022660/0001140361-26-022660-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"647f54fdcc456424a89c93ac81ebbd92","headline":"Decoy Therapeutics Inc.: $544,600 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Decoy Therapeutics Inc. disclosed $544,600 ($545K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Decoy Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615219/000119312526256541/0001193125-26-256541-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7f884c4ae65b082f2bea784c7263cad6","headline":"Senseonics Holdings, Inc.: $3,589,760 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Senseonics Holdings, Inc. disclosed $3,589,760 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Senseonics Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1616543/000110465926041541/0001104659-26-041541-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"97d186d669a9c6b965a90b65c8ecf739","headline":"ARTELO BIOSCIENCES, INC.: $994,095 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARTELO BIOSCIENCES, INC. disclosed $994,095 ($994K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARTELO BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621221/000164033426001007/0001640334-26-001007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"45952933becff57b6518ca7c77f6c01b","headline":"AQUA METALS, INC.: $2,463,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AQUA METALS, INC. disclosed $2,463,000 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AQUA METALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621832/000143774926023053/0001437749-26-023053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2dec5413672e932a6f41578b7ce781e5","headline":"PAVMED INC.: $953,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PAVMED INC. disclosed $953,200 ($953K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAVMED INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624326/000149315226020705/0001493152-26-020705-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5c29fefe0c87edf39153f2e8ef65c264","headline":"BOXLIGHT CORPORATION: $1,364,183 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BOXLIGHT CORPORATION disclosed $1,364,183 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOXLIGHT CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624512/000121390026051854/0001213900-26-051854-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"36ece090b2845b08c06cd508d6825368","headline":"Corvus Pharmaceuticals, Inc.: $1,321,351 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Corvus Pharmaceuticals, Inc. disclosed $1,321,351 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corvus Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626971/000110465926048595/0001104659-26-048595-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6c7c71b0350e2eac7e5a653d9a42e135","headline":"AVALON GLOBOCARE CORP.: $330,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AVALON GLOBOCARE CORP. disclosed $330,000 ($330K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AVALON GLOBOCARE CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630212/000121390026045175/0001213900-26-045175-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c5764b0d85601d1ee152bb8d6377b4f1","headline":"Ovid Therapeutics Inc.: $2,136,546 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ovid Therapeutics Inc. disclosed $2,136,546 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ovid Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636651/000162828026027621/0001628280-26-027621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"977d68f87e18601fdb7899f710229773","headline":"CAVA GROUP, INC.: $17,060,929 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CAVA GROUP, INC. disclosed $17,060,929 ($17.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAVA GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639438/000162828026027224/0001628280-26-027224-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"cca425da3e7ee579808c528caa0fb8e9","headline":"Voyager Therapeutics, Inc.: $3,172,433 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Voyager Therapeutics, Inc. disclosed $3,172,433 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Voyager Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640266/000110465926050297/0001104659-26-050297-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2f998382df9446750abc15e7dfa2acd7","headline":"LM FUNDING AMERICA, INC.: $1,694,708 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LM FUNDING AMERICA, INC. disclosed $1,694,708 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LM FUNDING AMERICA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640384/000119312526187628/0001193125-26-187628-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"01578b5304df731545dee819bc0fa1e8","headline":"MONOPAR THERAPEUTICS INC.: $1,778,667 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MONOPAR THERAPEUTICS INC. disclosed $1,778,667 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MONOPAR THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645469/000143774926014183/0001437749-26-014183-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d7c5f66dcc1f04b2f403e6ce8d165b13","headline":"Ondas Inc.: $222,318 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ondas Inc. disclosed $222,318 ($222K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ondas Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1646188/000121390026045735/0001213900-26-045735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4afd3acdfbccd121e86466d9778c43c1","headline":"Clipper Realty Inc.: $2,025,552 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Clipper Realty Inc. disclosed $2,025,552 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Clipper Realty Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649096/000143774926014021/0001437749-26-014021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"10231fff67d51ef81bd2d16d27a7e5a4","headline":"4D MOLECULAR THERAPEUTICS, INC.: $10,286,808 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"4D MOLECULAR THERAPEUTICS, INC. disclosed $10,286,808 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"4D MOLECULAR THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650648/000114036126017427/0001140361-26-017427-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d11ed08366dc06a27993b89f6fd8671c","headline":"Laird Superfood, Inc.: $699,561 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Laird Superfood, Inc. disclosed $699,561 ($700K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Laird Superfood, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650696/000143774926018290/0001437749-26-018290-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4ab9707f06e9421e77db92d652eec03c","headline":"ALECTOR, INC.: $4,255,006 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALECTOR, INC. disclosed $4,255,006 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALECTOR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653087/000119312526186928/0001193125-26-186928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"640ead16035ced7378830491f74bdcc9","headline":"Priority Technology Holdings, Inc.: $5,008,055 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Priority Technology Holdings, Inc. disclosed $5,008,055 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Priority Technology Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653558/000165355826000090/0001653558-26-000090-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"bc35e3fc6e9f37cbe3c29c15f283fe82","headline":"NextCure, Inc.: $1,044,627 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NextCure, Inc. disclosed $1,044,627 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextCure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661059/000110465926048591/0001104659-26-048591-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5e0d2e436473a16d0c5ed50b7c156e20","headline":"C4 THERAPEUTICS, INC.: $3,790,099 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"C4 THERAPEUTICS, INC. disclosed $3,790,099 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"C4 THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662579/000162828026028104/0001628280-26-028104-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"78d8cf606daa2db89102cca8efbda0a8","headline":"KULR TECHNOLOGY GROUP, INC.: $333,649 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KULR TECHNOLOGY GROUP, INC. disclosed $333,649 ($334K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KULR TECHNOLOGY GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662684/000110465926061342/0001104659-26-061342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5fa5bfcca2372a20ff44d1b29e6de1ec","headline":"QUINCE THERAPEUTICS, INC.: $1,330,500 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"QUINCE THERAPEUTICS, INC. disclosed $1,330,500 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QUINCE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662774/000119312526182255/0001193125-26-182255-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d847601da4453a0668d96881146cb6b5","headline":"Keros Therapeutics, Inc.: $8,932,076 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Keros Therapeutics, Inc. disclosed $8,932,076 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Keros Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664710/000110465926046791/0001104659-26-046791-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a8c0d973eab15ff6ac4302bb8eb56af4","headline":"UROGEN PHARMA LTD.: $4,639,590 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UROGEN PHARMA LTD. disclosed $4,639,590 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UROGEN PHARMA LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1668243/000143774926014237/0001437749-26-014237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5451a6c62a347f4199b19a485a463efc","headline":"Quoin Pharmaceuticals Ltd.: $1,255,188 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Quoin Pharmaceuticals Ltd. disclosed $1,255,188 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quoin Pharmaceuticals Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671502/000110465926084078/0001104659-26-084078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ed0bec3f27ede06e25178214a7c226bb","headline":"Canterbury Park Holding Corporation: $518,927 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Canterbury Park Holding Corporation disclosed $518,927 ($519K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Canterbury Park Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672909/000143774926013251/0001437749-26-013251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"405c8a29369c431730961d0584d4049c","headline":"AiRWA INC.: $1,100,309 total compensation for the principal executive officer, fiscal year ended 2024-04-30","summary":"AiRWA INC. disclosed $1,100,309 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AiRWA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674440/000149315226015343/0001493152-26-015343-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-04-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"cb617d48037be3db4ce02bc07751d977","headline":"FVCBankcorp, Inc.: $1,075,110 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FVCBankcorp, Inc. disclosed $1,075,110 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FVCBankcorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1675644/000167564426000039/0001675644-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b4c5091aa3c5f1911b05fc9a2f92f792","headline":"HF FOODS GROUP INC: $2,151,800 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HF FOODS GROUP INC disclosed $2,151,800 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HF FOODS GROUP INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1680873/000168087326000021/0001680873-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"906ffcc60de8a876664bbd02b97242b4","headline":"ZOMEDICA CORP.: $651,396 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ZOMEDICA CORP. disclosed $651,396 ($651K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZOMEDICA CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1684144/000165495426003502/0001654954-26-003502-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7aaa0ead4f0c1934a0e27d185ddaa71f","headline":"SEACOR Marine Holdings Inc.: $3,253,217 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SEACOR Marine Holdings Inc. disclosed $3,253,217 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEACOR Marine Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690334/000119312526159284/0001193125-26-159284-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"012aa9c24cdea6d74e3ea4bda1ead0f4","headline":"Velocity Financial, Inc.: $3,895,805 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Velocity Financial, Inc. disclosed $3,895,805 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Velocity Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692376/000119312526150488/0001193125-26-150488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7927078aa2422cf089461eab9bd51d7a","headline":"MAINSTREET BANCSHARES, INC.: $1,582,651 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MAINSTREET BANCSHARES, INC. disclosed $1,582,651 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAINSTREET BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1693577/000143774926012635/0001437749-26-012635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"dda400bac3e386982d2b4375547f03ec","headline":"Jerash Holdings (US), Inc.: $1,455,000 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Jerash Holdings (US), Inc. disclosed $1,455,000 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jerash Holdings (US), Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1696558/000121390026081992/0001213900-26-081992-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8cb0e86eebbebf43d73427a7ddb3a8be","headline":"PMV PHARMACEUTICALS, INC.: $2,209,795 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PMV PHARMACEUTICALS, INC. disclosed $2,209,795 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PMV PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699382/000114036126016038/0001140361-26-016038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8ccfb1199f900bf42f7172fc7db42249","headline":"SOLID BIOSCIENCES INC.: $918,630 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOLID BIOSCIENCES INC. disclosed $918,630 ($919K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLID BIOSCIENCES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1707502/000119312526173642/0001193125-26-173642-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f882b075a790e8ed15547f5cfdc1cd83","headline":"EDGEWISE THERAPEUTICS, INC.: $3,975,855 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EDGEWISE THERAPEUTICS, INC. disclosed $3,975,855 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EDGEWISE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710072/000110465926047688/0001104659-26-047688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3eb9c6250ffb36ff1de0b0e9b194bed3","headline":"ETON PHARMACEUTICALS, INC.: $1,747,045 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ETON PHARMACEUTICALS, INC. disclosed $1,747,045 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ETON PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710340/000143774926013313/0001437749-26-013313-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3986b1c70b8038ff2d3635e10d3bbf3d","headline":"MEREO BIOPHARMA GROUP PLC: $2,219,323 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MEREO BIOPHARMA GROUP PLC disclosed $2,219,323 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEREO BIOPHARMA GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1719714/000119312526148832/0001193125-26-148832-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2be178370cb50f2c38befa1ad6792279","headline":"Red Violet, Inc.: $1,663,769 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Red Violet, Inc. disclosed $1,663,769 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Red Violet, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720116/000119312526167043/0001193125-26-167043-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d29cf7479e143e273965ed18221f8b1c","headline":"Adicet Bio, Inc.: $5,973,807 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Adicet Bio, Inc. disclosed $5,973,807 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Adicet Bio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720580/000172058026000027/0001720580-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"528adfbafe4fffa7e27b4e29eb96e681","headline":"Seer, Inc.: $5,197,331 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Seer, Inc. disclosed $5,197,331 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seer, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1726445/000119312526255770/0001193125-26-255770-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"9de507025585d1931352c32844b0ca23","headline":"Gossamer Bio, Inc.: $2,095,988 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Gossamer Bio, Inc. disclosed $2,095,988 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gossamer Bio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1728117/000172811726000052/0001728117-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"70a474669cc55c1c35d7edf245525c67","headline":"BAYCOM CORP: $1,111,457 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BAYCOM CORP disclosed $1,111,457 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BAYCOM CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730984/000173098426000039/0001730984-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8e00b80d8730d895a2a9f26d57b4feb3","headline":"ALLOGENE THERAPEUTICS, INC.: $14,063,848 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALLOGENE THERAPEUTICS, INC. disclosed $14,063,848 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALLOGENE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737287/000162828026028948/0001628280-26-028948-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"fee2f49dc9545835b45594c854edda13","headline":"REPLIMUNE GROUP, INC.: $6,018,364 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"REPLIMUNE GROUP, INC. disclosed $6,018,364 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REPLIMUNE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737953/000110465926083158/0001104659-26-083158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"339d9d85a7e47585b47c4eb27f5d6c79","headline":"EQUILLIUM, INC.: $1,348,215 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EQUILLIUM, INC. disclosed $1,348,215 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EQUILLIUM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746466/000119312526156092/0001193125-26-156092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"88a559e45980d5f1f39ecc7e38c53389","headline":"Pliant Therapeutics, Inc.: $11,165,999 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Pliant Therapeutics, Inc. disclosed $11,165,999 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pliant Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746473/000174647326000076/0001746473-26-000076-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3a398df66d6a4147609ac7d1f02db1e9","headline":"Olema Pharmaceuticals, Inc.: $3,152,370 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Olema Pharmaceuticals, Inc. disclosed $3,152,370 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Olema Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750284/000119312526191956/0001193125-26-191956-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3c87d80f52f12a0c2298472e1dcc79e8","headline":"Meridian Corp: $1,019,076 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Meridian Corp disclosed $1,019,076 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meridian Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750735/000175073526000027/0001750735-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4631c971ed3f1983c984cd0d9159aed0","headline":"BLACKSKY TECHNOLOGY INC.: $3,447,572 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BLACKSKY TECHNOLOGY INC. disclosed $3,447,572 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACKSKY TECHNOLOGY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1753539/000175353926000108/0001753539-26-000108-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"795bc8ea67eb2f9865d668e263b57ec4","headline":"CABALETTA BIO, INC.: $4,808,279 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CABALETTA BIO, INC. disclosed $4,808,279 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CABALETTA BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759138/000119312526183557/0001193125-26-183557-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d8abc12f862df089a41578370cc9fa0b","headline":"Hyliion Holdings Corp.: $1,711,250 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Hyliion Holdings Corp. disclosed $1,711,250 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hyliion Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759631/000162828026024125/0001628280-26-024125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b10f3bb93a46e76fa06e0f33ce9cb7de","headline":"Bicycle Therapeutics plc: $5,540,400 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Bicycle Therapeutics plc disclosed $5,540,400 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bicycle Therapeutics plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1761612/000110465926046806/0001104659-26-046806-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e0197fbf53ee69010c79a414a7bd95d7","headline":"Pioneer Bancorp, Inc./MD: $1,027,531 total compensation for the principal executive officer, fiscal year ended 2023-06-30","summary":"Pioneer Bancorp, Inc./MD disclosed $1,027,531 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pioneer Bancorp, Inc./MD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1769663/000110465926040117/0001104659-26-040117-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-06-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"818b6c96480fd5006e8bd049e4b98553","headline":"ADC Therapeutics SA: $3,779,425 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ADC Therapeutics SA disclosed $3,779,425 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADC Therapeutics SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1771910/000114036126015491/0001140361-26-015491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"55643d6800cd8f631b47fa79ea30fbe6","headline":"WM Technology, Inc.: $1,162,045 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"WM Technology, Inc. disclosed $1,162,045 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WM Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1779474/000114036126017432/0001140361-26-017432-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b824b78e7abcec0133b4cb384cdd27b1","headline":"MOMENTUS INC.: $2,560,269 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MOMENTUS INC. disclosed $2,560,269 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MOMENTUS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781162/000114036126014277/0001140361-26-014277-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"484af1c150473726cdaf18d00e97c4de","headline":"Phathom Pharmaceuticals, Inc.: $3,411,022 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Phathom Pharmaceuticals, Inc. disclosed $3,411,022 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Phathom Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783183/000119312526144570/0001193125-26-144570-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"59ef583c5a4b44c3b4362514b80b5a41","headline":"INTERACTIVE STRENGTH INC.: $20,050,877 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTERACTIVE STRENGTH INC. disclosed $20,050,877 ($20.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERACTIVE STRENGTH INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1785056/000119312526177084/0001193125-26-177084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"63f580fc13002eece4677cb6a95e0ab9","headline":"TRINITY CAPITAL INC.: $5,173,541 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TRINITY CAPITAL INC. disclosed $5,173,541 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRINITY CAPITAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786108/000114036126017966/0001140361-26-017966-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"205b4dd0528ef73032ce71c3309ea185","headline":"JASPER THERAPEUTICS, INC.: $3,369,990 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"JASPER THERAPEUTICS, INC. disclosed $3,369,990 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JASPER THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1788028/000121390026068765/0001213900-26-068765-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"bd89870c4ee156cb33b4464e3e616970","headline":"Aeva Technologies, Inc.: $7,613,310 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Aeva Technologies, Inc. disclosed $7,613,310 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aeva Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789029/000114036126017859/0001140361-26-017859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0f4ce51cef146c27e88e9aea0c240fbb","headline":"First Watch Restaurant Group, Inc.: $4,928,318 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"First Watch Restaurant Group, Inc. disclosed $4,928,318 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Watch Restaurant Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789940/000178994026000048/0001789940-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"dad9e449faa69e5c196305091d9aa7a1","headline":"CULLINAN THERAPEUTICS, INC.: $4,008,206 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CULLINAN THERAPEUTICS, INC. disclosed $4,008,206 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CULLINAN THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789972/000119312526183465/0001193125-26-183465-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"84e89f5f91614712da4d42245d02eba5","headline":"HighPeak Energy, Inc.: $8,972,590 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HighPeak Energy, Inc. disclosed $8,972,590 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HighPeak Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792849/000143774926014193/0001437749-26-014193-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7062c428e934da2d542cf950d2b4c60d","headline":"CLOVER HEALTH INVESTMENTS, CORP./DE: $10,154,701 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CLOVER HEALTH INVESTMENTS, CORP./DE disclosed $10,154,701 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLOVER HEALTH INVESTMENTS, CORP./DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801170/000180117026000102/0001801170-26-000102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3b822918fb525f5b2eeb96ee9181f42b","headline":"SKILLZ INC.: $545,259 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SKILLZ INC. disclosed $545,259 ($545K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SKILLZ INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801661/000114036126018357/0001140361-26-018357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"12ab0c54f930fa09130a9b3246989b96","headline":"TALKSPACE, INC.: $1,337,323 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TALKSPACE, INC. disclosed $1,337,323 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TALKSPACE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803901/000119312526197712/0001193125-26-197712-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"32fcefe773c88a34d8c58fbc0c7080d5","headline":"PLAYBOY, INC.: $1,875,055 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PLAYBOY, INC. disclosed $1,875,055 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAYBOY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803914/000162828026028967/0001628280-26-028967-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"59cdac72954dc9bbe707bf5a2b9adb1b","headline":"EOS ENERGY ENTERPRISES, INC.: $4,332,098 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EOS ENERGY ENTERPRISES, INC. disclosed $4,332,098 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EOS ENERGY ENTERPRISES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805077/000162828026025071/0001628280-26-025071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"40c068ea3ea0e86f3d366df26ad38283","headline":"FARADAY FUTURE INTELLIGENT ELECTRIC INC.: $353,250 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FARADAY FUTURE INTELLIGENT ELECTRIC INC. disclosed $353,250 ($353K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FARADAY FUTURE INTELLIGENT ELECTRIC INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805521/000121390026048534/0001213900-26-048534-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"681625973de3c0c7310e48b089cb211f","headline":"LYELL IMMUNOPHARMA, INC.: $2,647,476 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LYELL IMMUNOPHARMA, INC. disclosed $2,647,476 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LYELL IMMUNOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1806952/000114036126016686/0001140361-26-016686-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"27640222416052a323370ab6cdb02383","headline":"GoHealth, Inc.: $5,141,874 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GoHealth, Inc. disclosed $5,141,874 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoHealth, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1808220/000114036126018208/0001140361-26-018208-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"403ce76e33702a6f358ce70d2606d256","headline":"NUVATION BIO INC.: $4,324,280 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NUVATION BIO INC. disclosed $4,324,280 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVATION BIO INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811063/000114036126014157/0001140361-26-014157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d4b73424c76bb5799ea4568a63b9a209","headline":"OUSTER, INC.: $1,056,962 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OUSTER, INC. disclosed $1,056,962 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OUSTER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816581/000114036126017433/0001140361-26-017433-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f4e243fa09ae20e07ee053f798c3a215","headline":"COMPASS PATHWAYS PLC: $2,824,757 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COMPASS PATHWAYS PLC disclosed $2,824,757 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMPASS PATHWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816590/000119312526157123/0001193125-26-157123-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5e0242f9a7213eb48227edcccd0446ce","headline":"Janux Therapeutics, Inc.: $4,193,269 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Janux Therapeutics, Inc. disclosed $4,193,269 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Janux Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1817713/000119312526187095/0001193125-26-187095-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e4e3d90fd78af4b49b5757092e1b2118","headline":"GENEDX HOLDINGS CORP.: $3,504,420 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GENEDX HOLDINGS CORP. disclosed $3,504,420 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENEDX HOLDINGS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818331/000181833126000030/0001818331-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"21e310f645949677ca51b8080b36df75","headline":"TANGO THERAPEUTICS, INC.: $3,391,059 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TANGO THERAPEUTICS, INC. disclosed $3,391,059 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TANGO THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819133/000119312526160287/0001193125-26-160287-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"15ae3e13ce635a232750dfa75bf0beea","headline":"TARSUS PHARMACEUTICALS, INC.: $3,130,332 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TARSUS PHARMACEUTICALS, INC. disclosed $3,130,332 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TARSUS PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819790/000181979026000028/0001819790-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5430a31e53a5bde618bc9c6e463e0a06","headline":"Cipher Digital Inc.: $5,656,500 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cipher Digital Inc. disclosed $5,656,500 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cipher Digital Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819989/000181998926000016/0001819989-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1558c84f78d3bfd82fc6cb1d5609089f","headline":"GRINDR INC.: $5,518,573 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GRINDR INC. disclosed $5,518,573 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GRINDR INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820144/000114036126018315/0001140361-26-018315-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"509057855f35a66c572c4d817e022f37","headline":"GPGI, INC.: $6,570,109 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GPGI, INC. disclosed $6,570,109 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GPGI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823144/000110465926048561/0001104659-26-048561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6262d3b43029c456cae203f6d78c425c","headline":"Affinity Bancshares, Inc.: $705,959 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Affinity Bancshares, Inc. disclosed $705,959 ($706K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Affinity Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"GA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823406/000119312526161629/0001193125-26-161629-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f6d1d1b88809a9dcb1089471203efa56","headline":"Beachbody Company, Inc.: $885,722 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Beachbody Company, Inc. disclosed $885,722 ($886K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Beachbody Company, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826889/000119312526170532/0001193125-26-170532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0bcda963839b823abcba25dec7a014f4","headline":"BIOATLA, INC.: $3,301,346 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BIOATLA, INC. disclosed $3,301,346 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIOATLA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826892/000119312526255422/0001193125-26-255422-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0d73666aba554550421a7c70c2d3fb01","headline":"HIPPO HOLDINGS INC.: $2,660,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HIPPO HOLDINGS INC. disclosed $2,660,000 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIPPO HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828105/000119312526170319/0001193125-26-170319-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ddace3bf86602d0b66983087ef9c2fcb","headline":"FINANCE OF AMERICA COMPANIES INC.: $3,009,901 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FINANCE OF AMERICA COMPANIES INC. disclosed $3,009,901 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FINANCE OF AMERICA COMPANIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828937/000114036126013675/0001140361-26-013675-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2c89a30a5df7774ad09c95bf000e9772","headline":"Vera Therapeutics, Inc.: $3,429,733 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Vera Therapeutics, Inc. disclosed $3,429,733 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vera Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831828/000114036126014002/0001140361-26-014002-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"bfffb27ea2b46d4d5cdbcad69de91b3d","headline":"Aveanna Healthcare Holdings Inc.: $2,912,579 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"Aveanna Healthcare Holdings Inc. disclosed $2,912,579 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aveanna Healthcare Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832332/000119312526161632/0001193125-26-161632-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"91a2913813f73b20f07133a3683ee4aa","headline":"P3 Health Partners Inc.: $1,370,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"P3 Health Partners Inc. disclosed $1,370,000 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"P3 Health Partners Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832511/000114036126018240/0001140361-26-018240-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a3f2313ff8a9c1f3954c76458ce47230","headline":"Klaviyo, Inc.: $78,031 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Klaviyo, Inc. disclosed $78,031 ($78K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Klaviyo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835830/000183583026000018/0001835830-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f48602ed469c0144655d696934722363","headline":"Hagerty, Inc.: $2,379,477 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Hagerty, Inc. disclosed $2,379,477 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hagerty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840776/000162828026028911/0001628280-26-028911-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"89c541b910c8fb508191f758325f621e","headline":"PAYMENTUS HOLDINGS, INC.: $1,121,188 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PAYMENTUS HOLDINGS, INC. disclosed $1,121,188 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAYMENTUS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841156/000119312526170573/0001193125-26-170573-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e9f1163823dca6a7ac1767023ce702e2","headline":"Dave Inc./DE: $2,324,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Dave Inc./DE disclosed $2,324,200 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dave Inc./DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841408/000119312526164199/0001193125-26-164199-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b724b34945c50bf9a4f9f5b025d5a676","headline":"LanzaTech     Global, Inc.: $8,849,858 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LanzaTech     Global, Inc. disclosed $8,849,858 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LanzaTech     Global, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1843724/000153949726001238/0001539497-26-001238-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7f2c6262ced658021f95855adb396c01","headline":"Indaptus Therapeutics, Inc.: $1,001,249 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Indaptus Therapeutics, Inc. disclosed $1,001,249 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Indaptus Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857044/000149315226033545/0001493152-26-033545-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e6e6a07975324e7953b4473f491f588f","headline":"Ponce Financial Group, Inc.: $3,664,707 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ponce Financial Group, Inc. disclosed $3,664,707 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ponce Financial Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874071/000119312526168750/0001193125-26-168750-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"794c269f0ba6e788e2f95653f3b70e8e","headline":"Douglas Elliman Inc.: $8,768,490 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Douglas Elliman Inc. disclosed $8,768,490 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Douglas Elliman Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1878897/000187889726000021/0001878897-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"607e4167ba8c8fe9c2ec65c904aa86ad","headline":"ProFrac Holding Corp.: $901,175 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ProFrac Holding Corp. disclosed $901,175 ($901K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ProFrac Holding Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1881487/000110465926049044/0001104659-26-049044-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"df0153bcac3e35219b6604bd399950ba","headline":"Pagaya Technologies Ltd.: $3,650,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Pagaya Technologies Ltd. disclosed $3,650,000 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pagaya Technologies Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1883085/000188308526000039/0001883085-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6e911cf3af5cf825db76af70dac4a45c","headline":"Savers Value Village, Inc.: $10,134,051 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"Savers Value Village, Inc. disclosed $10,134,051 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Savers Value Village, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1883313/000188331326000034/0001883313-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"46541e5fa4bd0ed446753059dcdc25ee","headline":"Structure Therapeutics Inc.: $7,390,911 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Structure Therapeutics Inc. disclosed $7,390,911 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Structure Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1888886/000110465926047740/0001104659-26-047740-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"97afaab1c3c383e04501c15c9575afef","headline":"M-tron Industries, Inc.: $225,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"M-tron Industries, Inc. disclosed $225,000 ($225K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"M-tron Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1902314/000143774926014017/0001437749-26-014017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f3b7abb907c7f0c6c5fbaff5a2551cbe","headline":"D-Wave Quantum Inc.: $1,045,150 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"D-Wave Quantum Inc. disclosed $1,045,150 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"D-Wave Quantum Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1907982/000190798226000040/0001907982-26-000040-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"cc132032d0192f8dafef6d71f7e23d49","headline":"NEURAXIS, INC.: $839,398 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NEURAXIS, INC. disclosed $839,398 ($839K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEURAXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1933567/000114036126017498/0001140361-26-017498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c251ad096afbfc406bdec2058d8721b9","headline":"NewAmsterdam Pharma Company N.V.: $5,805,558 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NewAmsterdam Pharma Company N.V. disclosed $5,805,558 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NewAmsterdam Pharma Company N.V.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1936258/000119312526207562/0001193125-26-207562-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5c0483e677f62636591c5fc1f23af2a0","headline":"Knife River Corporation: $4,991,482 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Knife River Corporation disclosed $4,991,482 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Knife River Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1955520/000162828026023783/0001628280-26-023783-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"bc126ff988015392a65212e9da800ea1","headline":"SHARKNINJA, INC.: $105,361,975 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SHARKNINJA, INC. disclosed $105,361,975 ($105.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SHARKNINJA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1957132/000195713226000022/0001957132-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e2e106bbf3f53cca4f9aa40fb411b5d4","headline":"Burke & Herbert Financial Services Corp.: $1,574,822 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Burke & Herbert Financial Services Corp. disclosed $1,574,822 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Burke & Herbert Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1964333/000196433326000052/0001964333-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c0cb10b42fd4bcdf23a05d6b9f81a8e9","headline":"PHINIA Inc.: $8,180,043 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PHINIA Inc. disclosed $8,180,043 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PHINIA Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1968915/000196891526000061/0001968915-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"934cff531770204a1bb17f614235fcfa","headline":"TKO Group Holdings, Inc.: $64,912,560 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TKO Group Holdings, Inc. disclosed $64,912,560 ($64.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TKO Group Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1973266/000119312526173833/0001193125-26-173833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e130ef77938deb3b7dce7df79af46402","headline":"Apogee Therapeutics, Inc.: $8,671,208 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Apogee Therapeutics, Inc. disclosed $8,671,208 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Apogee Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1974640/000119312526177342/0001193125-26-177342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8f803622e1dc25dc0f5657f36a336873","headline":"THE     INTERGROUP CORPORATION: $897,000 total compensation for the principal executive officer, fiscal year ended 2024-06-30","summary":"THE     INTERGROUP CORPORATION disclosed $897,000 ($897K) in total compensation for its principal executive officer for the fiscal year ended 2024-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE     INTERGROUP CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/69422/000149315226015688/0001493152-26-015688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-06-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d7d5976431a1c9d6f372b5a5569050cf","headline":"PORTSMOUTH SQUARE, INC.: $433,000 total compensation for the principal executive officer, fiscal year ended 2024-06-30","summary":"PORTSMOUTH SQUARE, INC. disclosed $433,000 ($433K) in total compensation for its principal executive officer for the fiscal year ended 2024-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PORTSMOUTH SQUARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/79661/000149315226015685/0001493152-26-015685-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-06-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"44d2d17bf36eb2cf0ae6e78dcd60e75c","headline":"Horizon Kinetics Holding Corporation: $405,990 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Horizon Kinetics Holding Corporation disclosed $405,990 ($406K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Horizon Kinetics Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88000/000119312526164084/0001193125-26-164084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a6cb7c794fbfeec168e5aa5cde98f723","headline":"SMITHFIELD FOODS, INC.: $14,902,423 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"SMITHFIELD FOODS, INC. disclosed $14,902,423 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMITHFIELD FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91388/000009138826000022/0000091388-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:29:47"},{"signal_id":"9d4bb4db3fb41be4a6aa945e0fdeb5fa","headline":"Intrusion Inc.: $425,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Intrusion Inc. disclosed $425,000 ($425K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Intrusion Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/736012/000168316826005636/0001683168-26-005636-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"bbce0e231d026e82bccb1806dec9e6e8","headline":"EDAP TMS SA: $1,281,812 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EDAP TMS SA disclosed $1,281,812 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EDAP TMS SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041934/000110465926060700/0001104659-26-060700-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4cc301892ad93b5f8f5d5c3d09bcef0d","headline":"Oragenics, Inc.: $745,065 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Oragenics, Inc. disclosed $745,065 ($745K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oragenics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1174940/000149315226024602/0001493152-26-024602-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"9404de0cc1d299dc5f4b59ee47f9e33c","headline":"MY SIZE, INC.: $451,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MY SIZE, INC. disclosed $451,000 ($451K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MY SIZE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1211805/000149315226026749/0001493152-26-026749-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d81e307bb09f125a493179430cd0f35e","headline":"LENSAR, Inc.: $1,576,634 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LENSAR, Inc. disclosed $1,576,634 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LENSAR, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1320350/000119312526279484/0001193125-26-279484-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"947d29980eb019adc96c4fb3d4079f42","headline":"INTERNATIONAL STEM CELL CORPORATION: $66,480 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTERNATIONAL STEM CELL CORPORATION disclosed $66,480 ($66K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL STEM CELL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1355790/000119312526191906/0001193125-26-191906-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"757c0b9a34484a896586eaba6168d595","headline":"CITIZENS COMMUNITY BANCORP, INC.: $744,755 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CITIZENS COMMUNITY BANCORP, INC. disclosed $744,755 ($745K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CITIZENS COMMUNITY BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1367859/000136785926000028/0001367859-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c46c3b4c8e19a1419a26edc3b0cc78d2","headline":"ZW DATA ACTION TECHNOLOGIES INC.: $21,062 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ZW DATA ACTION TECHNOLOGIES INC. disclosed $21,062 ($21K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZW DATA ACTION TECHNOLOGIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376321/000117184326004254/0001171843-26-004254-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3914aee934cbe52534502440562b1f3c","headline":"DUOS TECHNOLOGIES GROUP, INC.: $276,263 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DUOS TECHNOLOGIES GROUP, INC. disclosed $276,263 ($276K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DUOS TECHNOLOGIES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1396536/000107997326000488/0001079973-26-000488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c7117a78405ba84bea3a3bd2f9dacdcc","headline":"ONE Group Hospitality, Inc.: $1,594,962 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ONE Group Hospitality, Inc. disclosed $1,594,962 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ONE Group Hospitality, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1399520/000110465926041530/0001104659-26-041530-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"84178bb201093d079b8b42f3c5a3b9f1","headline":"First Guaranty Bancshares, Inc.: $847,582 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"First Guaranty Bancshares, Inc. disclosed $847,582 ($848K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Guaranty Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408534/000140853426000024/0001408534-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"92a75ac3481defe6336b3331caf67714","headline":"Biodesix, Inc.: $2,084,873 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Biodesix, Inc. disclosed $2,084,873 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Biodesix, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1439725/000119312526149633/0001193125-26-149633-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"06177007ce5c89e5b244e3f30798a312","headline":"VUZIX CORPORATION: $1,036,428 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VUZIX CORPORATION disclosed $1,036,428 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VUZIX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1463972/000110465926050404/0001104659-26-050404-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"94a7edc4fd43ca65fdcdc3f6b45422c8","headline":"Immunome, Inc.: $9,226,774 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Immunome, Inc. disclosed $9,226,774 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Immunome, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1472012/000114036126016685/0001140361-26-016685-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2c87178de3a06e9bb784e50eccbb9220","headline":"CALCIMEDICA, INC.: $1,657,842 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CALCIMEDICA, INC. disclosed $1,657,842 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CALCIMEDICA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1534133/000119312526314085/0001193125-26-314085-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"36ec0f4530904a94b92373e92ccd02d9","headline":"Ibotta, Inc.: $28,711,906 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ibotta, Inc. disclosed $28,711,906 ($28.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ibotta, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538379/000162828026024105/0001628280-26-024105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5f2a27dd89ab072311aa113b991b14fa","headline":"Professional Diversity Network, Inc.: $273,600 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Professional Diversity Network, Inc. disclosed $273,600 ($274K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Professional Diversity Network, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1546296/000143774926014026/0001437749-26-014026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2b470d97402f3bf523c63738e01d3f32","headline":"908 DEVICES INC.: $1,993,294 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"908 DEVICES INC. disclosed $1,993,294 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"908 DEVICES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1555279/000110465926050795/0001104659-26-050795-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"80e4316a8d758d2d3501bb695f2ad20d","headline":"Galera Therapeutics, Inc.: $633,279 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Galera Therapeutics, Inc. disclosed $633,279 ($633K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Galera Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563577/000119312526164184/0001193125-26-164184-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0fc29019cde3d0d05ab1cf58e9ab3357","headline":"FTAI Aviation Ltd.: $26,655,142 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FTAI Aviation Ltd. disclosed $26,655,142 ($26.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FTAI Aviation Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590364/000114036126014789/0001140361-26-014789-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"03b19d31adf36652cdff8af5bc5bb251","headline":"CB FINANCIAL SERVICES, INC.: $728,547 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CB FINANCIAL SERVICES, INC. disclosed $728,547 ($729K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CB FINANCIAL SERVICES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1605301/000160530126000012/0001605301-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b803fb013ffb375c8365c2a3d964f230","headline":"LEONABIO, INC.: $3,175,009 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LEONABIO, INC. disclosed $3,175,009 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LEONABIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620463/000119312526216742/0001193125-26-216742-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"27fbf6f4e3852d7f879c53adeb3dcd0b","headline":"Flutter Entertainment plc: $22,174,060 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Flutter Entertainment plc disclosed $22,174,060 ($22.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Flutter Entertainment plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635327/000163532726000037/0001635327-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"562ab20a5e0857e030a2c9f770d51eda","headline":"ENTERA BIO LTD.: $1,149,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ENTERA BIO LTD. disclosed $1,149,000 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENTERA BIO LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638097/000117891326003077/0001178913-26-003077-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"dc44e977665da082d18a30f826d33d88","headline":"SERVICETITAN, INC.: $133,409,208 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"SERVICETITAN, INC. disclosed $133,409,208 ($133.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVICETITAN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638826/000163882626000038/0001638826-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8aca6502c35c7673f54e8038e681caf2","headline":"ARS Pharmaceuticals, Inc.: $7,174,995 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARS Pharmaceuticals, Inc. disclosed $7,174,995 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARS Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671858/000119312526191433/0001193125-26-191433-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a5321013055ce468cbadd20e7cb7cf87","headline":"PRELUDE THERAPEUTICS INCORPORATED: $2,327,471 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PRELUDE THERAPEUTICS INCORPORATED disclosed $2,327,471 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRELUDE THERAPEUTICS INCORPORATED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1678660/000119312526191532/0001193125-26-191532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c74d2d6b332ac12f76a5166a0e9f50e2","headline":"Shattuck Labs, Inc.: $3,216,407 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Shattuck Labs, Inc. disclosed $3,216,407 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Shattuck Labs, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1680367/000119312526146293/0001193125-26-146293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1b48d1f682b7e8f8c152166dc266c6a0","headline":"Spruce Biosciences, Inc.: $1,532,187 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Spruce Biosciences, Inc. disclosed $1,532,187 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Spruce Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1683553/000119312526149821/0001193125-26-149821-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"699836143acc8692faf75f988e17ec84","headline":"CO-DIAGNOSTICS, INC.: $716,917 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CO-DIAGNOSTICS, INC. disclosed $716,917 ($717K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CO-DIAGNOSTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692415/000149315226034021/0001493152-26-034021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"43a2b6283bc934ed2fed25c6cc1f2124","headline":"BLACK DIAMOND THERAPEUTICS, INC.: $2,855,111 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BLACK DIAMOND THERAPEUTICS, INC. disclosed $2,855,111 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACK DIAMOND THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701541/000110465926051474/0001104659-26-051474-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d4fb8ac123cd9d333f76263298703b34","headline":"Elutia Inc.: $4,536,157 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Elutia Inc. disclosed $4,536,157 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Elutia Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1708527/000110465926046897/0001104659-26-046897-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a57eaaddc9a8fcc9f01ad6f06697a2ce","headline":"Reddit, Inc.: $2,613,869 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Reddit, Inc. disclosed $2,613,869 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Reddit, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1713445/000171344526000060/0001713445-26-000060-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"98e3e7dba913b93106582f4538b57f6a","headline":"TEMPUS AI, INC.: $28,555,040 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TEMPUS AI, INC. disclosed $28,555,040 ($28.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEMPUS AI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1717115/000119312526145528/0001193125-26-145528-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6f84a9a4b34343f223824b4e77b66186","headline":"EPSILON ENERGY LTD.: $1,056,447 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EPSILON ENERGY LTD. disclosed $1,056,447 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EPSILON ENERGY LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1726126/000110465926044767/0001104659-26-044767-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8683298b61921fc78db924277edfce8e","headline":"ASTERA LABS, INC.: $50,926,550 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ASTERA LABS, INC. disclosed $50,926,550 ($50.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ASTERA LABS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736297/000114036126016359/0001140361-26-016359-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"96975e302ea9691b02377e429d67d80d","headline":"Ardent Health, Inc.: $6,939,257 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ardent Health, Inc. disclosed $6,939,257 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ardent Health, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1756655/000162828026024244/0001628280-26-024244-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c3346c3ab64e2276c2a2acfc4ef34097","headline":"XEROX HOLDINGS CORPORATION: $14,320,642 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"XEROX HOLDINGS CORPORATION disclosed $14,320,642 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XEROX HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770450/000177045026000020/0001770450-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d1ae68b963cf2898bb9e2a009a21dded","headline":"CURIOSITYSTREAM INC.: $5,608,442 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CURIOSITYSTREAM INC. disclosed $5,608,442 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CURIOSITYSTREAM INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1776909/000162828026024605/0001628280-26-024605-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"875525bd5db08e6006463b2d87bc7f65","headline":"MediaCo Holding Inc.: $186,723 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MediaCo Holding Inc. disclosed $186,723 ($187K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MediaCo Holding Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784254/000114036126026565/0001140361-26-026565-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"337ae2992efd049ed44dd3dd2ab5f8f8","headline":"PASSAGE BIO, INC.: $1,636,770 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PASSAGE BIO, INC. disclosed $1,636,770 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PASSAGE BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787297/000110465926040130/0001104659-26-040130-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0c5b84a24845d4fd3b725ae338e5dc98","headline":"NKARTA, INC.: $3,985,445 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NKARTA, INC. disclosed $3,985,445 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NKARTA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787400/000114036126016403/0001140361-26-016403-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"10c4d6069006cc6f9416025ae4ee5368","headline":"ORIC Pharmaceuticals, Inc.: $5,282,815 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ORIC Pharmaceuticals, Inc. disclosed $5,282,815 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORIC Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1796280/000119312526186911/0001193125-26-186911-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"89c41e9e469e18d743b0587f8e159c4c","headline":"The Oncology Institute, Inc.: $1,118,358 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"The Oncology Institute, Inc. disclosed $1,118,358 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Oncology Institute, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1799191/000119312526197350/0001193125-26-197350-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"16c8594bb3a49de8b3bc83d89c380212","headline":"Damora Therapeutics, Inc.: $1,429,550 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Damora Therapeutics, Inc. disclosed $1,429,550 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Damora Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800315/000119312526191429/0001193125-26-191429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4c45692880117152d1865e305683d47a","headline":"Taysha Gene Therapies, Inc.: $4,727,861 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Taysha Gene Therapies, Inc. disclosed $4,727,861 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Taysha Gene Therapies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1806310/000119312526168525/0001193125-26-168525-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5e8e27fff9446a3587c0635a47a032cf","headline":"ABACUS GLOBAL MANAGEMENT, INC.: $1,538,157 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ABACUS GLOBAL MANAGEMENT, INC. disclosed $1,538,157 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ABACUS GLOBAL MANAGEMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1814287/000162828026026261/0001628280-26-026261-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"537f3f6eac7b8f1b8567f2694ea55180","headline":"Humacyte, Inc.: $905,436 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Humacyte, Inc. disclosed $905,436 ($905K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Humacyte, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818382/000119312526187449/0001193125-26-187449-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"866401b22534949efc29fa007dffca30","headline":"OppFi Inc.: $297,681 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OppFi Inc. disclosed $297,681 ($298K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OppFi Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818502/000119312526187424/0001193125-26-187424-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"42eac0994b2aa786b07d24420efb511e","headline":"DOGWOOD THERAPEUTICS, INC.: $881,220 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DOGWOOD THERAPEUTICS, INC. disclosed $881,220 ($881K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DOGWOOD THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818844/000110465926049277/0001104659-26-049277-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"82ece963ca885a92155358656abff83f","headline":"Xos, Inc.: $2,690,833 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Xos, Inc. disclosed $2,690,833 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xos, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819493/000181949326000025/0001819493-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"43ec936ed706dc57470f8eb1ebdec113","headline":"REDWIRE CORPORATION: $4,145,774 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"REDWIRE CORPORATION disclosed $4,145,774 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REDWIRE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819810/000181981026000050/0001819810-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"697c5d08c6cd6860e261d1e83fdf3aea","headline":"FOGHORN THERAPEUTICS INC.: $1,559,562 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FOGHORN THERAPEUTICS INC. disclosed $1,559,562 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FOGHORN THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822462/000119312526193928/0001193125-26-193928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8080e7a6f8c79b65ac14d54bc9a9e8da","headline":"Reservoir Media, Inc.: $1,578,649 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Reservoir Media, Inc. disclosed $1,578,649 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Reservoir Media, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1824403/000110465926078330/0001104659-26-078330-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"878aa268c2a36cb8eb3b94bfd308ee12","headline":"XBP Global Holdings, Inc.: $1,974,568 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"XBP Global Holdings, Inc. disclosed $1,974,568 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XBP Global Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839530/000110465926051773/0001104659-26-051773-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"33a56c03ad7828050cb909cd03d1bee8","headline":"BrightSpring Health Services, Inc.: $17,673,893 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BrightSpring Health Services, Inc. disclosed $17,673,893 ($17.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BrightSpring Health Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1865782/000119312526151207/0001193125-26-151207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"32498aaf132c0b9ab5f5c50554d9cf38","headline":"Lineage, Inc.: $69,341,442 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Lineage, Inc. disclosed $69,341,442 ($69.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lineage, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1868159/000186815926000021/0001868159-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1d13254385ed36c1ea1abc8a83bf23b7","headline":"RUBRIK, INC.: $140,018,608 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"RUBRIK, INC. disclosed $140,018,608 ($140.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RUBRIK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1943896/000194389626000034/0001943896-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"520e818de9927b0531be7e8ef3e0c081","headline":"Binah Capital Group, Inc.: $790,669 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Binah Capital Group, Inc. disclosed $790,669 ($791K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Binah Capital Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1953984/000110465926052871/0001104659-26-052871-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0cae08ed7e49bd68a3a282164f03d57e","headline":"Waystar Holding Corp.: $29,944,863 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Waystar Holding Corp. disclosed $29,944,863 ($29.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Waystar Holding Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1990354/000199035426000013/0001990354-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"5915accd193ac54be821d17827b422bd","headline":"CG Oncology, Inc.: $11,172,212 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CG Oncology, Inc. disclosed $11,172,212 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CG Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1991792/000119312526177395/0001193125-26-177395-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7976a17429810afde0864f97f739b0a0","headline":"LandBridge Company LLC: $24,607,329 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LandBridge Company LLC disclosed $24,607,329 ($24.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LandBridge Company LLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1995807/000119312526197493/0001193125-26-197493-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"41dc951701c4e19fd53b485cbae2b4cb","headline":"WEBTOON Entertainment Inc.: $41,095,031 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"WEBTOON Entertainment Inc. disclosed $41,095,031 ($41.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WEBTOON Entertainment Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1997859/000199785926000055/0001997859-26-000055-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8ac18403e4ff42809544e37506be31a3","headline":"Loar Holdings Inc.: $3,340,498 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Loar Holdings Inc. disclosed $3,340,498 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Loar Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2000178/000119312526153469/0001193125-26-153469-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"fd0e4168e00e620bf3639f113c7ffbf5","headline":"PACS Group, Inc.: $5,039,085 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PACS Group, Inc. disclosed $5,039,085 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PACS Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2001184/000200118426000014/0002001184-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c09bd09ba7b4778e525b2feb2daffb93","headline":"Venture Global, Inc.: $36,285,182 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Venture Global, Inc. disclosed $36,285,182 ($36.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Venture Global, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2007855/000200785526000026/0002007855-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"347cb52f47c36a575a5d921f3c277e01","headline":"Seneca Bancorp, Inc.: $355,067 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Seneca Bancorp, Inc. disclosed $355,067 ($355K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seneca Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2072421/000110465926044654/0001104659-26-044654-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ec36f56fe73b26969fa274816ddade27","headline":"Leggett & Platt, Incorporated: $10,893,870 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Leggett & Platt, Incorporated disclosed $10,893,870 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Leggett & Platt, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/58492/000119312526144643/0001193125-26-144643-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2b7fb5a114405007fb4922aa41d60bc0","headline":"V. F. CORPORATION: $18,946,597 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"V. F. CORPORATION disclosed $18,946,597 ($18.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"V. F. CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/103379/000119312526270610/0001193125-26-270610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:29:47"},{"signal_id":"fdfef0da1c39b42b90f38bb2905b2439","headline":"NIKE, Inc.: $36,340,876 total compensation for the principal executive officer, fiscal year ended 2026-05-31","summary":"NIKE, Inc. disclosed $36,340,876 ($36.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-05-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NIKE, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/320187/000032018726000089/0000320187-26-000089-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-05-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a96a62924ab06b94cd256a44103cb871","headline":"Flagstar Bank, National Association: $7,655,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Flagstar Bank, National Association disclosed $7,655,500 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Flagstar Bank, National Association","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910073/000091007326000039/0000910073-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"867ca74ebea0901a169f300c468ffcc7","headline":"Neurocrine Biosciences, Inc.: $6,938,493 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Neurocrine Biosciences, Inc. disclosed $6,938,493 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Neurocrine Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914475/000091447526000015/0000914475-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e028962d2f2786f50cd149f7defb72aa","headline":"NOVAVAX, INC.: $8,856,015 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NOVAVAX, INC. disclosed $8,856,015 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NOVAVAX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000694/000162828026027328/0001628280-26-027328-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"33a9c2bbd4ada5bfab1e89a09e98582b","headline":"SHORE BANCSHARES, INC.: $1,772,098 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SHORE BANCSHARES, INC. disclosed $1,772,098 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SHORE BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035092/000103509226000019/0001035092-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c0b479b3da76312447abacbf705a2fcd","headline":"STABILIS SOLUTIONS, INC.: $1,993,662 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"STABILIS SOLUTIONS, INC. disclosed $1,993,662 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STABILIS SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043186/000143774926022089/0001437749-26-022089-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a79a2721098a09f894e951ce61acf792","headline":"OneSpan Inc.: $3,627,046 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OneSpan Inc. disclosed $3,627,046 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OneSpan Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1044777/000104477726000011/0001044777-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"2763c1f4aad65fa7ea59f4b83f169e4f","headline":"BioMarin Pharmaceutical Inc: $21,927,563 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BioMarin Pharmaceutical Inc disclosed $21,927,563 ($21.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BioMarin Pharmaceutical Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1048477/000162828026026290/0001628280-26-026290-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1046a4252aaa6b994aa514fff82321b3","headline":"Filana Therapeutics, Inc.: $1,520,035 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Filana Therapeutics, Inc. disclosed $1,520,035 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Filana Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069530/000143774926013654/0001437749-26-013654-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0f65456e710c5c45d71bf7332d69fd5e","headline":"TERAWULF INC.: $39,411,005 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TERAWULF INC. disclosed $39,411,005 ($39.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TERAWULF INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1083301/000108330126000077/0001083301-26-000077-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d9bf1b3fb22cf9e95d3e739de4e70d1b","headline":"Salesforce, Inc.: $49,379,252 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Salesforce, Inc. disclosed $49,379,252 ($49.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Salesforce, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108524/000110852426000085/0001108524-26-000085-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"bfe77aa730e2a5d47ab9b7d145b58953","headline":"NETGEAR, INC.: $3,587,789 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NETGEAR, INC. disclosed $3,587,789 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NETGEAR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1122904/000119312526159312/0001193125-26-159312-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4af5462cf25b1c2aad15a03a8f0ba334","headline":"TRAWS PHARMA, INC.: $874,425 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TRAWS PHARMA, INC. disclosed $874,425 ($874K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRAWS PHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130598/000110465926067945/0001104659-26-067945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e7bec642c5723690122e713129af735a","headline":"Mastercard Incorporated: $35,422,518 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Mastercard Incorporated disclosed $35,422,518 ($35.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mastercard Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141391/000114139126000021/0001141391-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a6056d4044cecdf58a04f35ecc7eff54","headline":"NORTHRIM BANCORP, INC.: $1,491,789 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NORTHRIM BANCORP, INC. disclosed $1,491,789 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NORTHRIM BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163370/000116337026000012/0001163370-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"882d72e3d441532aeb68228ea4e7a11c","headline":"CRESCENT BIOPHARMA, INC.: $13,116,834 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CRESCENT BIOPHARMA, INC. disclosed $13,116,834 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRESCENT BIOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1253689/000162828026026282/0001628280-26-026282-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"158f2bd7c53c489a8c7367ce952e3fda","headline":"EyePoint, Inc.: $5,568,352 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EyePoint, Inc. disclosed $5,568,352 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EyePoint, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1314102/000119312526182035/0001193125-26-182035-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"03ff38be66e380055d293b66d77322b3","headline":"Alliance Laundry Holdings Inc.: $9,120,366 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Alliance Laundry Holdings Inc. disclosed $9,120,366 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alliance Laundry Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1317685/000162828026027533/0001628280-26-027533-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b31347fd9751f5f66df0fd9a0bdc9c12","headline":"GameStop Corp.: $1,760,467 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"GameStop Corp. disclosed $1,760,467 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GameStop Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326380/000119312526235130/0001193125-26-235130-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"dd47a17be784a74e7408ba4a749fd82f","headline":"STUBHUB HOLDINGS, INC.: $4,526,281 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"STUBHUB HOLDINGS, INC. disclosed $4,526,281 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STUBHUB HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1337634/000119312526197608/0001193125-26-197608-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"059bf9156dfbfabc1fd8b7be343d0be2","headline":"VERACYTE, INC.: $7,421,877 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VERACYTE, INC. disclosed $7,421,877 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERACYTE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1384101/000138410126000021/0001384101-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e7fc8d700f1459ec12753e54723a5ee9","headline":"RING ENERGY, INC.: $2,884,957 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RING ENERGY, INC. disclosed $2,884,957 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RING ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1384195/000138419526000068/0001384195-26-000068-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"27878db0c8da5cb65a1ff136773fe6f4","headline":"WHITEHAWK THERAPEUTICS, INC.: $3,402,090 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WHITEHAWK THERAPEUTICS, INC. disclosed $3,402,090 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WHITEHAWK THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422142/000119312526187149/0001193125-26-187149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e97fca8ab4a77a040fc11b28350c4dce","headline":"Miami International Holdings, Inc.: $21,187,093 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Miami International Holdings, Inc. disclosed $21,187,093 ($21.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Miami International Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438472/000162828026027312/0001628280-26-027312-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"298dd2c4189d6b6e62b7567c064e53b5","headline":"OPTIMIZERX CORPORATION: $2,717,717 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OPTIMIZERX CORPORATION disclosed $2,717,717 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPTIMIZERX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1448431/000121390026049698/0001213900-26-049698-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"e9f92518afb11af6528b8e88b37b935a","headline":"SI-BONE, INC.: $7,453,235 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SI-BONE, INC. disclosed $7,453,235 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SI-BONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1459839/000145983926000049/0001459839-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0278dd35fd8718f9d6a92fc197e65fc5","headline":"Sprout Social, Inc.: $3,314,632 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Sprout Social, Inc. disclosed $3,314,632 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sprout Social, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517375/000151737526000028/0001517375-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3f910d083cb939f4db3bc86327cca90c","headline":"MAMA’S CREATIONS, INC.: $2,340,664 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"MAMA’S CREATIONS, INC. disclosed $2,340,664 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAMA’S CREATIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520358/000149315226024239/0001493152-26-024239-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f4576b96a2f044fec31c864a56f27461","headline":"Voya Financial, Inc.: $12,593,676 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Voya Financial, Inc. disclosed $12,593,676 ($12.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Voya Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535929/000153592926000061/0001535929-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"23c0e0e784fd1f436e706e6cd07049e0","headline":"Yext, Inc.: $8,693,973 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Yext, Inc. disclosed $8,693,973 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Yext, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1614178/000162828026027491/0001628280-26-027491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7ad04afa6a67839aae45acbb89dd70dd","headline":"TPG RE FINANCE TRUST, INC.: $3,915,423 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TPG RE FINANCE TRUST, INC. disclosed $3,915,423 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TPG RE FINANCE TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630472/000119312526147949/0001193125-26-147949-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"256651ffa27562517c8ca674d47b6db7","headline":"LivaNova PLC: $8,047,217 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LivaNova PLC disclosed $8,047,217 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LivaNova PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639691/000110465926050937/0001104659-26-050937-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"1488c8e69613d1544fd4dbae692f50a6","headline":"Vir Biotechnology, Inc.: $7,834,045 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Vir Biotechnology, Inc. disclosed $7,834,045 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vir Biotechnology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1706431/000162828026025379/0001628280-26-025379-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"9fee0108416c019e6d11ae0d25a72f4a","headline":"Virgin Galactic Holdings, Inc: $10,745,916 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Virgin Galactic Holdings, Inc disclosed $10,745,916 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Virgin Galactic Holdings, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1706946/000170694626000046/0001706946-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"93b007b65436c40f33bf8dd8b3046c56","headline":"Linde plc: $21,777,870 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Linde plc disclosed $21,777,870 ($21.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Linde plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1707925/000119312526192209/0001193125-26-192209-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"7c482fccade2fc49b354af012102fed3","headline":"Custom Truck One Source, Inc.: $2,577,511 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Custom Truck One Source, Inc. disclosed $2,577,511 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Custom Truck One Source, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1709682/000170968226000030/0001709682-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"90bc6cd81ef11b7b54f851a8f60d362b","headline":"New Fortress Energy Inc.: $5,000,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"New Fortress Energy Inc. disclosed $5,000,000 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"New Fortress Energy Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1749723/000174972326000082/0001749723-26-000082-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"552171b2823b0c602bf3196d56cfdc9b","headline":"CoreWeave, Inc.: $3,454,004 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CoreWeave, Inc. disclosed $3,454,004 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CoreWeave, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1769628/000176962826000191/0001769628-26-000191-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"25581e2b1fcdd39371af37fee7fdfd30","headline":"AST SPACEMOBILE, INC.: $14,222,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AST SPACEMOBILE, INC. disclosed $14,222,500 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AST SPACEMOBILE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1780312/000149315226019384/0001493152-26-019384-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"d61efa301abcd1df0f74993be24ea0ba","headline":"CHIME FINANCIAL, INC.: $98,935,542 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CHIME FINANCIAL, INC. disclosed $98,935,542 ($98.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHIME FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795586/000179558626000028/0001795586-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6b86aa6a7dbd803cb6a93b62bff76127","headline":"Opendoor Technologies Inc.: $741,137,105 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Opendoor Technologies Inc. disclosed $741,137,105 ($741.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Opendoor Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801169/000114036126017460/0001140361-26-017460-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"6988dfe96b1118495cbd1bed7882c269","headline":"ROYALTY PHARMA PLC: $937,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ROYALTY PHARMA PLC disclosed $937,500 ($938K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROYALTY PHARMA PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1802768/000114036126014239/0001140361-26-014239-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"c6b13165ef52498f562e17ba5d16a702","headline":"Alight, Inc. / Delaware: $10,645,531 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Alight, Inc. / Delaware disclosed $10,645,531 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alight, Inc. / Delaware","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1809104/000162828026027616/0001628280-26-027616-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4fbf467d0b4076c41869d07ab309ef70","headline":"ACADEMY SPORTS AND OUTDOORS, INC.: $9,560,129 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"ACADEMY SPORTS AND OUTDOORS, INC. disclosed $9,560,129 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACADEMY SPORTS AND OUTDOORS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1817358/000181735826000063/0001817358-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"4371e39ed10474c85d0349f0ad45c46b","headline":"FIGS, Inc.: $8,211,946 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FIGS, Inc. disclosed $8,211,946 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FIGS, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1846576/000162828026026838/0001628280-26-026838-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"0de95509926d764da8fb6f66b99deb41","headline":"GALAXY DIGITAL INC.: $7,651,727 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GALAXY DIGITAL INC. disclosed $7,651,727 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GALAXY DIGITAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1859392/000185939226000037/0001859392-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"26e1b32619983ef5d04304465e42b7d8","headline":"SAILPOINT, INC.: $80,100,892 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"SAILPOINT, INC. disclosed $80,100,892 ($80.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAILPOINT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2030781/000119312526177300/0001193125-26-177300-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"f563d61b80d78e7e5152c9fc7952f7bf","headline":"Ralliant Corporation: $12,429,096 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ralliant Corporation disclosed $12,429,096 ($12.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ralliant Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2041385/000204138526000035/0002041385-26-000035-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"3b17fe8043d383bd787445d12d6cf5c7","headline":"Medline Inc: $3,860,972 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Medline Inc disclosed $3,860,972 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Medline Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2046386/000110465926047092/0001104659-26-047092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"015571f865f14defd8de540979b4ded8","headline":"Aebi Schmidt Holding AG: $2,848,741 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Aebi Schmidt Holding AG disclosed $2,848,741 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aebi Schmidt Holding AG","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2048519/000114036126014249/0001140361-26-014249-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ad832835c48d485a8e5ee3303c859461","headline":"Legence Corp.: $8,281,845 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Legence Corp. disclosed $8,281,845 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Legence Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2052568/000119312526188984/0001193125-26-188984-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"ef426e2e60ac4886b87eb984e639f33c","headline":"NIQ Global Intelligence plc: $2,623,617 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NIQ Global Intelligence plc disclosed $2,623,617 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NIQ Global Intelligence plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2054696/000205469626000009/0002054696-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"31699a333a5e71b4347c841d9f7d4ef9","headline":"Qnity Electronics, Inc.: $20,646,678 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Qnity Electronics, Inc. disclosed $20,646,678 ($20.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Qnity Electronics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2058873/000162828026024259/0001628280-26-024259-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"a7c7af19269183a74a0c084d8715e0c4","headline":"WaterBridge Infrastructure LLC: $6,421,871 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WaterBridge Infrastructure LLC disclosed $6,421,871 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WaterBridge Infrastructure LLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2064947/000114036126018264/0001140361-26-018264-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:29:47"},{"signal_id":"b9e14eebbc4c36df96f516fd1f70be3c","headline":"Sunbelt Rentals Holdings, Inc.: $14,627,631 total compensation for the principal executive officer, fiscal year ended 2026-04-30","summary":"Sunbelt Rentals Holdings, Inc. disclosed $14,627,631 ($14.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sunbelt Rentals Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2083785/000119312526310387/0001193125-26-310387-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-04-30","captured_at":"2026-07-28 21:29:47"},{"signal_id":"8c5193a71691f279382f395cf56fb970","headline":"ALEXANDER’S, INC.: $182,163 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALEXANDER’S, INC. disclosed $182,163 ($182K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALEXANDER’S, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3499/000119312526145567/0001193125-26-145567-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"560bf4183d226ab28de4901d41e1a72d","headline":"Cheniere Energy, Inc.: $21,565,074 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cheniere Energy, Inc. disclosed $21,565,074 ($21.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cheniere Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3570/000119312526144572/0001193125-26-144572-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"7a27a3b1c8b4ffe38c09feefb886c769","headline":"UNUM GROUP: $19,727,222 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UNUM GROUP disclosed $19,727,222 ($19.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNUM GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5513/000000551326000026/0000005513-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"fb8ae358fc381670ac3adba85fb537dc","headline":"AMERICAN VANGUARD CORPORATION: $2,509,773 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMERICAN VANGUARD CORPORATION disclosed $2,509,773 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN VANGUARD CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5981/000119312526173620/0001193125-26-173620-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"ef48682200c4c445bb5715cc16b2658d","headline":"ARMSTRONG WORLD INDUSTRIES, INC.: $13,541,716 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARMSTRONG WORLD INDUSTRIES, INC. disclosed $13,541,716 ($13.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARMSTRONG WORLD INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/7431/000119312526193741/0001193125-26-193741-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"0f2caad3d689730cbae578fbbe21b737","headline":"ASTRONICS CORPORATION: $2,650,211 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ASTRONICS CORPORATION disclosed $2,650,211 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ASTRONICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8063/000114036126015301/0001140361-26-015301-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"2489d086f8a5872279903513badfb468","headline":"AZZ INC.: $4,380,976 total compensation for the principal executive officer, fiscal year ended 2024-02-29","summary":"AZZ INC. disclosed $4,380,976 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AZZ INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8947/000110465926066068/0001104659-26-066068-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-29","captured_at":"2026-07-28 21:33:15"},{"signal_id":"d0f523679dbcc8645f8c471c62da1e61","headline":"BALCHEM CORPORATION: $5,889,707 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BALCHEM CORPORATION disclosed $5,889,707 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BALCHEM CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/9326/000114036126017099/0001140361-26-017099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"748ea0f47401018ce4396df730066282","headline":"BERKLEY W R CORP: $16,813,566 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BERKLEY W R CORP disclosed $16,813,566 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BERKLEY W R CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/11544/000119312526170583/0001193125-26-170583-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"4e1a50ddb82b1056b6095045d6d3c8cc","headline":"Brown-Forman Corporation: $13,194,160 total compensation for the principal executive officer, fiscal year ended 2024-04-30","summary":"Brown-Forman Corporation disclosed $13,194,160 ($13.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brown-Forman Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14693/000119312526275853/0001193125-26-275853-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-04-30","captured_at":"2026-07-28 21:33:15"},{"signal_id":"05c1c3ec37387f348f24d14591168599","headline":"MASTEC, INC.: $9,603,683 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MASTEC, INC. disclosed $9,603,683 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MASTEC, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/15615/000114036126014022/0001140361-26-014022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"0448964a571d66231395e3f4b143126a","headline":"CONSTELLATION BRANDS, INC.: $14,629,014 total compensation for the principal executive officer, fiscal year ended 2024-02-29","summary":"CONSTELLATION BRANDS, INC. disclosed $14,629,014 ($14.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLATION BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/16918/000001691826000023/0000016918-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-29","captured_at":"2026-07-28 21:33:15"},{"signal_id":"c6fdc6a8969d035133faabc80167322a","headline":"CAPITAL SOUTHWEST CORPORATION: $3,809,514 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"CAPITAL SOUTHWEST CORPORATION disclosed $3,809,514 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAPITAL SOUTHWEST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/17313/000001731326000042/0000017313-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"3c1a20f24e5edf8bea2ee7f5a537d561","headline":"The CATO Corporation: $2,945,305 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"The CATO Corporation disclosed $2,945,305 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The CATO Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18255/000120677426000206/0001206774-26-000206-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:15"},{"signal_id":"390e9992502b02a7c8a4b56ee0297534","headline":"Genesco Inc.: $4,250,035 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"Genesco Inc. disclosed $4,250,035 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genesco Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18498/000119312526271251/0001193125-26-271251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"6c4f6cf41875bd1ef38e7a528c8e54d6","headline":"Chemed Corporation: $12,625,106 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Chemed Corporation disclosed $12,625,106 ($12.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Chemed Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19584/000156276226000052/0001562762-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"b6bf93566e6e308b3003d2cb6e7d8bbf","headline":"JPMORGAN CHASE & CO: $35,960,259 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"JPMORGAN CHASE & CO disclosed $35,960,259 ($36.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JPMORGAN CHASE & CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19617/000001961726000096/0000019617-26-000096-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"dcdd2303d82897ba968d5a9061e37802","headline":"COMSTOCK RESOURCES, INC.: $9,916,144 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COMSTOCK RESOURCES, INC. disclosed $9,916,144 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSTOCK RESOURCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23194/000119312526170561/0001193125-26-170561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"15c410d4307daa7357df74c5c77861fe","headline":"CTO REALTY GROWTH, INC.: $2,622,366 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CTO REALTY GROWTH, INC. disclosed $2,622,366 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CTO REALTY GROWTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23795/000110465926050405/0001104659-26-050405-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"ef4a48dcb264eb1faad4f0209740ba09","headline":"TARGET CORPORATION: $19,203,353 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"TARGET CORPORATION disclosed $19,203,353 ($19.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TARGET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27419/000162828026027508/0001628280-26-027508-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:15"},{"signal_id":"857a96dd367c506ae689697d2ce4acd7","headline":"Delta Air Lines, Inc.: $34,214,328 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Delta Air Lines, Inc. disclosed $34,214,328 ($34.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Delta Air Lines, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27904/000130817926000345/0001308179-26-000345-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"cf79bd08388fbdec46f1c976150c0933","headline":"Dillard’s, Inc.: $12,451,504 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"Dillard’s, Inc. disclosed $12,451,504 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dillard’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/28917/000110465926039765/0001104659-26-039765-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:15"},{"signal_id":"5d0b067084866e3164d0b8ae4cf23b5a","headline":"Eastman Kodak Company: $7,064,526 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Eastman Kodak Company disclosed $7,064,526 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Eastman Kodak Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31235/000114036126013928/0001140361-26-013928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"5c325ea07c534bf6153fcfe460ff4dc3","headline":"Ennis, Inc.: $1,682,530 total compensation for the principal executive officer, fiscal year ended 2024-02-29","summary":"Ennis, Inc. disclosed $1,682,530 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ennis, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/33002/000119312526256564/0001193125-26-256564-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-29","captured_at":"2026-07-28 21:33:15"},{"signal_id":"f54a3098dcea9a822c0b129af4255f9f","headline":"EXXON MOBIL CORPORATION: $36,919,898 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EXXON MOBIL CORPORATION disclosed $36,919,898 ($36.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXXON MOBIL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34088/000119312526147614/0001193125-26-147614-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"7cd07c607ae12b20808b296d4c6de2c5","headline":"HARTE HANKS, INC.: $706,950 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HARTE HANKS, INC. disclosed $706,950 ($707K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HARTE HANKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/45919/000162828026024524/0001628280-26-024524-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"a6110fbcea87abf3fa949352215e9a72","headline":"HAWKINS, INC.: $2,616,013 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"HAWKINS, INC. disclosed $2,616,013 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAWKINS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46250/000004625026000026/0000046250-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"53b0d0cc3a6f25855a102a23d7ef68ef","headline":"EASTGROUP PROPERTIES, INC.: $6,894,670 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EASTGROUP PROPERTIES, INC. disclosed $6,894,670 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EASTGROUP PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/49600/000004960026000019/0000049600-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"052028c262cf111a87b6bd7710c64d55","headline":"LOWES COMPANIES INC: $18,162,272 total compensation for the principal executive officer, fiscal year ended 2024-02-02","summary":"LOWES COMPANIES INC disclosed $18,162,272 ($18.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LOWES COMPANIES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60667/000006066726000056/0000060667-26-000056-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-02","captured_at":"2026-07-28 21:33:15"},{"signal_id":"4219826bb3e18d75546275df58dd57eb","headline":"LSB Industries, Inc.: $4,474,648 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LSB Industries, Inc. disclosed $4,474,648 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LSB Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60714/000119312526151347/0001193125-26-151347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"b60587a72f2391ec9fb88ed8eb38ab6e","headline":"MARCUS CORP: $4,784,595 total compensation for the principal executive officer, fiscal year ended 2023-12-28","summary":"MARCUS CORP disclosed $4,784,595 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MARCUS CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62234/000006223426000018/0000062234-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-28","captured_at":"2026-07-28 21:33:15"},{"signal_id":"67d108b3e96ca3764cd5474db0aa5a11","headline":"MATTEL INC /DE/: $18,948,385 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MATTEL INC /DE/ disclosed $18,948,385 ($18.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MATTEL INC /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63276/000130817926000276/0001308179-26-000276-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"3ef78106f16c4ecdf2ba53f0a9b28b60","headline":"McDonald’s Corporation: $19,155,001 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"McDonald’s Corporation disclosed $19,155,001 ($19.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McDonald’s Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63908/000119312526145548/0001193125-26-145548-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"8d1b1cdf438f64f523da2098e624391f","headline":"Middlesex Water Company: $1,758,814 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Middlesex Water Company disclosed $1,758,814 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middlesex Water Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/66004/000130817926000211/0001308179-26-000211-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"cccec4eb9165fec9d029816c35b95331","headline":"Dycom Industries, Inc.: $7,207,277 total compensation for the principal executive officer, fiscal year ended 2024-01-27","summary":"Dycom Industries, Inc. disclosed $7,207,277 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-27, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dycom Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67215/000006721526000017/0000067215-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-27","captured_at":"2026-07-28 21:33:15"},{"signal_id":"efc28c6df1aa719dab73f1afa84f8258","headline":"Modine Manufacturing Company: $8,505,827 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Modine Manufacturing Company disclosed $8,505,827 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Modine Manufacturing Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67347/000110465926082630/0001104659-26-082630-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"d579046f474fbb4cb1a167dbde7c5b5a","headline":"NRC Health: $195,566 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NRC Health disclosed $195,566 ($196K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NRC Health","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/70487/000143774926015775/0001437749-26-015775-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"e375c4826c6c6617efc4d561e65ede84","headline":"MOVADO GROUP, INC.: $5,091,430 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"MOVADO GROUP, INC. disclosed $5,091,430 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MOVADO GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/72573/000114036126019208/0001140361-26-019208-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"0d85f67050118b4a7ff17ae8263a4a97","headline":"Oxford Industries, Inc.: $5,642,525 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"Oxford Industries, Inc. disclosed $5,642,525 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oxford Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/75288/000007528826000032/0000075288-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:15"},{"signal_id":"255eacbd1efaa5f0b9fd128719da7627","headline":"TUTOR PERINI CORPORATION: $20,645,327 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TUTOR PERINI CORPORATION disclosed $20,645,327 ($20.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TUTOR PERINI CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/77543/000007754326000088/0000077543-26-000088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"70ada3a81004fbfd1751885de5a8b17e","headline":"PVH Corp.: $15,613,904 total compensation for the principal executive officer, fiscal year ended 2024-02-04","summary":"PVH Corp. disclosed $15,613,904 ($15.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-04, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PVH Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78239/000121390026053710/0001213900-26-053710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-04","captured_at":"2026-07-28 21:33:15"},{"signal_id":"851b42d0bb6fec0e1df0567f79cd1f6d","headline":"AGILYSYS, INC.: $1,249,366 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"AGILYSYS, INC. disclosed $1,249,366 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AGILYSYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78749/000119312526306113/0001193125-26-306113-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"67022b72cde00ed01fba6e9800611b1e","headline":"National Presto Industries, Inc.: $653,625 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"National Presto Industries, Inc. disclosed $653,625 ($654K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"National Presto Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/80172/000143774926012242/0001437749-26-012242-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"55f53a31ba84627e786808402682b128","headline":"Travelers Companies, Inc.: $22,730,072 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Travelers Companies, Inc. disclosed $22,730,072 ($22.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travelers Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/86312/000008631226000103/0000086312-26-000103-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"ade9d8373e4dc901006822410528eddb","headline":"SENECA FOODS CORPORATION: $1,195,063 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"SENECA FOODS CORPORATION disclosed $1,195,063 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENECA FOODS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88948/000143774926022933/0001437749-26-022933-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"f08af1edd40ad83fb7aabc622a8251de","headline":"THE J. M. SMUCKER COMPANY: $10,367,569 total compensation for the principal executive officer, fiscal year ended 2024-04-30","summary":"THE J. M. SMUCKER COMPANY disclosed $10,367,569 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE J. M. SMUCKER COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91419/000119312526283858/0001193125-26-283858-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-04-30","captured_at":"2026-07-28 21:33:15"},{"signal_id":"44c6787f8954ace2d1fe3892fb0f5a44","headline":"Southern California Gas Company: $4,586,867 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Southern California Gas Company disclosed $4,586,867 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern California Gas Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92108/000119312526154917/0001193125-26-154917-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"50100edcf69d2fc9f125cb6fef194d48","headline":"STANDARD MOTOR PRODUCTS, INC.: $1,156,478 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"STANDARD MOTOR PRODUCTS, INC. disclosed $1,156,478 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STANDARD MOTOR PRODUCTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93389/000009338926000052/0000093389-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"da833b1eec73e702964c356ad03dad84","headline":"CHEVRON CORPORATION: $27,385,655 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CHEVRON CORPORATION disclosed $27,385,655 ($27.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEVRON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93410/000119312526145617/0001193125-26-145617-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"0f0f2004cabfa81fdecf60b2227d6346","headline":"STATE STREET CORPORATION: $13,449,164 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"STATE STREET CORPORATION disclosed $13,449,164 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STATE STREET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93751/000114036126013817/0001140361-26-013817-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"d78aaa2e6e2d8a88bf13fadce186b21b","headline":"Teleflex Incorporated: $9,039,947 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Teleflex Incorporated disclosed $9,039,947 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Teleflex Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/96943/000009694326000039/0000096943-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"6fed23fd5d8f3d78a40256fe10ada245","headline":"TEREX CORPORATION: $10,208,430 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TEREX CORPORATION disclosed $10,208,430 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEREX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97216/000009721626000071/0000097216-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"cf70d5caec2bbecb0ab3d834d0dc8e68","headline":"Thermo Fisher Scientific Inc.: $18,976,669 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Thermo Fisher Scientific Inc. disclosed $18,976,669 ($19.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Thermo Fisher Scientific Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97745/000119312526144585/0001193125-26-144585-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"22edf00d3bbb7742901d9f6578cb0649","headline":"TIDEWATER INC.: $4,959,672 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TIDEWATER INC. disclosed $4,959,672 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TIDEWATER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/98222/000110465926050441/0001104659-26-050441-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"5ade5a49ce7c7ea6d3835f53df53bd87","headline":"TRANSCAT, INC.: $2,440,460 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"TRANSCAT, INC. disclosed $2,440,460 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSCAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/99302/000114036126029371/0001140361-26-029371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:15"},{"signal_id":"3db935a9eed26110650042290fe6b5ba","headline":"United Airlines Holdings, Inc.: $18,573,299 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"United Airlines Holdings, Inc. disclosed $18,573,299 ($18.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Airlines Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/100517/000110465926040467/0001104659-26-040467-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"43b42739966c359f2349220237bba56c","headline":"VISHAY INTERTECHNOLOGY INC: $4,773,050 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VISHAY INTERTECHNOLOGY INC disclosed $4,773,050 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY INTERTECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/103730/000010373026000029/0000103730-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"1d58e2aa4e7fb5b2a5acb38688ab1d8a","headline":"Walmart Inc.: $26,968,924 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"Walmart Inc. disclosed $26,968,924 ($27.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Walmart Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/104169/000119312526173673/0001193125-26-173673-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"9c2bc61929cdfebb9a61baada8b3eae8","headline":"Watsco, Inc.: $11,058,336 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Watsco, Inc. disclosed $11,058,336 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Watsco, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105016/000119312526174970/0001193125-26-174970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"1e2d20b5d8ea2b9cd588eab9c2617d67","headline":"EMCOR GROUP, INC.: $11,823,005 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EMCOR GROUP, INC. disclosed $11,823,005 ($11.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EMCOR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105634/000114036126015809/0001140361-26-015809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"65840abc09f5637844d5fd66ec550f72","headline":"World Acceptance Corporation: $965,737 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"World Acceptance Corporation disclosed $965,737 ($966K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Acceptance Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/108385/000010838526000029/0000108385-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"986f24426bd446b5386d2e712e33a24f","headline":"SPECTRUM BRANDS HOLDINGS, INC.: $7,418,786 total compensation for the principal executive officer, fiscal year ended 2023-09-30","summary":"SPECTRUM BRANDS HOLDINGS, INC. disclosed $7,418,786 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPECTRUM BRANDS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109177/000010917726000030/0000109177-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-09-30","captured_at":"2026-07-28 21:33:15"},{"signal_id":"f3e935af9f297fe77c275a0d235c7789","headline":"The TJX Companies, Inc.: $22,222,769 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"The TJX Companies, Inc. disclosed $22,222,769 ($22.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The TJX Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109198/000010919826000015/0000109198-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:15"},{"signal_id":"067b977c0f90c859bbf04e98a266a708","headline":"GRAYBAR ELECTRIC COMPANY, INC.: $11,266,308 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GRAYBAR ELECTRIC COMPANY, INC. disclosed $11,266,308 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GRAYBAR ELECTRIC COMPANY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/205402/000020540226000028/0000205402-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"d3e45a5d104b25755c56566db6dd1a02","headline":"Cavco Industries, Inc.: $4,510,808 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"Cavco Industries, Inc. disclosed $4,510,808 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cavco Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/278166/000162828026043437/0001628280-26-043437-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:15"},{"signal_id":"b7a6bb3e1f76afec54d6818fd13bae39","headline":"HAEMONETICS CORPORATION: $11,545,113 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"HAEMONETICS CORPORATION disclosed $11,545,113 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAEMONETICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/313143/000031314326000074/0000313143-26-000074-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:15"},{"signal_id":"f8c385efd8a59b406680f63f003a8722","headline":"McEwen Inc.: $342,169 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"McEwen Inc. disclosed $342,169 ($342K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McEwen Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314203/000110465926048627/0001104659-26-048627-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"d96dc6306308e055a313ec11ccda2f95","headline":"First Busey Corporation: $2,179,159 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"First Busey Corporation disclosed $2,179,159 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Busey Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314489/000031448926000021/0000314489-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"35eee954f9d9fd9709e986a2b447fb48","headline":"ROBERT HALF INC.: $8,126,837 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ROBERT HALF INC. disclosed $8,126,837 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBERT HALF INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315213/000031521326000010/0000315213-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"562038ed442708b6ecdea6a079a396b3","headline":"Aon plc: $23,661,834 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Aon plc disclosed $23,661,834 ($23.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aon plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315293/000119312526187428/0001193125-26-187428-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"e06b60411fc0b271b0a55f5b62869acf","headline":"INTERNATIONAL BANCSHARES CORPORATION: $2,403,025 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTERNATIONAL BANCSHARES CORPORATION disclosed $2,403,025 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL BANCSHARES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315709/000110465926045414/0001104659-26-045414-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"8663da54e6becd81669863ef93283e53","headline":"SCHWAB CHARLES CORP: $23,871,744 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SCHWAB CHARLES CORP disclosed $23,871,744 ($23.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHWAB CHARLES CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/316709/000119312526142826/0001193125-26-142826-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"3f9c6949e951565b790d2a67e70f51eb","headline":"DIGITAL TURBINE, INC.: $7,904,631 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"DIGITAL TURBINE, INC. disclosed $7,904,631 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIGITAL TURBINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/317788/000162828026048037/0001628280-26-048037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"7791bf79a8574002883b70ba2ecfcd4f","headline":"AMGEN INC.: $22,643,650 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMGEN INC. disclosed $22,643,650 ($22.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMGEN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318154/000119312526145588/0001193125-26-145588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"1060549d547b455425ee0881ba4d5a86","headline":"AMERIS BANCORP: $5,088,214 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMERIS BANCORP disclosed $5,088,214 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERIS BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351569/000114036126013509/0001140361-26-013509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"c0a5de94956a965770b35d1661d23f35","headline":"CVB FINANCIAL CORP.: $2,838,638 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CVB FINANCIAL CORP. disclosed $2,838,638 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVB FINANCIAL CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354647/000119312526144078/0001193125-26-144078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"16013a1414ceecb30e45516e3471f950","headline":"Hawaiian Electric Industries, Inc.: $5,386,250 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Hawaiian Electric Industries, Inc. disclosed $5,386,250 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hawaiian Electric Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354707/000110465926051288/0001104659-26-051288-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"154517d097e6c03b8acfac1af212a941","headline":"GENTEX CORPORATION: $7,111,530 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GENTEX CORPORATION disclosed $7,111,530 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENTEX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/355811/000035581126000016/0000355811-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"287c5c193689f913edf68aa0e85a65ad","headline":"Trico Bancshares: $3,097,841 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Trico Bancshares disclosed $3,097,841 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trico Bancshares","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/356171/000035617126000033/0000356171-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"37ef2c23bf26ae8b26366bd7da2c319a","headline":"OLD SECOND BANCORP INC: $2,294,391 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OLD SECOND BANCORP INC disclosed $2,294,391 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLD SECOND BANCORP INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/357173/000110465926039829/0001104659-26-039829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:15"},{"signal_id":"cc835874f8ba315ddc99cb8332ad188f","headline":"Onto Innovation Inc.: $5,646,028 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Onto Innovation Inc. disclosed $5,646,028 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Onto Innovation Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/704532/000119312526143699/0001193125-26-143699-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"1abc7ccf611edf4e9903381575076da0","headline":"PAR TECHNOLOGY CORPORATION: $9,665,569 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PAR TECHNOLOGY CORPORATION disclosed $9,665,569 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAR TECHNOLOGY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708821/000070882126000048/0000708821-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"7bb714216606e1e96a2a2fe0579c1e44","headline":"First Financial Bancorp.: $3,357,573 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"First Financial Bancorp. disclosed $3,357,573 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Financial Bancorp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708955/000110465926043973/0001104659-26-043973-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"66abc500d70c1c795f7e937c2e04a392","headline":"ELECTRONIC ARTS INC.: $25,643,093 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"ELECTRONIC ARTS INC. disclosed $25,643,093 ($25.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ELECTRONIC ARTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712515/000130817926000382/0001308179-26-000382-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ed9c9cf603e47b30b82e654360851f52","headline":"ConnectOne Bancorp, Inc.: $3,509,048 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ConnectOne Bancorp, Inc. disclosed $3,509,048 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ConnectOne Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712771/000143774926011892/0001437749-26-011892-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c137946f8f39a3df1a6be65980130d33","headline":"Williams-Sonoma, Inc.: $23,696,540 total compensation for the principal executive officer, fiscal year ended 2024-01-28","summary":"Williams-Sonoma, Inc. disclosed $23,696,540 ($23.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Williams-Sonoma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719955/000071995526000109/0000719955-26-000109-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-28","captured_at":"2026-07-28 21:33:16"},{"signal_id":"037bc808c6577deeab8464e125860da4","headline":"Stifel Financial Corp.: $13,282,055 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Stifel Financial Corp. disclosed $13,282,055 ($13.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Stifel Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720672/000119312526191643/0001193125-26-191643-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"2987c779a72c6fc52be03cb330940cfe","headline":"INVESTORS TITLE COMPANY: $731,233 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INVESTORS TITLE COMPANY disclosed $731,233 ($731K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVESTORS TITLE COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720858/000114036126014376/0001140361-26-014376-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ec0515bf2e548265b30ea0298a173691","headline":"MESA LABORATORIES, INC.: $5,435,566 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"MESA LABORATORIES, INC. disclosed $5,435,566 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MESA LABORATORIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724004/000072400426000071/0000724004-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4561df12c6b4f5fdb0ec876384e9bf56","headline":"CASEY'S GENERAL STORES, INC.: $10,626,257 total compensation for the principal executive officer, fiscal year ended 2024-04-30","summary":"CASEY'S GENERAL STORES, INC. disclosed $10,626,257 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASEY'S GENERAL STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/726958/000114036126029280/0001140361-26-029280-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-04-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"83a98690fe746843004f63acd4644a81","headline":"SEACOAST BANKING CORPORATION OF FLORIDA: $3,091,772 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SEACOAST BANKING CORPORATION OF FLORIDA disclosed $3,091,772 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEACOAST BANKING CORPORATION OF FLORIDA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/730708/000162828026024690/0001628280-26-024690-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"7ddcc7711e9bd16d027f37ad1c84948e","headline":"HEALTHCARE SERVICES GROUP, INC.: $4,559,910 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HEALTHCARE SERVICES GROUP, INC. disclosed $4,559,910 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHCARE SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/731012/000073101226000021/0000731012-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"44878e7364d82c0642f19a7d42752d8b","headline":"LiveRamp Holdings, Inc.: $10,082,248 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"LiveRamp Holdings, Inc. disclosed $10,082,248 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LiveRamp Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/733269/000110465926080505/0001104659-26-080505-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"abe2156336d7468fe22e6b99c461c6a7","headline":"Aemetis, Inc.: $1,760,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Aemetis, Inc. disclosed $1,760,000 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aemetis, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/738214/000143774926011626/0001437749-26-011626-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"e455c1f5c5aced4412e565e500395dfa","headline":"REX American Resources Corporation: $6,063,247 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"REX American Resources Corporation disclosed $6,063,247 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REX American Resources Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744187/000093041326001049/0000930413-26-001049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a9e7039ef5113ac70fa9e4d9678ef57d","headline":"Celldex Therapeutics, Inc.: $8,361,844 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Celldex Therapeutics, Inc. disclosed $8,361,844 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celldex Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744218/000110465926050884/0001104659-26-050884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c3b240fb82c849667939703d0cd320eb","headline":"ROSS STORES, INC.: $18,094,944 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"ROSS STORES, INC. disclosed $18,094,944 ($18.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROSS STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/745732/000074573226000013/0000745732-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"df54ac1e8d65a833e081bf64bb875690","headline":"GARTNER, INC.: $16,299,489 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GARTNER, INC. disclosed $16,299,489 ($16.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARTNER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/749251/000074925126000159/0000749251-26-000159-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"644a338908496267da343b83fe0081c5","headline":"Vicor Corporation: $821,250 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Vicor Corporation disclosed $821,250 ($821K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vicor Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/751978/000119312526194790/0001193125-26-194790-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"735e25456ae437371e1de4e9767d8dd1","headline":"UMH Properties, Inc.: $3,441,223 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UMH Properties, Inc. disclosed $3,441,223 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UMH Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752642/000149315226017167/0001493152-26-017167-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"53e3864a5e3185efb00be838db05eabe","headline":"McGrath RentCorp: $4,771,958 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"McGrath RentCorp disclosed $4,771,958 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McGrath RentCorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752714/000119312526177073/0001193125-26-177073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"37622a085a32fed17ef5cea36821cbfd","headline":"BEST BUY CO., INC.: $14,443,881 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"BEST BUY CO., INC. disclosed $14,443,881 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEST BUY CO., INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/764478/000114036126018265/0001140361-26-018265-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c5aa5464865b851d07bac0a46c53b927","headline":"Welltower Inc: $17,250,363 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Welltower Inc disclosed $17,250,363 ($17.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Welltower Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/766704/000076670426000014/0000766704-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b0ce942bf6522f02511c41f8bfde5d0d","headline":"AUTODESK, INC.: $20,649,951 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"AUTODESK, INC. disclosed $20,649,951 ($20.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AUTODESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769397/000076939726000030/0000769397-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"3f85c8956a82e7d16ba8be38bbb2e624","headline":"Middleby Corp.: $8,434,879 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"Middleby Corp. disclosed $8,434,879 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middleby Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769520/000130817926000231/0001308179-26-000231-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"71a10a9bc610d43bcf45b0c28da981fe","headline":"Cirrus Logic, Inc.: $8,486,669 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"Cirrus Logic, Inc. disclosed $8,486,669 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cirrus Logic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/772406/000077240626000024/0000772406-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ea6fe959bb0b3c620f6cb254f0248669","headline":"Encompass Health Corporation: $8,836,376 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Encompass Health Corporation disclosed $8,836,376 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Encompass Health Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/785161/000078516126000105/0000785161-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"9843e1e4c3e6d759e3988b53676b4536","headline":"World Kinect Corporation: $6,802,243 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"World Kinect Corporation disclosed $6,802,243 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Kinect Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/789460/000119312526187092/0001193125-26-187092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"3ab008554a0fab2d88925c3f8fad9ac5","headline":"RADNET, INC.: $6,700,183 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RADNET, INC. disclosed $6,700,183 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RADNET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790526/000168316826003086/0001683168-26-003086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"52267f74c66cbc5d685037a2ab91d2c8","headline":"Brandywine Realty Trust: $6,012,885 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Brandywine Realty Trust disclosed $6,012,885 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brandywine Realty Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790816/000119312526145566/0001193125-26-145566-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b29a10ee74ed10076dc2373032ffcf12","headline":"Universal Health Realty Income Trust: $240,853 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Universal Health Realty Income Trust disclosed $240,853 ($241K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Universal Health Realty Income Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798783/000119312526183412/0001193125-26-183412-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"197e7a3f8e569faa468eca07a1dc937c","headline":"M/I Homes, Inc.: $9,208,595 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"M/I Homes, Inc. disclosed $9,208,595 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"M/I Homes, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799292/000119312526150356/0001193125-26-150356-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5297d11b8ae6a51f9fce953f8156e72b","headline":"Kaiser Aluminum Corporation: $6,207,860 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Kaiser Aluminum Corporation disclosed $6,207,860 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kaiser Aluminum Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811596/000119312526187425/0001193125-26-187425-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"74892f731788c6a94ddde879326f09ef","headline":"DESTINATION XL GROUP, INC.: $5,959,023 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"DESTINATION XL GROUP, INC. disclosed $5,959,023 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DESTINATION XL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"MA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/813298/000119312526239304/0001193125-26-239304-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"aec19b430208768a6595d2eb19f72b55","headline":"CONMED CORPORATION: $7,764,615 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CONMED CORPORATION disclosed $7,764,615 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONMED CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/816956/000081695626000047/0000816956-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c6c7ec78701b51fa084fdef5eed666e9","headline":"Amphenol Corporation: $10,944,707 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Amphenol Corporation disclosed $10,944,707 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amphenol Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/820313/000110465926040688/0001104659-26-040688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"03d84f70d04fcf85da2ef2ead03c6e39","headline":"G III APPAREL GROUP LTD /DE/: $31,431,039 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"G III APPAREL GROUP LTD /DE/ disclosed $31,431,039 ($31.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"G III APPAREL GROUP LTD /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/821002/000110465926055621/0001104659-26-055621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"1f4d62d3ecacdfe3790908e75282e1ee","headline":"SLEEP NUMBER CORPORATION: $6,349,191 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SLEEP NUMBER CORPORATION disclosed $6,349,191 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SLEEP NUMBER CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/827187/000082718726000031/0000827187-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ca9ed6fadd0c19e2053034431eede18d","headline":"Meritage Homes Corporation: $10,835,643 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Meritage Homes Corporation disclosed $10,835,643 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meritage Homes Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/833079/000083307926000098/0000833079-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"2539214680cb6978a57e804c6217db98","headline":"Callaway Golf Company: $11,105,846 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Callaway Golf Company disclosed $11,105,846 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Callaway Golf Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/837465/000083746526000013/0000837465-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"aced515d029f1b5caf5f4b89844d7817","headline":"FirstCash Holdings, Inc.: $12,256,895 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FirstCash Holdings, Inc. disclosed $12,256,895 ($12.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FirstCash Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/840489/000110465926049885/0001104659-26-049885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5d9d8880de7cd6a9616373ea655403a4","headline":"FRP HOLDINGS, INC.: $482,596 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FRP HOLDINGS, INC. disclosed $482,596 ($483K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRP HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844059/000084405926000045/0000844059-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5de43258690c0145ad6a3fc76ca47251","headline":"TETRA TECHNOLOGIES, INC.: $5,110,924 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TETRA TECHNOLOGIES, INC. disclosed $5,110,924 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TETRA TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844965/000084496526000026/0000844965-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"90811ead1ef732877e71c607d9a7aa5f","headline":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION: $5,631,233 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION disclosed $5,631,233 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/845877/000084587726000078/0000845877-26-000078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"8fd771094f94d8f9faedf3a0214ea339","headline":"Gen Digital Inc.: $15,362,827 total compensation for the principal executive officer, fiscal year ended 2024-03-29","summary":"Gen Digital Inc. disclosed $15,362,827 ($15.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gen Digital Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/849399/000114036126029830/0001140361-26-029830-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-29","captured_at":"2026-07-28 21:33:16"},{"signal_id":"71763e9f9d0df8b3e499ab12be97955c","headline":"Horace Mann Educators Corporation: $6,135,530 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Horace Mann Educators Corporation disclosed $6,135,530 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Horace Mann Educators Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/850141/000085014126000014/0000850141-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"97053e260c612e07d22a2c763a524197","headline":"Exponent, Inc.: $3,558,964 total compensation for the principal executive officer, fiscal year ended 2023-12-29","summary":"Exponent, Inc. disclosed $3,558,964 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Exponent, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/851520/000119312526163945/0001193125-26-163945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-29","captured_at":"2026-07-28 21:33:16"},{"signal_id":"9d9ef08e00685de294068273f053bc85","headline":"CATHAY GENERAL BANCORP: $3,543,757 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CATHAY GENERAL BANCORP disclosed $3,543,757 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CATHAY GENERAL BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/861842/000143774926012477/0001437749-26-012477-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c1d31d7e14e86a078244f5fdf0cb91f8","headline":"FINANCIAL INSTITUTIONS, INC.: $1,472,884 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FINANCIAL INSTITUTIONS, INC. disclosed $1,472,884 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FINANCIAL INSTITUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/862831/000119312526143723/0001193125-26-143723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"71644e7beda9bd20f62135737996562a","headline":"Trimble Inc.: $14,954,642 total compensation for the principal executive officer, fiscal year ended 2023-12-29","summary":"Trimble Inc. disclosed $14,954,642 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trimble Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864749/000086474926000042/0000864749-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-29","captured_at":"2026-07-28 21:33:16"},{"signal_id":"9effda6f215a9da71c96e43eb2120d54","headline":"FLEX LTD.: $15,118,250 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"FLEX LTD. disclosed $15,118,250 ($15.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLEX LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/866374/000130817926000365/0001308179-26-000365-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"8d590d19d3cfde69f817145cd747eec1","headline":"Dorman Products, Inc.: $4,219,066 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Dorman Products, Inc. disclosed $4,219,066 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorman Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/868780/000114036126013339/0001140361-26-013339-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"bcffcb17275944abcc8e0f89f5960d19","headline":"REGENERON PHARMACEUTICALS, INC.: $8,184,338 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"REGENERON PHARMACEUTICALS, INC. disclosed $8,184,338 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REGENERON PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/872589/000130817926000340/0001308179-26-000340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"713d4d08d1e1bce2fd4cd3eb5f6466ee","headline":"SAREPTA THERAPEUTICS, INC.: $1,661,338 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SAREPTA THERAPEUTICS, INC. disclosed $1,661,338 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAREPTA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873303/000119312526177247/0001193125-26-177247-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"02540e89a74ad7121cc33967e15dbb6f","headline":"ONITY     GROUP INC.: $8,153,781 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ONITY     GROUP INC. disclosed $8,153,781 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ONITY     GROUP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873860/000149315226016598/0001493152-26-016598-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"120ff22bccc4d41f0afabd0ed8be92b7","headline":"Ionis Pharmaceuticals, Inc.: $12,500,023 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ionis Pharmaceuticals, Inc. disclosed $12,500,023 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ionis Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874015/000114036126016388/0001140361-26-016388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"df8c4453d88edff41bbc3c95dab81eca","headline":"OCTAVE SPECIALTY GROUP, INC.: $6,917,719 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OCTAVE SPECIALTY GROUP, INC. disclosed $6,917,719 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OCTAVE SPECIALTY GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874501/000162828026024684/0001628280-26-024684-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"86787e0955e7cab40c12ce1ec3f2eee9","headline":"The Hartford Insurance Group, Inc.: $16,408,250 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"The Hartford Insurance Group, Inc. disclosed $16,408,250 ($16.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Hartford Insurance Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874766/000087476626000025/0000874766-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"44113966c27e34b250abc502d45a4b71","headline":"CORVEL CORPORATION: $966,969 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"CORVEL CORPORATION disclosed $966,969 ($967K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORVEL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874866/000119312526285509/0001193125-26-285509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"6e19c6f92c1805b2f195de9ed83f5e18","headline":"Monro, Inc.: $1,652,412 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"Monro, Inc. disclosed $1,652,412 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876427/000119312526293555/0001193125-26-293555-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"431f01e8cc949fcaa4f79feaa763b541","headline":"STAGWELL INC: $8,419,102 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"STAGWELL INC disclosed $8,419,102 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STAGWELL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876883/000110465926050360/0001104659-26-050360-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"07310ebace102b92c60649a6f35072ea","headline":"KIMCO     REALTY CORP: $13,951,194 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KIMCO     REALTY CORP disclosed $13,951,194 ($14.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KIMCO     REALTY CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879101/000120677426000197/0001206774-26-000197-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c8355d309482a5fb9baac6b123e5ba57","headline":"ATN International, Inc.: $3,581,890 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ATN International, Inc. disclosed $3,581,890 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATN International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879585/000110465926050554/0001104659-26-050554-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"6d1f60a3712ff332ee6bcb00758e5ad9","headline":"WisdomTree, Inc.: $6,710,430 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"WisdomTree, Inc. disclosed $6,710,430 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WisdomTree, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880631/000121465926005251/0001214659-26-005251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5d93bfb926ea811beb7f76258367f0f3","headline":"American Superconductor Corporation: $6,015,053 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"American Superconductor Corporation disclosed $6,015,053 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Superconductor Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880807/000119312526275809/0001193125-26-275809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"77bba53f23edfeeed45a44e6152c81f8","headline":"BIOCRYST PHARMACEUTICALS, INC.: $4,777,778 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BIOCRYST PHARMACEUTICALS, INC. disclosed $4,777,778 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIOCRYST PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882796/000162828026026822/0001628280-26-026822-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"06f527e3feba0ed5fdf8170369f1020d","headline":"ROPER TECHNOLOGIES, INC.: $41,295,585 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ROPER TECHNOLOGIES, INC. disclosed $41,295,585 ($41.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROPER TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882835/000119312526145481/0001193125-26-145481-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5aa0fd0c9e456ec26a29582de353bb87","headline":"VIRTUS INVESTMENT PARTNERS, INC.: $6,616,500 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VIRTUS INVESTMENT PARTNERS, INC. disclosed $6,616,500 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VIRTUS INVESTMENT PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883237/000119312526145685/0001193125-26-145685-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"3c93bce92227d89570b36db45b65e456","headline":"BUCKLE, INC: $9,825,399 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"BUCKLE, INC disclosed $9,825,399 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUCKLE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885245/000088524526000016/0000885245-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b00b980e561404cb6d3bb4c2940c6ed8","headline":"U S PHYSICAL THERAPY INC /NV: $3,372,377 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"U S PHYSICAL THERAPY INC /NV disclosed $3,372,377 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"U S PHYSICAL THERAPY INC /NV","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885978/000114036126014952/0001140361-26-014952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5405254624a8e49ebf778c41e000f6c2","headline":"The Cheesecake Factory Incorporated: $7,658,919 total compensation for the principal executive officer, fiscal year ended 2024-01-02","summary":"The Cheesecake Factory Incorporated disclosed $7,658,919 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Cheesecake Factory Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887596/000110465926042016/0001104659-26-042016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-02","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b77a85004f4fa59a55ce3f5b42d55141","headline":"FTI CONSULTING, INC.: $9,372,564 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FTI CONSULTING, INC. disclosed $9,372,564 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FTI CONSULTING, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887936/000119312526165147/0001193125-26-165147-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"130b24738a5f5be419a8bf1a201ffa60","headline":"OMEGA HEALTHCARE INVESTORS INC: $12,148,773 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OMEGA HEALTHCARE INVESTORS INC disclosed $12,148,773 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMEGA HEALTHCARE INVESTORS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/888491/000110465926045753/0001104659-26-045753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a0933486daa21896f53027f68e6faa44","headline":"PATTERSON-UTI ENERGY, INC.: $8,284,008 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PATTERSON-UTI ENERGY, INC. disclosed $8,284,008 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PATTERSON-UTI ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/889900/000088990026000020/0000889900-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"dcfae4fe438501990e09c62da519f45e","headline":"Everforth, Inc.: $6,858,258 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Everforth, Inc. disclosed $6,858,258 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everforth, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/890564/000089056426000031/0000890564-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"419fbbd2a120febd1d97e0cdbd70aebc","headline":"UNIVERSAL INSURANCE HOLDINGS, INC.: $4,359,477 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UNIVERSAL INSURANCE HOLDINGS, INC. disclosed $4,359,477 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL INSURANCE HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891166/000119312526177529/0001193125-26-177529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"fdf14ef070a6ac3ebd2fcb7848c438ab","headline":"Rocky Brands, Inc.: $670,346 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Rocky Brands, Inc. disclosed $670,346 ($670K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rocky Brands, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/895456/000143774926013668/0001437749-26-013668-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"930bd75fe6ba1a0f1b3e6df8db813f3a","headline":"REINSURANCE GROUP OF AMERICA,INCORPORATED: $13,534,431 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"REINSURANCE GROUP OF AMERICA,INCORPORATED disclosed $13,534,431 ($13.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REINSURANCE GROUP OF AMERICA,INCORPORATED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898174/000089817426000017/0000898174-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"08067c4d713fb48c951de1ec94603162","headline":"Anika Therapeutics, Inc.: $4,459,800 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Anika Therapeutics, Inc. disclosed $4,459,800 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Anika Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898437/000114036126017488/0001140361-26-017488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"773ae2700a2b9dd3391b113dcf6299ff","headline":"The Allstate Corporation: $16,487,957 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"The Allstate Corporation disclosed $16,487,957 ($16.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Allstate Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899051/000089905126000063/0000899051-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"8e0e319a14143a8095cf30f96d863963","headline":"MANNKIND CORPORATION: $7,068,114 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MANNKIND CORPORATION disclosed $7,068,114 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MANNKIND CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899460/000119312526145613/0001193125-26-145613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"7907a75da943ad3d5774e38aba53b9d5","headline":"VORNADO REALTY TRUST: $26,843,514 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VORNADO REALTY TRUST disclosed $26,843,514 ($26.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VORNADO REALTY TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899689/000110465926040386/0001104659-26-040386-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"0cd655701c51de9be4e166e15f452128","headline":"TITAN INTERNATIONAL INC: $3,205,216 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TITAN INTERNATIONAL INC disclosed $3,205,216 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899751/000089975126000033/0000899751-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"199b6562c9c91bf10927e78c5f75075f","headline":"Myriad Genetics, Inc.: $12,108,359 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Myriad Genetics, Inc. disclosed $12,108,359 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Myriad Genetics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899923/000089992326000031/0000899923-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"88049b722d9c96486dead4f79251b490","headline":"Innodata Inc.: $958,698 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Innodata Inc. disclosed $958,698 ($959K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Innodata Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/903651/000110465926048201/0001104659-26-048201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"3cb52db2ca2b98fba4e9295b6516078d","headline":"EQUITY RESIDENTIAL: $11,361,059 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EQUITY RESIDENTIAL disclosed $11,361,059 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EQUITY RESIDENTIAL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906107/000119312526155007/0001193125-26-155007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"49d5b55f01ff723e49561545b429528c","headline":"Nektar Therapeutics: $3,135,576 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Nektar Therapeutics disclosed $3,135,576 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nektar Therapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906709/000114036126016708/0001140361-26-016708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b0841d9bc0dcfeaa2d0f6fd5f565519d","headline":"Monarch Casino & Resort, Inc.: $3,209,187 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Monarch Casino & Resort, Inc. disclosed $3,209,187 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monarch Casino & Resort, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/907242/000110465926042561/0001104659-26-042561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"76ba661183b6039560a3c0f453a42e20","headline":"Sirius XM Holdings Inc.: $7,164,547 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Sirius XM Holdings Inc. disclosed $7,164,547 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sirius XM Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908937/000110465926041777/0001104659-26-041777-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"86ea9037be4eb2d63c5d1fc17c07fc75","headline":"DIAMOND HILL INVESTMENT GROUP, INC.: $2,702,743 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DIAMOND HILL INVESTMENT GROUP, INC. disclosed $2,702,743 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIAMOND HILL INVESTMENT GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/909108/000119312526152869/0001193125-26-152869-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"cec631c8742ba7175b743453fa52b991","headline":"MEDIFAST, INC.: $7,039,062 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MEDIFAST, INC. disclosed $7,039,062 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDIFAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910329/000162828026023890/0001628280-26-023890-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"18ec8e27e56f9bfa4eedfe8f7e550e52","headline":"DECKERS OUTDOOR CORPORATION: $14,258,412 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"DECKERS OUTDOOR CORPORATION disclosed $14,258,412 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DECKERS OUTDOOR CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910521/000091052126000018/0000910521-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a17873603ae4ed4be61cbe5d1d9bb5a8","headline":"CBL & ASSOCIATES PROPERTIES, INC.: $4,783,991 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CBL & ASSOCIATES PROPERTIES, INC. disclosed $4,783,991 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CBL & ASSOCIATES PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910612/000119312526170410/0001193125-26-170410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b0fadf6b9222a971e58b56ddef07a23a","headline":"3D SYSTEMS CORPORATION: $6,535,630 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"3D SYSTEMS CORPORATION disclosed $6,535,630 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"3D SYSTEMS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910638/000119312526146294/0001193125-26-146294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4937301537e3508126302616e4467756","headline":"CASELLA WASTE SYSTEMS, INC.: $3,461,597 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CASELLA WASTE SYSTEMS, INC. disclosed $3,461,597 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASELLA WASTE SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911177/000119312526161565/0001193125-26-161565-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"913606d81ba7303956f63f00a8047dd2","headline":"Gibraltar Industries, Inc.: $5,528,619 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Gibraltar Industries, Inc. disclosed $5,528,619 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gibraltar Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/912562/000091256226000083/0000912562-26-000083-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"47ed1fec2f1cf8bba881ab3f2305cbc6","headline":"Steven Madden, Ltd.: $5,033,103 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Steven Madden, Ltd. disclosed $5,033,103 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Steven Madden, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913241/000149315226015299/0001493152-26-015299-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"eaf677a01bbe040e34a9868604d37414","headline":"CLARUS CORPORATION: $4,724,110 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CLARUS CORPORATION disclosed $4,724,110 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLARUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913277/000110465926048192/0001104659-26-048192-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"bbfbf17176560ed9197f7513b9701ab8","headline":"UFP TECHNOLOGIES, INC.: $4,931,107 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UFP TECHNOLOGIES, INC. disclosed $4,931,107 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UFP TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914156/000162828026028710/0001628280-26-028710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"0f518ed531097aaa70803fc8b9ab15b2","headline":"Martin Marietta Materials, Inc.: $18,488,885 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Martin Marietta Materials, Inc. disclosed $18,488,885 ($18.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Martin Marietta Materials, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/916076/000119312526157039/0001193125-26-157039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"35bf9e4a92ee41e78fadbbeee9bcf88c","headline":"EAGLE MATERIALS INC.: $8,464,214 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"EAGLE MATERIALS INC. disclosed $8,464,214 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAGLE MATERIALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/918646/000119312526271073/0001193125-26-271073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ed8c8941b2f14b43bcd4d150abe23ace","headline":"AMERICAN EAGLE OUTFITTERS, INC.: $16,793,219 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"AMERICAN EAGLE OUTFITTERS, INC. disclosed $16,793,219 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN EAGLE OUTFITTERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/919012/000119312526227158/0001193125-26-227158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b55fe79b2bf0a83a7c740be904c57898","headline":"Labcorp Holdings Inc.: $15,979,355 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Labcorp Holdings Inc. disclosed $15,979,355 ($16.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Labcorp Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/920148/000119312526150752/0001193125-26-150752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"91f8b58dd188c051d2e0049481092c2d","headline":"IMAX CORPORATION: $8,728,635 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"IMAX CORPORATION disclosed $8,728,635 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMAX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921582/000162828026027220/0001628280-26-027220-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"927fdcab573a88ba523fbbd3fbbbef72","headline":"PENN ENTERTAINMENT, INC.: $15,542,305 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PENN ENTERTAINMENT, INC. disclosed $15,542,305 ($15.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PENN ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921738/000114036126016846/0001140361-26-016846-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"2ed588e89ce9bf5ae7ea84f1609b83be","headline":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY: $4,073,841 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY disclosed $4,073,841 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/922864/000119312526177149/0001193125-26-177149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"120ca0defea751fdbe4ce104482266f1","headline":"OMNICELL, INC.: $11,022,072 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OMNICELL, INC. disclosed $11,022,072 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMNICELL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/926326/000110465926042631/0001104659-26-042631-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"39be57adedf28ece1f4c13ea6989dc1c","headline":"DAVITA INC.: $6,712,328 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DAVITA INC. disclosed $6,712,328 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAVITA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927066/000092706626000053/0000927066-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"3a308c33646b23c1571910a20a45c56b","headline":"McKESSON CORPORATION: $18,997,543 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"McKESSON CORPORATION disclosed $18,997,543 ($19.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McKESSON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927653/000092765326000169/0000927653-26-000169-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b000c49c595c77bc3d1327b9aa09e61c","headline":"CONSOLIDATED WATER CO. LTD.: $1,446,075 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CONSOLIDATED WATER CO. LTD. disclosed $1,446,075 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSOLIDATED WATER CO. LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928340/000110465926046528/0001104659-26-046528-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"49239f8f8d4abb8253408591a4815fb4","headline":"Covenant Logistics Group, Inc.: $1,381,818 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Covenant Logistics Group, Inc. disclosed $1,381,818 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Covenant Logistics Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928658/000143774926011971/0001437749-26-011971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"6c75486a01ada8c563e9ffe5056fe209","headline":"WESCO INTERNATIONAL, INC.: $10,331,662 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"WESCO INTERNATIONAL, INC. disclosed $10,331,662 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WESCO INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/929008/000119312526159688/0001193125-26-159688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"1b1ab517638277f83d6f3f25f43ac1b2","headline":"RCI Hospitality Holdings, Inc.: $1,867,388 total compensation for the principal executive officer, fiscal year ended 2023-09-30","summary":"RCI Hospitality Holdings, Inc. disclosed $1,867,388 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RCI Hospitality Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/935419/000162828026047485/0001628280-26-047485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-09-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"11133bb1efdcd118752c2db6c4c6b34b","headline":"EXELIXIS, INC.: $16,423,307 total compensation for the principal executive officer, fiscal year ended 2023-12-29","summary":"EXELIXIS, INC. disclosed $16,423,307 ($16.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXELIXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/939767/000093976726000046/0000939767-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-29","captured_at":"2026-07-28 21:33:16"},{"signal_id":"81e5426b3cf8fc230e2f85a461cfb2e7","headline":"CIVISTA BANCSHARES, INC.: $1,006,128 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CIVISTA BANCSHARES, INC. disclosed $1,006,128 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CIVISTA BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944745/000119312526145510/0001193125-26-145510-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b1c3f1dcdd5f211c4caef04110802def","headline":"OPKO Health, Inc.: $2,277,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OPKO Health, Inc. disclosed $2,277,200 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPKO Health, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944809/000119312526197120/0001193125-26-197120-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"339baf5509f7eea863a1359326541d2a","headline":"CLIMB GLOBAL SOLUTIONS, INC.: $3,223,774 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CLIMB GLOBAL SOLUTIONS, INC. disclosed $3,223,774 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLIMB GLOBAL SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/945983/000114036126016707/0001140361-26-016707-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"dccb2cca3da9beec79a0a378444c9a86","headline":"Take-Two Interactive Software, Inc.: $274,074 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Take-Two Interactive Software, Inc. disclosed $274,074 ($274K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Take-Two Interactive Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946581/000162828026049813/0001628280-26-049813-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f8d8f7e14ab2e4b0877729c9aa8c63dd","headline":"BANNER CORPORATION: $3,008,319 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BANNER CORPORATION disclosed $3,008,319 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANNER CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946673/000094667326000114/0000946673-26-000114-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f59b76f2f445181a253c22bddcc1eca1","headline":"HENRY SCHEIN, INC.: $10,005,729 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"HENRY SCHEIN, INC. disclosed $10,005,729 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HENRY SCHEIN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000228/000119312526146317/0001193125-26-146317-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f2a62b32e2a4519f8ad0bc4a9d1d5004","headline":"INSPERITY, INC.: $8,010,011 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INSPERITY, INC. disclosed $8,010,011 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPERITY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000753/000100075326000043/0001000753-26-000043-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"e7a534b66db8810c013ede905bd9b24f","headline":"TG THERAPEUTICS, INC.: $18,467,509 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TG THERAPEUTICS, INC. disclosed $18,467,509 ($18.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TG THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001316/000143774926014233/0001437749-26-014233-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"cac9bd2470c7621ff6794466afe818e8","headline":"NWPX INFRASTRUCTURE, INC.: $2,414,324 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NWPX INFRASTRUCTURE, INC. disclosed $2,414,324 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NWPX INFRASTRUCTURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001385/000143774926013175/0001437749-26-013175-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b4533def1ddc92fd160cf4aac7a88ed3","headline":"Riley Exploration Permian, Inc.: $2,764,157 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Riley Exploration Permian, Inc. disclosed $2,764,157 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Riley Exploration Permian, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001614/000114036126014090/0001140361-26-014090-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"50beb3a2dfb10e6842b3392dc8b06d37","headline":"SOUTHERN COPPER CORP/: $1,171,116 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOUTHERN COPPER CORP/ disclosed $1,171,116 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUTHERN COPPER CORP/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001838/000110465926044982/0001104659-26-044982-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"2a67605b737f21f1862e02dfbfede291","headline":"NetApp, Inc.: $17,735,436 total compensation for the principal executive officer, fiscal year ended 2024-04-26","summary":"NetApp, Inc. disclosed $17,735,436 ($17.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-04-26, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NetApp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1002047/000119312526321210/0001193125-26-321210-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-04-26","captured_at":"2026-07-28 21:33:16"},{"signal_id":"2d43aa6dade72b6fbc35a906cd3cdec6","headline":"AFFILIATED MANAGERS GROUP, INC.: $14,617,823 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AFFILIATED MANAGERS GROUP, INC. disclosed $14,617,823 ($14.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AFFILIATED MANAGERS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004434/000162828026025798/0001628280-26-025798-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"aca3797196123f0b5cd4e2574d82d9e5","headline":"OceanFirst Financial Corp.: $2,933,196 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OceanFirst Financial Corp. disclosed $2,933,196 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OceanFirst Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004702/000130817926000348/0001308179-26-000348-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"13e3fcd93a2020c9067f42665737f93d","headline":"Columbus McKinnon Corporation: $5,799,250 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Columbus McKinnon Corporation disclosed $5,799,250 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Columbus McKinnon Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005229/000100522926000032/0001005229-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5203e83876784df7747d31d719c91460","headline":"UNIVERSAL DISPLAY CORPORATION: $9,255,652 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UNIVERSAL DISPLAY CORPORATION disclosed $9,255,652 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL DISPLAY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005284/000119312526173622/0001193125-26-173622-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"219e2a02bd71bc9ba462bcfd758382e1","headline":"Tompkins Financial Corporation: $2,757,046 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Tompkins Financial Corporation disclosed $2,757,046 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tompkins Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005817/000114036126013350/0001140361-26-013350-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"92717f7b6def23870dd456347f46ffb6","headline":"SIGA Technologies, Inc.: $1,825,856 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SIGA Technologies, Inc. disclosed $1,825,856 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIGA Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1010086/000114036126017421/0001140361-26-017421-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"416f988406359e9cd69e6706c95b43ce","headline":"Rush Enterprises, Inc.: $10,684,103 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Rush Enterprises, Inc. disclosed $10,684,103 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1012019/000143774926011610/0001437749-26-011610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"dc327262abb117703c02ee54e697fefb","headline":"PEGASYSTEMS INC.: $5,549,906 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PEGASYSTEMS INC. disclosed $5,549,906 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PEGASYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013857/000101385726000031/0001013857-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"6a2de0cf4295d370c946171bc71f04e9","headline":"VERISIGN INC/CA: $12,245,901 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VERISIGN INC/CA disclosed $12,245,901 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERISIGN INC/CA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014473/000101447326000013/0001014473-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"02f033905a882d63d98566646df3c42b","headline":"OPTION CARE HEALTH, INC.: $16,613,200 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OPTION CARE HEALTH, INC. disclosed $16,613,200 ($16.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPTION CARE HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014739/000114036126013825/0001140361-26-013825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"397e271f81f5a00adf96d867df3e28a6","headline":"Abercrombie & Fitch Co.: $15,035,354 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"Abercrombie & Fitch Co. disclosed $15,035,354 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Abercrombie & Fitch Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018840/000101884026000022/0001018840-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b282a5c9e23eef0585ad90a3b54b74ff","headline":"AMERISAFE, Inc.: $2,100,169 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMERISAFE, Inc. disclosed $2,100,169 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERISAFE, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018979/000119312526177410/0001193125-26-177410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b547de922a42575cf4b2e1e91dc45d29","headline":"CERUS CORPORATION: $3,660,472 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CERUS CORPORATION disclosed $3,660,472 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CERUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020214/000102021426000011/0001020214-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"057be84b3944d87346617b019d0b1e84","headline":"DXP Enterprises, Inc.: $5,103,439 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DXP Enterprises, Inc. disclosed $5,103,439 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DXP Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020710/000162828026029008/0001628280-26-029008-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"53d8cc3de3d37659f89c5d7ebda16eec","headline":"NOV Inc.: $12,975,182 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NOV Inc. disclosed $12,975,182 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NOV Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1021860/000119312526148884/0001193125-26-148884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"6685a7edafb79fb0cf62733cb65d12dc","headline":"ePlus inc.: $5,722,095 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"ePlus inc. disclosed $5,722,095 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ePlus inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022408/000114036126029593/0001140361-26-029593-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"aa997315028f811a0231e479b7f7230d","headline":"Euronet Worldwide, Inc.: $13,816,268 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Euronet Worldwide, Inc. disclosed $13,816,268 ($13.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Euronet Worldwide, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1029199/000155485526000595/0001554855-26-000595-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"7ce0b47432ddd72d2eaa847b617b7fd7","headline":"Celestica Inc.: $13,464,727 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Celestica Inc. disclosed $13,464,727 ($13.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celestica Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030894/000103089426000018/0001030894-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c43bbd6969b33f6ac5c755187f7ea95e","headline":"SLM Corporation: $9,399,485 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SLM Corporation disclosed $9,399,485 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SLM Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1032033/000119312526182200/0001193125-26-182200-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"74387e3a572811fce9d1d288678b2992","headline":"California Water Service Group: $4,856,752 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"California Water Service Group disclosed $4,856,752 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"California Water Service Group","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035201/000110465926040708/0001104659-26-040708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a5aac5231e6ee5bc304e0aca96d2488e","headline":"Comfort Systems USA, Inc.: $6,635,459 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Comfort Systems USA, Inc. disclosed $6,635,459 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comfort Systems USA, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035983/000130817926000245/0001308179-26-000245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f74bfe5e2d66c0b6d68ca81274d0d4ad","headline":"RALPH LAUREN CORPORATION: $16,628,568 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"RALPH LAUREN CORPORATION disclosed $16,628,568 ($16.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RALPH LAUREN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037038/000114036126025788/0001140361-26-025788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"99737d34446f817e39925fc420e8ddff","headline":"BXP, INC.: $12,963,964 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BXP, INC. disclosed $12,963,964 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BXP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037540/000103754026000010/0001037540-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"69e888739ac1bdc8cfcf621e310efdb8","headline":"Jones Lang LaSalle Incorporated: $12,041,383 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Jones Lang LaSalle Incorporated disclosed $12,041,383 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jones Lang LaSalle Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037976/000103797626000099/0001037976-26-000099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"10c2898af205c2103df7ae4c04c3811f","headline":"SmartFinancial, Inc.: $1,086,938 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SmartFinancial, Inc. disclosed $1,086,938 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SmartFinancial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1038773/000110465926040440/0001104659-26-040440-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"0368fdb82409698d7afad5079b2e5094","headline":"SL Green Realty Corp.: $18,508,171 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SL Green Realty Corp. disclosed $18,508,171 ($18.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SL Green Realty Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040971/000110465926046866/0001104659-26-046866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"479d3e64ca2366f194274b138d60af71","headline":"Annaly Capital Management, Inc.: $15,327,300 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Annaly Capital Management, Inc. disclosed $15,327,300 ($15.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Annaly Capital Management, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043219/000110465926052954/0001104659-26-052954-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"0278de080b35541dfc605a1e59080532","headline":"NVIDIA CORPORATION: $34,167,902 total compensation for the principal executive officer, fiscal year ended 2024-01-28","summary":"NVIDIA CORPORATION disclosed $34,167,902 ($34.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NVIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045810/000104581026000036/0001045810-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-28","captured_at":"2026-07-28 21:33:16"},{"signal_id":"33254ead8ed53ade7e329a5bf34d5b82","headline":"Ingredion Incorporated: $11,101,992 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ingredion Incorporated disclosed $11,101,992 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ingredion Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046257/000104625726000151/0001046257-26-000151-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"284f6e2af7d4bbf2f529ad86b13d8ebc","headline":"CHOICE HOTELS INTERNATIONAL INC /DE: $6,379,785 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CHOICE HOTELS INTERNATIONAL INC /DE disclosed $6,379,785 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHOICE HOTELS INTERNATIONAL INC /DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046311/000104631126000013/0001046311-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ad7ed64e3b2ce46bf82514e1031fb4e5","headline":"FRESH DEL MONTE PRODUCE INC.: $4,449,489 total compensation for the principal executive officer, fiscal year ended 2023-12-29","summary":"FRESH DEL MONTE PRODUCE INC. disclosed $4,449,489 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRESH DEL MONTE PRODUCE INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1047340/000119312526175837/0001193125-26-175837-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-29","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5008fc549aea8d3ef5ccf8136222c4d0","headline":"COMPX INTERNATIONAL INC: $1,315,477 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COMPX INTERNATIONAL INC disclosed $1,315,477 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMPX INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1049606/000104960626000007/0001049606-26-000007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"10ee78aee5c1de8727386078dd8f0a5f","headline":"COLUMBIA SPORTSWEAR COMPANY: $1,623,464 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COLUMBIA SPORTSWEAR COMPANY disclosed $1,623,464 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA SPORTSWEAR COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050797/000105079726000062/0001050797-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c7646d35596c69fb1575f0c08c802974","headline":"Quanta Services, Inc.: $14,624,532 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Quanta Services, Inc. disclosed $14,624,532 ($14.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quanta Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050915/000119312526150293/0001193125-26-150293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f663e684a5d15efa9cf6782454f975b8","headline":"Crown Castle Inc.: $14,676,171 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Crown Castle Inc. disclosed $14,676,171 ($14.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crown Castle Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1051470/000105147026000039/0001051470-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"e5f92610939ae3afc1a1a887616f5ca6","headline":"CRA INTERNATIONAL, INC.: $3,584,193 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"CRA INTERNATIONAL, INC. disclosed $3,584,193 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRA INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053706/000110465926048570/0001104659-26-048570-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"523c920e539436dbfec86579dd14daf5","headline":"MFA FINANCIAL, INC.: $6,640,540 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MFA FINANCIAL, INC. disclosed $6,640,540 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MFA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1055160/000114036126015388/0001140361-26-015388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4ba31a29ec33854f10164e687dc3f075","headline":"Peoples Financial Services Corp.: $927,073 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Peoples Financial Services Corp. disclosed $927,073 ($927K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Peoples Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056943/000110465926041794/0001104659-26-041794-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c765be7840863500ec0bbd4c92fea5f9","headline":"COSTAR GROUP, INC.: $29,176,180 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COSTAR GROUP, INC. disclosed $29,176,180 ($29.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COSTAR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1057352/000119312526197205/0001193125-26-197205-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4e2fe483766e9db8c8ddc8f7e0632e28","headline":"Cytokinetics, Incorporated: $8,743,126 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cytokinetics, Incorporated disclosed $8,743,126 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytokinetics, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1061983/000114036126015364/0001140361-26-015364-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"9aa28b22f9bc104d288701885c6bde3e","headline":"Centrus Energy Corp.: $1,929,231 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Centrus Energy Corp. disclosed $1,929,231 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Centrus Energy Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065059/000162828026027241/0001628280-26-027241-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"490f7d7c7835c6225bf76f4d4ef9be61","headline":"eBay Inc.: $21,560,669 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"eBay Inc. disclosed $21,560,669 ($21.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"eBay Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065088/000155278126000285/0001552781-26-000285-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"d867103647043a0109c3d91945718f1e","headline":"EAST WEST BANCORP, INC.: $8,358,550 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EAST WEST BANCORP, INC. disclosed $8,358,550 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAST WEST BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069157/000207709626000050/0002077096-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"78061621a907673d24cf872c373d5043","headline":"Axon Enterprise, Inc.: $40,058 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Axon Enterprise, Inc. disclosed $40,058 ($40K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Axon Enterprise, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069183/000162828026025521/0001628280-26-025521-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"807eb8b9610c9f28c5b2e3de1711d041","headline":"PLAINS ALL AMERICAN PIPELINE LP: $7,453,919 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PLAINS ALL AMERICAN PIPELINE LP disclosed $7,453,919 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS ALL AMERICAN PIPELINE LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070423/000110465926041710/0001104659-26-041710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"09955c484273e021133c3935b8cd4b7b","headline":"Host Hotels & Resorts, Inc.: $17,694,586 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Host Hotels & Resorts, Inc. disclosed $17,694,586 ($17.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Host Hotels & Resorts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070750/000107075026000062/0001070750-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f680a644b1853b5567c2ff8b03bf4a2d","headline":"Booking Holdings Inc.: $46,717,519 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Booking Holdings Inc. disclosed $46,717,519 ($46.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Booking Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1075531/000130817926000310/0001308179-26-000310-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5b58943fc5d031c585baf5182bd9a1d1","headline":"Novanta Inc.: $8,262,118 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Novanta Inc. disclosed $8,262,118 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Novanta Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1076930/000119312526175367/0001193125-26-175367-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"df537bbd05bb3f272add898978bdabd3","headline":"Hooker Furnishings Corporation: $1,215,181 total compensation for the principal executive officer, fiscal year ended 2024-01-28","summary":"Hooker Furnishings Corporation disclosed $1,215,181 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hooker Furnishings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1077688/000118518526001762/0001185185-26-001762-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-28","captured_at":"2026-07-28 21:33:16"},{"signal_id":"19eb4ca86c9f782b33ecc508eb79e773","headline":"NETSCOUT SYSTEMS, INC.: $2,852,966 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"NETSCOUT SYSTEMS, INC. disclosed $2,852,966 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NETSCOUT SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1078075/000119312526316095/0001193125-26-316095-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"6c13b9da057ff3223ebd64dc6be68270","headline":"United Therapeutics Corporation: $16,958,057 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"United Therapeutics Corporation disclosed $16,958,057 ($17.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Therapeutics Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1082554/000108255426000009/0001082554-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"bc1f422991387810768b3f0c1cc24a9b","headline":"ENCORE CAPITAL GROUP, INC.: $5,023,957 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ENCORE CAPITAL GROUP, INC. disclosed $5,023,957 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENCORE CAPITAL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084961/000108496126000030/0001084961-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b89b240b0d907371ec4f67b2af0de28f","headline":"NATURAL GAS SERVICES GROUP, INC.: $3,585,243 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NATURAL GAS SERVICES GROUP, INC. disclosed $3,585,243 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATURAL GAS SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084991/000108499126000032/0001084991-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"fce3767867f19c7e203e6dfaa2a8fb3a","headline":"Corcept Therapeutics Incorporated: $9,337,734 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Corcept Therapeutics Incorporated disclosed $9,337,734 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corcept Therapeutics Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1088856/000162828026025735/0001628280-26-025735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"eb62d69d87a645311789d4279ba07868","headline":"Southern First Bancshares, Inc.: $805,318 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Southern First Bancshares, Inc. disclosed $805,318 ($805K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern First Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090009/000120677426000194/0001206774-26-000194-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"229851a63b59c766348c055e4bba618a","headline":"DEVON ENERGY CORP/DE: $14,883 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DEVON ENERGY CORP/DE disclosed $14,883 ($15K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DEVON ENERGY CORP/DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090012/000110465926067065/0001104659-26-067065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"44c5817695f395d5a15c89d0281d7a4f","headline":"PLUG POWER INC.: $7,252,805 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PLUG POWER INC. disclosed $7,252,805 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLUG POWER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1093691/000110465926052851/0001104659-26-052851-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"c81936dc401df836b98751e9fd0b85be","headline":"BGC Group, Inc.: $17,044,535 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BGC Group, Inc. disclosed $17,044,535 ($17.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BGC Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1094831/000121390026048621/0001213900-26-048621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5f4cb41476ccb03df27a77d9325c3469","headline":"Everest Group, Ltd.: $9,909,531 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Everest Group, Ltd. disclosed $9,909,531 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everest Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095073/000162828026024596/0001628280-26-024596-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4315efc0771f85eedf0dfb3b08e4e93e","headline":"HEALTHSTREAM, INC.: $727,109 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HEALTHSTREAM, INC. disclosed $727,109 ($727K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHSTREAM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095565/000143774926012017/0001437749-26-012017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"8c1e76ae357a1664a214296557323c0f","headline":"Align Technology, Inc.: $28,952,411 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Align Technology, Inc. disclosed $28,952,411 ($29.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Align Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1097149/000109714926000023/0001097149-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"33c9b7c066bfc14f2a1bd112ac456eae","headline":"METLIFE, INC.: $20,526,009 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"METLIFE, INC. disclosed $20,526,009 ($20.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"METLIFE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099219/000109921926000026/0001099219-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"949445b7abea0e3fce3fbc9f14456db9","headline":"MERCADOLIBRE, INC.: $9,591,176 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MERCADOLIBRE, INC. disclosed $9,591,176 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MERCADOLIBRE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099590/000109959026000010/0001099590-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"aef979c59facc5a4e3318db81e19bef6","headline":"Bread Financial Holdings, Inc.: $7,697,586 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Bread Financial Holdings, Inc. disclosed $7,697,586 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bread Financial Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1101215/000119312526144512/0001193125-26-144512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"79233ee95ca286f885ac21a330875b27","headline":"NORTHERN OIL AND GAS, INC.: $10,248,697 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NORTHERN OIL AND GAS, INC. disclosed $10,248,697 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NORTHERN OIL AND GAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1104485/000110448526000013/0001104485-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"92608e8cf894437e86fbfb81c913cca9","headline":"TXNM Energy, Inc.: $7,670,833 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TXNM Energy, Inc. disclosed $7,670,833 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TXNM Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108426/000110842626000020/0001108426-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"29a916c508c8e4ac5b9268e838e1922b","headline":"HANMI FINANCIAL CORPORATION: $2,073,765 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HANMI FINANCIAL CORPORATION disclosed $2,073,765 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HANMI FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109242/000119312526157155/0001193125-26-157155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"41052c42d9f63670ef26a71ef278b01a","headline":"VISTEON CORPORATION: $13,150,490 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VISTEON CORPORATION disclosed $13,150,490 ($13.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISTEON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111335/000111133526000021/0001111335-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ec5ed7c494280060decf5d8daa2f58bb","headline":"RxSight, Inc.: $3,081,597 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RxSight, Inc. disclosed $3,081,597 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RxSight, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111485/000119312526187240/0001193125-26-187240-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"e725c66aa88a704c792cd3e531c7328a","headline":"Build-A-Bear Workshop, Inc.: $3,617,080 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Build-A-Bear Workshop, Inc. disclosed $3,617,080 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Build-A-Bear Workshop, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1113809/000143774926013976/0001437749-26-013976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b952a728df974882c3abea6ea3830c4e","headline":"INTEGER HOLDINGS CORPORATION: $8,738,497 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTEGER HOLDINGS CORPORATION disclosed $8,738,497 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTEGER HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114483/000111448326000009/0001114483-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"8b451923916f3f177b285757650090f3","headline":"IMPINJ, INC.: $6,796,272 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"IMPINJ, INC. disclosed $6,796,272 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMPINJ, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114995/000119312526159032/0001193125-26-159032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"d5917f276e4364f839f40505315fa4bf","headline":"Nasdaq, Inc.: $18,498,752 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Nasdaq, Inc. disclosed $18,498,752 ($18.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nasdaq, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120193/000162828026027245/0001628280-26-027245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a2ee1f4f96941a9ebca51bfbbdcdaed0","headline":"PDF SOLUTIONS INC: $595,919 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PDF SOLUTIONS INC disclosed $595,919 ($596K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PDF SOLUTIONS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120914/000143774926013857/0001437749-26-013857-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a2747d1d56660760abe1bf465dfdc292","headline":"GARMIN LTD.: $6,540,666 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"GARMIN LTD. disclosed $6,540,666 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARMIN LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1121788/000130817926000318/0001308179-26-000318-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4c0205bb347e4980a4d142183d2e6861","headline":"CRYOPORT, INC.: $2,236,758 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CRYOPORT, INC. disclosed $2,236,758 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRYOPORT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124524/000114036126016129/0001140361-26-016129-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"993bbc3fcd1575ad3c891b9d1e9cec8a","headline":"NLIGHT, INC.: $4,024,164 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NLIGHT, INC. disclosed $4,024,164 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NLIGHT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124796/000112479626000018/0001124796-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"1563da215695e47e84dc02f2c6e974fc","headline":"HOPE BANCORP, INC.: $3,007,465 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HOPE BANCORP, INC. disclosed $3,007,465 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HOPE BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128361/000153949726001123/0001539497-26-001123-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"74cd25606094a385fa8916fe35ab10ab","headline":"FLOWERS FOODS, INC.: $6,393,039 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"FLOWERS FOODS, INC. disclosed $6,393,039 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLOWERS FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128928/000110465926043025/0001104659-26-043025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"79b59be345dbecdf16960fd9661c4074","headline":"SIERRA BANCORP: $1,516,515 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SIERRA BANCORP disclosed $1,516,515 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIERRA BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130144/000110465926040182/0001104659-26-040182-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"1ad7605521a2dad0a729508b439ffa03","headline":"Nexstar Media Group, Inc.: $29,111,039 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Nexstar Media Group, Inc. disclosed $29,111,039 ($29.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nexstar Media Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1142417/000114241726000016/0001142417-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"8c4a6583ba6d231eac5c2a27e232dac7","headline":"APPLIED OPTOELECTRONICS, INC.: $6,049,470 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"APPLIED OPTOELECTRONICS, INC. disclosed $6,049,470 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPLIED OPTOELECTRONICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158114/000110465926048559/0001104659-26-048559-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"faa6e569af88902124fe727e582c8f31","headline":"South Plains Financial, Inc.: $2,053,444 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"South Plains Financial, Inc. disclosed $2,053,444 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"South Plains Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163668/000114036126013355/0001140361-26-013355-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"fc48aacb080cb3f070615cd3c772315a","headline":"NABORS INDUSTRIES LTD.: $10,334,034 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NABORS INDUSTRIES LTD. disclosed $10,334,034 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NABORS INDUSTRIES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163739/000114036126016154/0001140361-26-016154-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"10cd90aa07345ba9fa9b11fb9901094c","headline":"Comcast Corporation: $35,473,666 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Comcast Corporation disclosed $35,473,666 ($35.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comcast Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1166691/000119312526177138/0001193125-26-177138-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5e729974f797f3fae98e80b69fc500c1","headline":"COMMVAULT SYSTEMS INC: $12,107,760 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"COMMVAULT SYSTEMS INC disclosed $12,107,760 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMMVAULT SYSTEMS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1169561/000116956126000018/0001169561-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"3b900c04324f216aca85a4303860676e","headline":"CORPAY, INC.: $2,669,024 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CORPAY, INC. disclosed $2,669,024 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORPAY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175454/000117545426000022/0001175454-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"cf7863a2fbf4686f7b0414e7ae1df20c","headline":"ARES MANAGEMENT CORPORATION: $30,576,590 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARES MANAGEMENT CORPORATION disclosed $30,576,590 ($30.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARES MANAGEMENT CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1176948/000162828026026286/0001628280-26-026286-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"436267db102c7b3b240817a4356d73ef","headline":"Alnylam Pharmaceuticals, Inc.: $8,895,670 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Alnylam Pharmaceuticals, Inc. disclosed $8,895,670 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alnylam Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178670/000162828026023923/0001628280-26-023923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4a8d78d2d80bc87352b451d1c61ba435","headline":"GLAUKOS Corp: $8,654,684 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GLAUKOS Corp disclosed $8,654,684 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GLAUKOS Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1192448/000119312526157829/0001193125-26-157829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b6a551faf08c4e00d3b9e780be9125e6","headline":"American Public Education, Inc.: $4,176,075 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"American Public Education, Inc. disclosed $4,176,075 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Public Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1201792/000114036126013996/0001140361-26-013996-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"42a28ce50957d299ba7ecb7e9a02c190","headline":"First Advantage Corporation: $704,996 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"First Advantage Corporation disclosed $704,996 ($705K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Advantage Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210677/000119312526177294/0001193125-26-177294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4ba0046e18e079a268c79d5c45750622","headline":"Western Alliance Bancorporation: $8,752,029 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Western Alliance Bancorporation disclosed $8,752,029 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Western Alliance Bancorporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1212545/000119312526170399/0001193125-26-170399-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a6f330285692a4319a4e2d757a520df3","headline":"Piper Sandler Companies: $11,191,449 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Piper Sandler Companies disclosed $11,191,449 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Piper Sandler Companies","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1230245/000110465926041101/0001104659-26-041101-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ba8699c6bf2385b08c4d78da6c85032f","headline":"Jazz Pharmaceuticals plc: $15,341,235 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Jazz Pharmaceuticals plc disclosed $15,341,235 ($15.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jazz Pharmaceuticals plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1232524/000123252426000029/0001232524-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"41c158f20d901876a520c1a2db94e3f8","headline":"ARBOR REALTY TRUST, INC.: $12,399,811 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARBOR REALTY TRUST, INC. disclosed $12,399,811 ($12.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARBOR REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1253986/000125398626000027/0001253986-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a9454957b97c4452fed735a43748ed29","headline":"FORTINET, INC.: $16,301,613 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FORTINET, INC. disclosed $16,301,613 ($16.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FORTINET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1262039/000207709626000106/0002077096-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f54dc216dbe8646a9e2506e1acb97c5f","headline":"Hilltop Holdings Inc.: $4,230,757 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Hilltop Holdings Inc. disclosed $4,230,757 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hilltop Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1265131/000110465926053118/0001104659-26-053118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"fb3783dede72cbdc820a99ce08fd6b56","headline":"Assurant, Inc.: $10,331,024 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Assurant, Inc. disclosed $10,331,024 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Assurant, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267238/000126723826000018/0001267238-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"9c972932f863a4178622b4d64a49e53d","headline":"COLLEGIUM PHARMACEUTICAL, INC.: $9,142,924 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COLLEGIUM PHARMACEUTICAL, INC. disclosed $9,142,924 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLLEGIUM PHARMACEUTICAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267565/000162828026024063/0001628280-26-024063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"db2b9d2b8cf8cf6c0c48a3adaa931dd8","headline":"ADAMAS TRUST, INC.: $5,646,654 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ADAMAS TRUST, INC. disclosed $5,646,654 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADAMAS TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1273685/000127368526000038/0001273685-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"736d17978a4723ee3005abc8d0936b87","headline":"Genworth Financial, Inc.: $9,868,918 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Genworth Financial, Inc. disclosed $9,868,918 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genworth Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1276520/000127652026000019/0001276520-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"6234bc4c3c34b181fff91384215c3dc3","headline":"MVB Financial Corp.: $2,801,640 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MVB Financial Corp. disclosed $2,801,640 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MVB Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1277902/000127790226000048/0001277902-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"eb40752d5167354e5cccc6a54af38df7","headline":"Blackbaud, Inc.: $9,596,722 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Blackbaud, Inc. disclosed $9,596,722 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Blackbaud, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280058/000128005826000009/0001280058-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"4abb95d33a6dc1f2f4951253e14a12ca","headline":"Ambarella, Inc.: $5,808,060 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"Ambarella, Inc. disclosed $5,808,060 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ambarella, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280263/000119312526227183/0001193125-26-227183-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"7494a7f81a8187f3aea6a155c0d02503","headline":"MONOLITHIC POWER SYSTEMS, INC.: $14,643,469 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MONOLITHIC POWER SYSTEMS, INC. disclosed $14,643,469 ($14.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MONOLITHIC POWER SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280452/000143774926014084/0001437749-26-014084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"617dbd8b0b1597e44eb261f6ba383b7d","headline":"HERCULES CAPITAL, INC.: $8,891,994 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HERCULES CAPITAL, INC. disclosed $8,891,994 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HERCULES CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280784/000128078426000015/0001280784-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"feed10cfe6f34336e381324a66c1f129","headline":"The Mosaic Company: $11,881,204 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"The Mosaic Company disclosed $11,881,204 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Mosaic Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1285785/000128578526000061/0001285785-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"591a8eec12560dbe6de28730b824fc8d","headline":"MEDICAL PROPERTIES TRUST, INC.: $17,854,051 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MEDICAL PROPERTIES TRUST, INC. disclosed $17,854,051 ($17.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDICAL PROPERTIES TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1287865/000119312526152971/0001193125-26-152971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"7fdee94603fbf0d4af006f02a0ec888a","headline":"W&T Offshore, Inc.: $5,863,561 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"W&T Offshore, Inc. disclosed $5,863,561 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"W&T Offshore, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1288403/000110465926047016/0001104659-26-047016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f94fac633241579cb82368c2d00fe9dd","headline":"SPOK HOLDINGS, INC.: $2,371,861 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SPOK HOLDINGS, INC. disclosed $2,371,861 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPOK HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1289945/000128994526000028/0001289945-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f4588c6c684d6e1ccd79b6e4570e4145","headline":"The Bancorp, Inc.: $2,776,593 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"The Bancorp, Inc. disclosed $2,776,593 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295401/000110465926042670/0001104659-26-042670-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"8817cb943065f78632d2bb69b83fe5d9","headline":"Prestige Consumer Healthcare Inc.: $5,763,133 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Prestige Consumer Healthcare Inc. disclosed $5,763,133 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Prestige Consumer Healthcare Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295947/000129594726000021/0001295947-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a84a89e52a7a4d068d915e6297cbef37","headline":"ORMAT TECHNOLOGIES, INC.: $3,058,576 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ORMAT TECHNOLOGIES, INC. disclosed $3,058,576 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORMAT TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1296445/000119312526166752/0001193125-26-166752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"e29792a4c1500a3998b65d0a5a2beb3a","headline":"AMPHASTAR PHARMACEUTICALS, INC.: $7,722,768 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMPHASTAR PHARMACEUTICALS, INC. disclosed $7,722,768 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMPHASTAR PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297184/000129718426000023/0001297184-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"9f67bd867fa3c0ab1572c34268b544db","headline":"ExlService Holdings, Inc.: $12,346,006 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ExlService Holdings, Inc. disclosed $12,346,006 ($12.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ExlService Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297989/000119312526181891/0001193125-26-181891-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a63c315750916d682bd8ed8faca8489c","headline":"GREEN PLAINS INC.: $5,583,187 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GREEN PLAINS INC. disclosed $5,583,187 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREEN PLAINS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1309402/000130940226000050/0001309402-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"0dd606c6e63757f186aacf0ea199af46","headline":"ROBLOX CORPORATION: $2,136,740 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ROBLOX CORPORATION disclosed $2,136,740 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBLOX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1315098/000110465926044362/0001104659-26-044362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a717f5a32dfa274697302e4e8f914868","headline":"Zumiez Inc.: $740,081 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"Zumiez Inc. disclosed $740,081 ($740K) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zumiez Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1318008/000119312526177072/0001193125-26-177072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ee1e3d5d65dada09e90d9a134eb84c08","headline":"Designer Brands Inc.: $5,719,612 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"Designer Brands Inc. disclosed $5,719,612 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Designer Brands Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1319947/000131994726000032/0001319947-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a6cf768855177c885a28be1c0a37d35b","headline":"Palantir Technologies Inc.: $3,498,197 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Palantir Technologies Inc. disclosed $3,498,197 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palantir Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1321655/000132165526000019/0001321655-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"74c81fa368ecdcec66f4b53b72de1746","headline":"AtriCure, Inc.: $8,749,289 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AtriCure, Inc. disclosed $8,749,289 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AtriCure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1323885/000132388526000010/0001323885-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a11657e945746cd5de19ec50ff64d8aa","headline":"RBC Bearings Incorporated: $8,977,576 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"RBC Bearings Incorporated disclosed $8,977,576 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RBC Bearings Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1324948/000114036126029594/0001140361-26-029594-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:16"},{"signal_id":"1f67e54eb1f9b084cc10125987283741","headline":"Primis Financial Corp.: $1,196,693 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Primis Financial Corp. disclosed $1,196,693 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Primis Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325670/000110465926041860/0001104659-26-041860-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b65810d359fc6f354b31cdff39834032","headline":"ImmunityBio, Inc.: $1,156,903 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ImmunityBio, Inc. disclosed $1,156,903 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ImmunityBio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326110/000132611026000049/0001326110-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"219fc7172a9f393b836dec2890476f12","headline":"GENCO SHIPPING & TRADING LIMITED: $3,166,744 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GENCO SHIPPING & TRADING LIMITED disclosed $3,166,744 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENCO SHIPPING & TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326200/000093041326001509/0000930413-26-001509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"86ff1f5939a559a4e741b87510b94c08","headline":"Xencor Inc: $7,965,955 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Xencor Inc disclosed $7,965,955 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xencor Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326732/000132673226000031/0001326732-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f9cb9b936f060ee0a91ebc97fa6e85b5","headline":"Meta Platforms, Inc.: $24,399,968 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Meta Platforms, Inc. disclosed $24,399,968 ($24.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meta Platforms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326801/000162828026025532/0001628280-26-025532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"e42c908398f26ad13510cccd1903bbc7","headline":"OOMA, INC.: $4,350,306 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"OOMA, INC. disclosed $4,350,306 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OOMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327688/000119312526156970/0001193125-26-156970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"33963d34d2d833ce5197a4b940a07107","headline":"CROCS, INC.: $10,678,407 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CROCS, INC. disclosed $10,678,407 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CROCS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334036/000133403626000020/0001334036-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"a4d6a995d9016c2048b9045827d78f0f","headline":"URANIUM ENERGY CORP.: $3,700,780 total compensation for the principal executive officer, fiscal year ended 2023-07-31","summary":"URANIUM ENERGY CORP. disclosed $3,700,780 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-07-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"URANIUM ENERGY CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334933/000143774926020059/0001437749-26-020059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-07-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"fb80e0b7865e5dd8f06920e44d031b1c","headline":"LIVE NATION ENTERTAINMENT, INC.: $23,438,317 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LIVE NATION ENTERTAINMENT, INC. disclosed $23,438,317 ($23.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIVE NATION ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1335258/000119312526174146/0001193125-26-174146-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"e9dbbca03a58aca01fc9fa2693e9f8eb","headline":"Celsius Holdings, Inc.: $3,260,513 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Celsius Holdings, Inc. disclosed $3,260,513 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celsius Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341766/000119312526154918/0001193125-26-154918-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"26d4f587f4159f6b03a498af7cd36620","headline":"YELP INC.: $11,179,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"YELP INC. disclosed $11,179,000 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"YELP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1345016/000134501626000027/0001345016-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"cdfea3e905b717fe0084df66ccc82457","headline":"Vanda Pharmaceuticals Inc.: $3,720,215 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Vanda Pharmaceuticals Inc. disclosed $3,720,215 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vanda Pharmaceuticals Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1347178/000162828026026893/0001628280-26-026893-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"dff756493f7e5f6052ec927defd1f9d7","headline":"ALPHATEC HOLDINGS, INC.: $9,477,979 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALPHATEC HOLDINGS, INC. disclosed $9,477,979 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALPHATEC HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1350653/000119312526191867/0001193125-26-191867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"fd0f0a458f3b580b577f0f275982ef4a","headline":"Precigen, Inc.: $3,719,061 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Precigen, Inc. disclosed $3,719,061 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precigen, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356090/000114036126018214/0001140361-26-018214-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"9ebb0f341217a4928648f9184ee21b93","headline":"SUPERNUS PHARMACEUTICALS, INC.: $13,278,093 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SUPERNUS PHARMACEUTICALS, INC. disclosed $13,278,093 ($13.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUPERNUS PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356576/000110465926053111/0001104659-26-053111-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"2843f61ce81e67f6beb1da7b1ea6acb6","headline":"HARROW, INC.: $15,256,463 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HARROW, INC. disclosed $15,256,463 ($15.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HARROW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1360214/000149315226018912/0001493152-26-018912-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"072ae659acefe7872a4ef10031935cc0","headline":"VARONIS SYSTEMS, INC.: $14,112,979 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VARONIS SYSTEMS, INC. disclosed $14,112,979 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VARONIS SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361113/000114036126015263/0001140361-26-015263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"dc2cd242e48137f1e1b4815bb4366a3c","headline":"Travel & Leisure Co.: $12,424,078 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Travel & Leisure Co. disclosed $12,424,078 ($12.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travel & Leisure Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361658/000136165826000019/0001361658-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f7418309f4d5a3c7700e76015ec0f300","headline":"ICF INTERNATIONAL, INC.: $5,661,458 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ICF INTERNATIONAL, INC. disclosed $5,661,458 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ICF INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1362004/000114036126016102/0001140361-26-016102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"ccd6ebda3651ec2f091accc1753441b2","headline":"Douglas Emmett, Inc.: $8,238,984 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Douglas Emmett, Inc. disclosed $8,238,984 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Douglas Emmett, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1364250/000136425026000020/0001364250-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"b77092f9c68d6c99d763d46c28dbfe54","headline":"CLEAN ENERGY FUELS CORP.: $1,977,858 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CLEAN ENERGY FUELS CORP. disclosed $1,977,858 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAN ENERGY FUELS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368265/000110465926052378/0001104659-26-052378-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"889d5718db7e0723e5384e902181b6ca","headline":"ADMA BIOLOGICS, INC.: $6,039,649 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ADMA BIOLOGICS, INC. disclosed $6,039,649 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADMA BIOLOGICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368514/000114036126014799/0001140361-26-014799-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:16"},{"signal_id":"5308d1cca234c68d305855e9623a9216","headline":"WILLDAN GROUP, INC.: $1,577,003 total compensation for the principal executive officer, fiscal year ended 2023-12-29","summary":"WILLDAN GROUP, INC. disclosed $1,577,003 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WILLDAN GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370450/000110465926048621/0001104659-26-048621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-29","captured_at":"2026-07-28 21:33:16"},{"signal_id":"f390e53fafe668052759aa753d703ae8","headline":"ETSY, INC.: $16,577,104 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ETSY, INC. disclosed $16,577,104 ($16.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ETSY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370637/000137063726000026/0001370637-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6f4cf1dae6d41a2180f7f344ae45fa24","headline":"TRUPANION, INC.: $321,898 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TRUPANION, INC. disclosed $321,898 ($322K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRUPANION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1371285/000137128526000081/0001371285-26-000081-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"75339f9516f038919e923ab2375d6aa2","headline":"BOX, INC.: $211,269 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"BOX, INC. disclosed $211,269 ($211K) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372612/000114036126021041/0001140361-26-021041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"fd52f5798641cd3acec43e7805560e42","headline":"Green Brick Partners, Inc.: $7,759,877 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Green Brick Partners, Inc. disclosed $7,759,877 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Green Brick Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373670/000162828026037542/0001628280-26-037542-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"aa0076430f160f2645992bd3eab6956f","headline":"SERVICENOW, INC.: $37,606,244 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SERVICENOW, INC. disclosed $37,606,244 ($37.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVICENOW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373715/000137371526000039/0001373715-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5b22dc11dc5ec8dc0194001efb8b2106","headline":"CVR Energy, Inc.: $4,500,834 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CVR Energy, Inc. disclosed $4,500,834 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVR Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376139/000137613926000022/0001376139-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"cb64aecb5f6d4d645b81de3f2651df51","headline":"PROTAGONIST THERAPEUTICS, INC.: $7,067,572 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PROTAGONIST THERAPEUTICS, INC. disclosed $7,067,572 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROTAGONIST THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1377121/000110465926050429/0001104659-26-050429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"36217578e58a4bd0c7a777c7650e97d7","headline":"GREENLIGHT CAPITAL RE, LTD.: $5,910,846 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GREENLIGHT CAPITAL RE, LTD. disclosed $5,910,846 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREENLIGHT CAPITAL RE, LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385613/000138561326000057/0001385613-26-000057-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"089fca3737f259758c33b5310024fda2","headline":"ENERGY FUELS INC.: $2,060,136 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ENERGY FUELS INC. disclosed $2,060,136 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENERGY FUELS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385849/000106299326002046/0001062993-26-002046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a9a8b5bcf4c9288e9671e9ee91aa0f0b","headline":"NIAGEN BIOSCIENCE, INC.: $1,160,206 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NIAGEN BIOSCIENCE, INC. disclosed $1,160,206 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NIAGEN BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1386570/000138657026000022/0001386570-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b61a8f031ff3cf902244ff06d4d6ee22","headline":"Gevo, Inc.: $3,746,158 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Gevo, Inc. disclosed $3,746,158 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gevo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392380/000110465926041262/0001104659-26-041262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6ad3a59479764e9fe3147ed26a3c9485","headline":"VEEVA SYSTEMS INC.: $421,000 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"VEEVA SYSTEMS INC. disclosed $421,000 ($421K) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VEEVA SYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393052/000114036126018796/0001140361-26-018796-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"85f8913350cf3a4acf4ec3e7948e2f90","headline":"HCI GROUP, INC.: $3,662,846 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HCI GROUP, INC. disclosed $3,662,846 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HCI GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1400810/000119312526191649/0001193125-26-191649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"fa67fbd3416190ea0dff732051b911c3","headline":"PUMA BIOTECHNOLOGY, INC.: $2,944,748 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PUMA BIOTECHNOLOGY, INC. disclosed $2,944,748 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PUMA BIOTECHNOLOGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401667/000143774926013671/0001437749-26-013671-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e3ca3b5412a43890f358aab7dc9b77b5","headline":"CDW Corporation: $9,020,376 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CDW Corporation disclosed $9,020,376 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CDW Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402057/000130817926000251/0001308179-26-000251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"429b3360839c24ecaa4c9bc83f1470a0","headline":"SS&C TECHNOLOGIES HOLDINGS, INC.: $20,098,164 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SS&C TECHNOLOGIES HOLDINGS, INC. disclosed $20,098,164 ($20.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SS&C TECHNOLOGIES HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402436/000119312526147619/0001193125-26-147619-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"eb66d14ba1689f4a959db4ac4b81528e","headline":"Graphic Packaging Holding Co: $11,937,503 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Graphic Packaging Holding Co disclosed $11,937,503 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Graphic Packaging Holding Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408075/000119312526186948/0001193125-26-186948-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"bc25ffa30ce633239e99b4e5d88defea","headline":"TITAN MACHINERY INC.: $503,959 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"TITAN MACHINERY INC. disclosed $503,959 ($504K) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN MACHINERY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409171/000162828026028177/0001628280-26-028177-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"2cdbc6ca4b7f3fe9bfb29f8734f04a8e","headline":"LendingClub Corporation: $4,560,821 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LendingClub Corporation disclosed $4,560,821 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LendingClub Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409970/000114036126015923/0001140361-26-015923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0a23fb0f458b81b05f99ac6103169fd3","headline":"Q2 Holdings, Inc.: $11,354,586 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Q2 Holdings, Inc. disclosed $11,354,586 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Q2 Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1410384/000141038426000029/0001410384-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"fb9a73e0e4c7c778d8c3b6484fc3116e","headline":"AMC ENTERTAINMENT HOLDINGS, INC.: $25,431,961 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMC ENTERTAINMENT HOLDINGS, INC. disclosed $25,431,961 ($25.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMC ENTERTAINMENT HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"KS","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411579/000110465926086263/0001104659-26-086263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3e3710ec0d5259dac065e1a0e1d4782b","headline":"PHREESIA, INC.: $8,273,000 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"PHREESIA, INC. disclosed $8,273,000 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PHREESIA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1412408/000141240826000155/0001412408-26-000155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"ce71ee73f82980ad96752276e6f8fa57","headline":"Energy Recovery, Inc.: $2,159,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Energy Recovery, Inc. disclosed $2,159,000 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Energy Recovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1421517/000142151726000033/0001421517-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"73e35816d0be4a7a0b7065f7c0fd33a6","headline":"PubMatic, Inc.: $10,271,412 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PubMatic, Inc. disclosed $10,271,412 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PubMatic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422930/000114036126014825/0001140361-26-014825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3520dea779c68ccddad7b76d4eda30ac","headline":"HealthEquity, Inc.: $13,448,018 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"HealthEquity, Inc. disclosed $13,448,018 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HealthEquity, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428336/000142833626000022/0001428336-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5b8ea5fb33f2a24ec6fdd2d15ed5ca18","headline":"Roku, Inc.: $20,218,958 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Roku, Inc. disclosed $20,218,958 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Roku, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428439/000114036126016715/0001140361-26-016715-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3f9b39d404b2a1cb78aff2b07c946a6a","headline":"SERVISFIRST BANCSHARES, INC.: $2,139,984 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SERVISFIRST BANCSHARES, INC. disclosed $2,139,984 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVISFIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1430723/000117184326002258/0001171843-26-002258-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"71e14eea3612cabb64efa6653ae550d7","headline":"ANTERO RESOURCES CORPORATION: $13,512,463 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ANTERO RESOURCES CORPORATION disclosed $13,512,463 ($13.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANTERO RESOURCES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1433270/000130817926000330/0001308179-26-000330-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c96134682aefa06eb1206a68d3d9ddd9","headline":"Grand Canyon Education, Inc.: $2,016,887 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Grand Canyon Education, Inc. disclosed $2,016,887 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Grand Canyon Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434588/000110465926047719/0001104659-26-047719-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6281b35f8b88afdd91de554c360c0159","headline":"Warner Bros. Discovery, Inc.: $49,702,546 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Warner Bros. Discovery, Inc. disclosed $49,702,546 ($49.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Warner Bros. Discovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437107/000143710726000046/0001437107-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1d0ac0b9fcdae63f9e7f46a45b4f5786","headline":"Ardelyx, Inc.: $4,113,194 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ardelyx, Inc. disclosed $4,113,194 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ardelyx, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437402/000114036126017800/0001140361-26-017800-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"abc47962220906506246cdd7ffeefedb","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.: $4,927,814 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS INC. disclosed $4,927,814 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437578/000119312526162582/0001193125-26-162582-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"09ad1bd03095d0939490a93669c834e8","headline":"Coastal Financial Corporation: $2,003,785 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Coastal Financial Corporation disclosed $2,003,785 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Coastal Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437958/000143795826000023/0001437958-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8121aef8482c32141fd710d8b181aa60","headline":"Tandem Diabetes Care, Inc: $4,651,603 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Tandem Diabetes Care, Inc disclosed $4,651,603 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tandem Diabetes Care, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438133/000143813326000034/0001438133-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a3808793cb2e81dac087269202b4b701","headline":"TRAVERE THERAPEUTICS, INC.: $7,574,959 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TRAVERE THERAPEUTICS, INC. disclosed $7,574,959 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRAVERE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438533/000143853326000027/0001438533-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0e01551a625b30717e35d3c086a39010","headline":"APPIAN CORPORATION: $1,163,566 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"APPIAN CORPORATION disclosed $1,163,566 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPIAN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1441683/000144168326000021/0001441683-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"248da98fa163017994b72fb5cfc0775b","headline":"BOOZ ALLEN HAMILTON HOLDING CORPORATION: $15,594,000 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"BOOZ ALLEN HAMILTON HOLDING CORPORATION disclosed $15,594,000 ($15.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOOZ ALLEN HAMILTON HOLDING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1443646/000144364626000021/0001443646-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"7ba091772168b0fcfe5a44fd1defa328","headline":"CASTLE BIOSCIENCES, INC.: $1,605,984 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CASTLE BIOSCIENCES, INC. disclosed $1,605,984 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASTLE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1447362/000162828026024166/0001628280-26-024166-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"cc6fbeea3a42d73ab9509608a4f5ad41","headline":"SiTime Corporation: $10,596,820 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SiTime Corporation disclosed $10,596,820 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SiTime Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1451809/000145180926000026/0001451809-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"54dac31ea42b8c4b47ec6e38e7890d54","headline":"Alarm.com Holdings, Inc.: $2,437,575 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Alarm.com Holdings, Inc. disclosed $2,437,575 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alarm.com Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1459200/000110465926047867/0001104659-26-047867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c3b8c679f402e8a3fcdafcb3b2209727","headline":"ATLANTICUS HOLDINGS CORPORATION: $2,049,906 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ATLANTICUS HOLDINGS CORPORATION disclosed $2,049,906 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATLANTICUS HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1464343/000143774926012028/0001437749-26-012028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3507d05c2794b4d78649ffb668793080","headline":"Dropbox, Inc.: $1,539,577 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Dropbox, Inc. disclosed $1,539,577 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dropbox, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467623/000146762326000020/0001467623-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"55a96ae9be34b7743e26bb8ffd536b4a","headline":"Apollo Commercial Real Estate Finance, Inc.: $1,099,999 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Apollo Commercial Real Estate Finance, Inc. disclosed $1,099,999 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Apollo Commercial Real Estate Finance, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467760/000119312526248362/0001193125-26-248362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"371ff101926a398b6a5a9cd1c3b7fe05","headline":"GENERAL MOTORS COMPANY: $27,847,405 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GENERAL MOTORS COMPANY disclosed $27,847,405 ($27.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENERAL MOTORS COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467858/000146785826000022/0001467858-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"059824cf7220ef326213a9ef9c915a3b","headline":"ADDUS HOMECARE CORPORATION: $4,169,841 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ADDUS HOMECARE CORPORATION disclosed $4,169,841 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADDUS HOMECARE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468328/000143774926013190/0001437749-26-013190-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f5edb794948ed3c14b8faec1eae6fabd","headline":"SUNRUN INC.: $5,084,004 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SUNRUN INC. disclosed $5,084,004 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUNRUN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1469367/000146936726000029/0001469367-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"2edcf1a38c5d6ee9307a893e933362ce","headline":"Pebblebrook Hotel Trust: $6,989,824 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Pebblebrook Hotel Trust disclosed $6,989,824 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pebblebrook Hotel Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474098/000147409826000030/0001474098-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"20d5b8524eeb52226ef49ac455cab328","headline":"Everpure, Inc.: $36,650,048 total compensation for the principal executive officer, fiscal year ended 2024-02-04","summary":"Everpure, Inc. disclosed $36,650,048 ($36.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-04, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everpure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474432/000147443226000041/0001474432-26-000041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-04","captured_at":"2026-07-28 21:33:17"},{"signal_id":"df3d32942d7c0c9f72d92291f5138117","headline":"Generac Holdings Inc.: $7,084,966 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Generac Holdings Inc. disclosed $7,084,966 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Generac Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"WI","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474735/000110465926051499/0001104659-26-051499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"958f0636b2bc34572497a7880d32d351","headline":"CLOUDFLARE, INC.: $20,515,350 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CLOUDFLARE, INC. disclosed $20,515,350 ($20.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLOUDFLARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477333/000119312526263809/0001193125-26-263809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0d0eda563ef16c2d38f62cdb2abc5ada","headline":"SWEETGREEN, INC.: $622,548 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SWEETGREEN, INC. disclosed $622,548 ($623K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SWEETGREEN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477815/000114036126016260/0001140361-26-016260-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a8a4ac9453aec015a6539723171f1df7","headline":"Adaptive Biotechnologies Corporation: $8,904,267 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Adaptive Biotechnologies Corporation disclosed $8,904,267 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Adaptive Biotechnologies Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1478320/000119312526177409/0001193125-26-177409-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"71459b5e343c2a81b2153d2de99a9543","headline":"Hudson Pacific Properties, Inc.: $8,369,679 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Hudson Pacific Properties, Inc. disclosed $8,369,679 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hudson Pacific Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482512/000110465926047885/0001104659-26-047885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c52517568ff3837259640392dbcfef57","headline":"Outset Medical, Inc.: $6,474,946 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Outset Medical, Inc. disclosed $6,474,946 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Outset Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1484612/000119312526177150/0001193125-26-177150-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3ac354db2fca67250be50020f6bb47c0","headline":"VISHAY PRECISION GROUP, INC.: $2,353,920 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VISHAY PRECISION GROUP, INC. disclosed $2,353,920 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY PRECISION GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1487952/000143774926011815/0001437749-26-011815-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"22726f42fba86dc119c4e072290564f6","headline":"Customers Bancorp, Inc.: $3,761,511 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Customers Bancorp, Inc. disclosed $3,761,511 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Customers Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000048/0001488813-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4c53125450b0db129e3758c5378aab1f","headline":"SCHRODINGER, INC.: $3,124,165 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SCHRODINGER, INC. disclosed $3,124,165 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHRODINGER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1490978/000149097826000026/0001490978-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"59c64f6e546f1268a0333a4d775dff25","headline":"Sabra Health Care REIT, Inc.: $8,219,499 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Sabra Health Care REIT, Inc. disclosed $8,219,499 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sabra Health Care REIT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1492298/000119312526175398/0001193125-26-175398-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"641cc176d4dbb32c50231fb46969c56a","headline":"CARGURUS, INC.: $3,753,213 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CARGURUS, INC. disclosed $3,753,213 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARGURUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1494259/000119312526170400/0001193125-26-170400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e22b388e10f4b5c677b51ef5a506f942","headline":"American Assets Trust, Inc.: $3,336,220 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"American Assets Trust, Inc. disclosed $3,336,220 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Assets Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500217/000150021726000023/0001500217-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"413b32a62d24a1be1b437343ba8957ad","headline":"GoPro, Inc.: $5,676,143 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GoPro, Inc. disclosed $5,676,143 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoPro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500435/000162828026026268/0001628280-26-026268-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b2ad491e66637a226d8a305e4770ddbe","headline":"BANKUNITED, INC.: $5,962,451 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BANKUNITED, INC. disclosed $5,962,451 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANKUNITED, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504008/000150400826000037/0001504008-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3193665b3a4d8af69f2c3c1623c1328e","headline":"SuRo     Capital Corp.: $2,976,409 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SuRo     Capital Corp. disclosed $2,976,409 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SuRo     Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509470/000149315226019603/0001493152-26-019603-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"daeeb59592b331c707dee82be0a6a63e","headline":"Kosmos Energy Ltd.: $9,697,269 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Kosmos Energy Ltd. disclosed $9,697,269 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kosmos Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509991/000114036126014971/0001140361-26-014971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"9e662363f9848cc354fed4b89b890e0a","headline":"BANDWIDTH INC.: $1,975,635 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BANDWIDTH INC. disclosed $1,975,635 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANDWIDTH INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514416/000151441626000027/0001514416-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1ab21bd2af5cb59d01d40e1993a5f752","headline":"Doximity, Inc.: $298,869 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Doximity, Inc. disclosed $298,869 ($299K) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Doximity, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1516513/000151651326000032/0001516513-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"16ee3639ba3e2d473598ea032b5464c0","headline":"AKEBIA THERAPEUTICS, INC.: $2,775,123 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AKEBIA THERAPEUTICS, INC. disclosed $2,775,123 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AKEBIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517022/000151702226000034/0001517022-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3973f3638d046c46f306cf4a6c3546e4","headline":"ARTISAN PARTNERS ASSET MANAGEMENT INC.: $6,670,285 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARTISAN PARTNERS ASSET MANAGEMENT INC. disclosed $6,670,285 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARTISAN PARTNERS ASSET MANAGEMENT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517302/000151730226000079/0001517302-26-000079-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"32c8dc15b1ad914b2a512dc563630dc6","headline":"ORCHID ISLAND CAPITAL, INC.: $615,621 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ORCHID ISLAND CAPITAL, INC. disclosed $615,621 ($616K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORCHID ISLAND CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1518621/000143774926013358/0001437749-26-013358-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"dc2a007117d7196e7178044dc433933b","headline":"Matador Resources Company: $8,056,599 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Matador Resources Company disclosed $8,056,599 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Matador Resources Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520006/000152000626000013/0001520006-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"25af41b0c12050d41078fd2d051179e5","headline":"ALKERMES PLC: $9,442,066 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ALKERMES PLC disclosed $9,442,066 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALKERMES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520262/000119312526143977/0001193125-26-143977-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"adae33d82b7f53d27dc286493448e83a","headline":"Bristow Group Inc.: $5,092,241 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Bristow Group Inc. disclosed $5,092,241 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bristow Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1525221/000152522126000072/0001525221-26-000072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"40255b2f3782079c51368696a11e2edf","headline":"Genie Energy Ltd.: $3,200,306 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Genie Energy Ltd. disclosed $3,200,306 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genie Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528356/000143774926014295/0001437749-26-014295-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8abb4e78915312831c9ab1e357fdb12d","headline":"RH: $1,262,000 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"RH disclosed $1,262,000 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528849/000110465926054988/0001104659-26-054988-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c3c8c02f84d389b149c94e61679f6aeb","headline":"FS BANCORP, INC.: $1,373,368 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FS BANCORP, INC. disclosed $1,373,368 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FS BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530249/000143774926011384/0001437749-26-011384-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"afff3d1e775a9c50cd09fc60be39ab59","headline":"Capri Holdings Ltd: $10,536,629 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"Capri Holdings Ltd disclosed $10,536,629 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capri Holdings Ltd","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530721/000153072126000063/0001530721-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b3a4163ced0b7c7747f79c92b310faa4","headline":"CrowdStrike Holdings, Inc.: $46,983,855 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"CrowdStrike Holdings, Inc. disclosed $46,983,855 ($47.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CrowdStrike Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535527/000110465926055599/0001104659-26-055599-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"39c000bd90762a8aac8b296688228329","headline":"Uber Technologies, Inc.: $24,248,209 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Uber Technologies, Inc. disclosed $24,248,209 ($24.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uber Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1543151/000130817926000303/0001308179-26-000303-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f164ec68f10ad69a728d3df27ff9636b","headline":"PROGYNY, INC.: $1,093,512 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PROGYNY, INC. disclosed $1,093,512 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROGYNY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1551306/000155130626000055/0001551306-26-000055-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"80b891e2a688f75dec490cb17ac7cf39","headline":"Zoetis Inc.: $15,237,853 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Zoetis Inc. disclosed $15,237,853 ($15.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoetis Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1555280/000155528026000015/0001555280-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"08747f5119dc2a7866b61245e44cc007","headline":"Rithm Capital Corp.: $20,160,023 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Rithm Capital Corp. disclosed $20,160,023 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rithm Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556593/000110465926041536/0001104659-26-041536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"7290d2b23a4ff878330a376407fc55c9","headline":"THRYV HOLDINGS, INC.: $5,811,127 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"THRYV HOLDINGS, INC. disclosed $5,811,127 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THRYV HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556739/000155673926000029/0001556739-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"aee5e75a2b54acbf45b28dc3349e5fff","headline":"Airbnb, Inc.: $295,125 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Airbnb, Inc. disclosed $295,125 ($295K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Airbnb, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559720/000119312526175062/0001193125-26-175062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8d4b305f4188e0dad99439ecbe5e2d82","headline":"EVERTEC, Inc.: $14,371,811 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EVERTEC, Inc. disclosed $14,371,811 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVERTEC, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559865/000155986526000017/0001559865-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1a27e316c670babbb6445dd7877d6735","headline":"Rapid7, Inc: $3,140,768 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Rapid7, Inc disclosed $3,140,768 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rapid7, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560327/000156032726000019/0001560327-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5c207bc8b77239a4963274f5cc4f5e01","headline":"Datadog, Inc.: $11,644,934 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Datadog, Inc. disclosed $11,644,934 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Datadog, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1561550/000162828026028118/0001628280-26-028118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f3bb13c771d15ed2b96dc4a1adb013ec","headline":"Duolingo, Inc.: $766,500 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Duolingo, Inc. disclosed $766,500 ($766K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Duolingo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562088/000162828026025728/0001628280-26-025728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c46782759a4e3b6bfb0ffe15042473ff","headline":"TAYLOR MORRISON HOME CORPORATION: $14,351,112 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TAYLOR MORRISON HOME CORPORATION disclosed $14,351,112 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TAYLOR MORRISON HOME CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562476/000114036126014261/0001140361-26-014261-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e6995c745e35a4ba561f437c402fa952","headline":"FRANKLIN BSP REALTY TRUST, INC.: $1,039,506 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FRANKLIN BSP REALTY TRUST, INC. disclosed $1,039,506 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRANKLIN BSP REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562528/000119312526161379/0001193125-26-161379-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1931e0218d59e495d2ed1982437e679f","headline":"CONSTELLIUM SE: $9,962,993 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CONSTELLIUM SE disclosed $9,962,993 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLIUM SE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563411/000156341126000142/0001563411-26-000142-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f5831de93971d48169f88c814072a1ae","headline":"UNITED PARKS & RESORTS INC.: $1,106,531 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UNITED PARKS & RESORTS INC. disclosed $1,106,531 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNITED PARKS & RESORTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1564902/000119312526197833/0001193125-26-197833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8732a77a7934c0cbfeff3351fba86eb2","headline":"PagerDuty, Inc.: $19,822,501 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"PagerDuty, Inc. disclosed $19,822,501 ($19.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PagerDuty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1568100/000156810026000020/0001568100-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4bdfa29eb81c6d8f8d5b8c9051519309","headline":"AH REALTY TRUST, INC.: $2,541,650 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AH REALTY TRUST, INC. disclosed $2,541,650 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AH REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569187/000156918726000061/0001569187-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1af2e79b5ee5331702370b01fdb823d2","headline":"Waterstone Financial, Inc.: $1,556,285 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Waterstone Financial, Inc. disclosed $1,556,285 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Waterstone Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569994/000143774926011833/0001437749-26-011833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5313302ce99f6bb31be225d824486c75","headline":"EVOLUS, INC.: $11,240,447 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EVOLUS, INC. disclosed $11,240,447 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570562/000157056226000059/0001570562-26-000059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a2645d4284b54c3034f0f4aaff9a4117","headline":"LIBERTY GLOBAL LTD.: $44,748,400 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LIBERTY GLOBAL LTD. disclosed $44,748,400 ($44.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIBERTY GLOBAL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570585/000119312526191485/0001193125-26-191485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3a5042cbb0ae315c0b032a317f698c38","headline":"Dell Technologies Inc.: $3,030,405 total compensation for the principal executive officer, fiscal year ended 2024-02-02","summary":"Dell Technologies Inc. disclosed $3,030,405 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dell Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571996/000119312526226734/0001193125-26-226734-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-02","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e73338253b01cdac727ae77340b2165e","headline":"Sprouts Farmers Market, Inc.: $9,513,410 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Sprouts Farmers Market, Inc. disclosed $9,513,410 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sprouts Farmers Market, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575515/000157551526000013/0001575515-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"38dbe968b4323440473ee73afb2067e6","headline":"Gaming and Leisure Properties, Inc.: $15,947,667 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Gaming and Leisure Properties, Inc. disclosed $15,947,667 ($15.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gaming and Leisure Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"PA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575965/000119312526177324/0001193125-26-177324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c0236dfb8b6dce6ec3c09e932de462ed","headline":"Ladder Capital Corp: $14,983,943 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ladder Capital Corp disclosed $14,983,943 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ladder Capital Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1577670/000157767026000018/0001577670-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e4f2abde4a77bc8ebe810087348220da","headline":"AXSOME THERAPEUTICS, INC.: $9,896,629 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AXSOME THERAPEUTICS, INC. disclosed $9,896,629 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AXSOME THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579428/000119312526177610/0001193125-26-177610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a4b0740cd90ebb8e459fc56016e14b40","headline":"USA TODAY Co., Inc.: $3,862,232 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"USA TODAY Co., Inc. disclosed $3,862,232 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"USA TODAY Co., Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579684/000157968426000022/0001579684-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"62e8a04f239ce145c7b7b06298be3be2","headline":"Vital Farms, Inc.: $3,155,173 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Vital Farms, Inc. disclosed $3,155,173 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vital Farms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579733/000119312526182023/0001193125-26-182023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"ca150d997c5965dd781ee594dec93f50","headline":"FLYWIRE CORPORATION: $8,674,650 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FLYWIRE CORPORATION disclosed $8,674,650 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLYWIRE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580560/000119312526173788/0001193125-26-173788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"59681b0292973e3ab7f34edfd9e10a0c","headline":"Installed Building Products, Inc.: $5,932,174 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Installed Building Products, Inc. disclosed $5,932,174 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Installed Building Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580905/000158090526000022/0001580905-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a7d1681635a01bb539a0fc410cd385bd","headline":"Life360, Inc.: $1,914,800 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Life360, Inc. disclosed $1,914,800 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Life360, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581760/000158176026000063/0001581760-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0e2024d70a92de4148d0071800b5c8ad","headline":"PLAINS GP HOLDINGS LP: $7,453,919 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PLAINS GP HOLDINGS LP disclosed $7,453,919 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS GP HOLDINGS LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581990/000110465926041724/0001104659-26-041724-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1ab6d504f3ff81125a5403779a579d93","headline":"SENTINELONE, INC: $16,544,088 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"SENTINELONE, INC disclosed $16,544,088 ($16.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENTINELONE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583708/000158370826000031/0001583708-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"698a1f8136eab89cb1570c0dd089c603","headline":"OneMain Holdings, Inc.: $15,448,668 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"OneMain Holdings, Inc. disclosed $15,448,668 ($15.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OneMain Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584207/000158420726000012/0001584207-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5874b5414b4ff6756034b7c084276a94","headline":"Zoom Communications, Inc.: $28,082,133 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"Zoom Communications, Inc. disclosed $28,082,133 ($28.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoom Communications, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585521/000162828026028866/0001628280-26-028866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"11c44cc42eff4ecb6c72ef2c1bb26c1a","headline":"NEWTEKONE, INC.: $700,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NEWTEKONE, INC. disclosed $700,000 ($700K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEWTEKONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1587987/000162828026027133/0001628280-26-027133-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e71bc7f16025b71adbcc4082f11ebfa6","headline":"UNIQURE N.V.: $6,584,919 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UNIQURE N.V. disclosed $6,584,919 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIQURE N.V.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590560/000110465926048969/0001104659-26-048969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"562aec41e1bcceb48f60099abc91d3b5","headline":"Civeo Corporation: $6,311,862 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Civeo Corporation disclosed $6,311,862 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Civeo Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590584/000159058426000035/0001590584-26-000035-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b60f59df875f6498ee0f047ef14a7736","headline":"CAESARS ENTERTAINMENT, INC.: $18,610,359 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CAESARS ENTERTAINMENT, INC. disclosed $18,610,359 ($18.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAESARS ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590895/000119312526174058/0001193125-26-174058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5f7beed1e3e9caff6939279467a65e99","headline":"ATEA PHARMACEUTICALS, INC.: $5,925,790 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ATEA PHARMACEUTICALS, INC. disclosed $5,925,790 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATEA PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593899/000119312526182293/0001193125-26-182293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b5ff00c627cd5afafd036f904dfd7d66","headline":"MAGNITE, INC.: $5,639,874 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MAGNITE, INC. disclosed $5,639,874 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAGNITE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1595974/000199937126008635/0001999371-26-008635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"9a355c538b3586846b52c3ebfe0a2d44","headline":"ARISTA NETWORKS, INC.: $15,561,987 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARISTA NETWORKS, INC. disclosed $15,561,987 ($15.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARISTA NETWORKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596532/000119312526158942/0001193125-26-158942-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"2974ee96e2928198cddd3ca1a4fb36ce","headline":"Dorian LPG Ltd.: $4,296,185 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Dorian LPG Ltd. disclosed $4,296,185 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorian LPG Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596993/000110465926087088/0001104659-26-087088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"99ebdaa7a408d97466f760bf533d79dd","headline":"DNOW Inc.: $5,580,418 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DNOW Inc. disclosed $5,580,418 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DNOW Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1599617/000119312526148976/0001193125-26-148976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5cf42f7d5784b905baa9a3d6daad584c","headline":"e.l.f. Beauty, Inc.: $8,434,392 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"e.l.f. Beauty, Inc. disclosed $8,434,392 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"e.l.f. Beauty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600033/000160003326000030/0001600033-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"fa9e7d52690d21797dd8ddf88b7cd566","headline":"AURINIA PHARMACEUTICALS INC.: $10,573,359 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AURINIA PHARMACEUTICALS INC. disclosed $10,573,359 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AURINIA PHARMACEUTICALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600620/000160062026000039/0001600620-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8e93ccb2786058ccb7e0b416d12c88e6","headline":"Recursion Pharmaceuticals, Inc.: $8,613,209 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Recursion Pharmaceuticals, Inc. disclosed $8,613,209 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Recursion Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1601830/000160183026000065/0001601830-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"913a8936ef1950d1f67c72b1745c72fb","headline":"Weatherford International plc: $11,200,810 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Weatherford International plc disclosed $11,200,810 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Weatherford International plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1603923/000119312526166847/0001193125-26-166847-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"07ad7ec6480a4ff1cfa1d1ad496fe6bb","headline":"Qorvo, Inc.: $12,816,409 total compensation for the principal executive officer, fiscal year ended 2024-03-30","summary":"Qorvo, Inc. disclosed $12,816,409 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Qorvo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604778/000119312526285512/0001193125-26-285512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-30","captured_at":"2026-07-28 21:33:17"},{"signal_id":"7ea84a504552766af3d8b5fd984b2178","headline":"NATERA, INC.: $12,727,887 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NATERA, INC. disclosed $12,727,887 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604821/000110465926047770/0001104659-26-047770-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e11b34bb753176c9be51a10b5bbd7cdd","headline":"GoDaddy Inc.: $15,877,217 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GoDaddy Inc. disclosed $15,877,217 ($15.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoDaddy Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609711/000160971126000030/0001609711-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"cae2c3599bc108eade51d5fcd2955ddb","headline":"Orion S.A.: $7,585,239 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Orion S.A. disclosed $7,585,239 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Orion S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609804/000130817926000347/0001308179-26-000347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"355a07051fa20a10ede1976d1fd682a6","headline":"Freshpet, Inc.: $1,613,885 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Freshpet, Inc. disclosed $1,613,885 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Freshpet, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1611647/000114036126017084/0001140361-26-017084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f7bb2f5baed1acb0e86cbef9102829e4","headline":"NextDecade Corporation: $11,587,552 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NextDecade Corporation disclosed $11,587,552 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextDecade Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1612720/000161272026000018/0001612720-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"55c49f4e321f7f3c81765f3e4fe6af73","headline":"ZIPRECRUITER, INC.: $464,876 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ZIPRECRUITER, INC. disclosed $464,876 ($465K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZIPRECRUITER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1617553/000161755326000023/0001617553-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e10334941bb8a078067a0d909dc31257","headline":"NexPoint Residential Trust, Inc.: $3,271,489 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NexPoint Residential Trust, Inc. disclosed $3,271,489 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NexPoint Residential Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620393/000143774926012026/0001437749-26-012026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"ed9db863655d18708cf24af47637b93c","headline":"Black Stone Minerals, L.P.: $4,551,321 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Black Stone Minerals, L.P. disclosed $4,551,321 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Black Stone Minerals, L.P.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621434/000119312526197340/0001193125-26-197340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"33ad6ce16ea6748c7c19cba46071841b","headline":"Cogent Biosciences, Inc.: $7,898,772 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cogent Biosciences, Inc. disclosed $7,898,772 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cogent Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1622229/000119312526173834/0001193125-26-173834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0da271323ecc3a8bfad9205eb5b93a52","headline":"BUSINESS FIRST BANCSHARES, INC.: $2,397,380 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BUSINESS FIRST BANCSHARES, INC. disclosed $2,397,380 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUSINESS FIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624322/000143774926011695/0001437749-26-011695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c1310a46641899d75e0a96f990f807bc","headline":"CSW INDUSTRIALS, INC.: $5,963,245 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"CSW INDUSTRIALS, INC. disclosed $5,963,245 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CSW INDUSTRIALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624794/000119312526306099/0001193125-26-306099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5b66bca011936c7ad03d10d7ce75a64a","headline":"PJT PARTNERS INC.: $1,029,620 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PJT PARTNERS INC. disclosed $1,029,620 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PJT PARTNERS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626115/000162828026028424/0001628280-26-028424-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"31ec1fcba2663c6db789035cf600bc84","headline":"UPWORK INC.: $9,508,141 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UPWORK INC. disclosed $9,508,141 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UPWORK INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1627475/000162747526000026/0001627475-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8e34a2610fb9a1b196ded2775c285b69","headline":"REVOLUTION MEDICINES, INC.: $10,411,247 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"REVOLUTION MEDICINES, INC. disclosed $10,411,247 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLUTION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628171/000119312526182453/0001193125-26-182453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"412f69ae7c724b77efd047f7b943df8a","headline":"EVOLENT HEALTH, INC.: $8,931,288 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EVOLENT HEALTH, INC. disclosed $8,931,288 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLENT HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628908/000119312526177267/0001193125-26-177267-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"17a2609ed1a310c69bf1fdf395a9ff7f","headline":"Merchants Bancorp: $2,839,538 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Merchants Bancorp disclosed $2,839,538 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Merchants Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1629019/000110465926042047/0001104659-26-042047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f08876f89f76923199a217078679d4ab","headline":"Treace Medical Concepts, Inc.: $8,422,635 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Treace Medical Concepts, Inc. disclosed $8,422,635 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Treace Medical Concepts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630627/000163062726000005/0001630627-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"9174e991e7e790765e682389269672b7","headline":"BABCOCK & WILCOX ENTERPRISES, INC.: $1,083,333 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BABCOCK & WILCOX ENTERPRISES, INC. disclosed $1,083,333 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BABCOCK & WILCOX ENTERPRISES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630805/000110465926042128/0001104659-26-042128-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6b3034db9089dd6207549d88d0afd280","headline":"CABLE ONE, INC.: $7,734,480 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CABLE ONE, INC. disclosed $7,734,480 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CABLE ONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632127/000163212726000015/0001632127-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4655fd9e097b039f0a7b91a388749006","headline":"AMERICAN HEALTHCARE REIT, INC.: $3,784,680 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AMERICAN HEALTHCARE REIT, INC. disclosed $3,784,680 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN HEALTHCARE REIT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632970/000119312526149677/0001193125-26-149677-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"11c460d1bcfdb0ef00f3a73d23debdab","headline":"RIMINI STREET, INC.: $4,726,758 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RIMINI STREET, INC. disclosed $4,726,758 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RIMINI STREET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635282/000163528226000044/0001635282-26-000044-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"896bcad24948bec04e193bb499c28ebb","headline":"ACV AUCTIONS INC.: $6,647,441 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ACV AUCTIONS INC. disclosed $6,647,441 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACV AUCTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1637873/000119312526158987/0001193125-26-158987-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"86deb191c3e46678f454b8c37828d210","headline":"Surgery Partners, Inc.: $6,457,600 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Surgery Partners, Inc. disclosed $6,457,600 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Surgery Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638833/000163883326000039/0001638833-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"082dc20b26963f79051cde00e07305ea","headline":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.: $5,347,545 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC. disclosed $5,347,545 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639300/000114036126018292/0001140361-26-018292-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6e6474bfea9183cd3c5281369796d933","headline":"EverQuote, Inc.: $4,128,264 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EverQuote, Inc. disclosed $4,128,264 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EverQuote, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640428/000119312526173669/0001193125-26-173669-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b72d3f44e9d5cf7ef349d4c39300b0ab","headline":"SAMSARA INC.: $18,356,993 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"SAMSARA INC. disclosed $18,356,993 ($18.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAMSARA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1642896/000162828026039492/0001628280-26-039492-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:17"},{"signal_id":"2e341c8d5370cb9447f98f75ca17a717","headline":"NovoCure Limited: $1,521,026 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NovoCure Limited disclosed $1,521,026 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NovoCure Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645113/000164511326000033/0001645113-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"01d37bbb8d890135099cde2437637019","headline":"WillScot Holdings Corporation: $8,391,649 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"WillScot Holdings Corporation disclosed $8,391,649 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WillScot Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647088/000164708826000021/0001647088-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"133eecd4b7f9ad3e4f5b28dc04ced2d4","headline":"Upstart Holdings, Inc.: $7,115,630 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Upstart Holdings, Inc. disclosed $7,115,630 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Upstart Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647639/000119312526158972/0001193125-26-158972-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5c82c6c73333ec996d7fdc07af67d072","headline":"VAXCYTE, INC.: $12,135,684 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VAXCYTE, INC. disclosed $12,135,684 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VAXCYTE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649094/000119312526173672/0001193125-26-173672-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"ae39ef867ae253739b4959f9b3affd1f","headline":"FB FINANCIAL CORPORATION: $2,960,086 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"FB FINANCIAL CORPORATION disclosed $2,960,086 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FB FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649749/000164974926000027/0001649749-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"60e6bd8764f0a821a797752cc5331567","headline":"RHYTHM PHARMACEUTICALS, INC.: $7,230,457 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RHYTHM PHARMACEUTICALS, INC. disclosed $7,230,457 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RHYTHM PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649904/000162828026028375/0001628280-26-028375-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"72e605af3c6942a71738de5db41d309a","headline":"Four Corners Property Trust, Inc.: $5,342,066 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Four Corners Property Trust, Inc. disclosed $5,342,066 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Four Corners Property Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650132/000114036126015137/0001140361-26-015137-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"843dce0a218c210b9d18f34a19fae398","headline":"TOAST, INC.: $8,588,112 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TOAST, INC. disclosed $8,588,112 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TOAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650164/000165016426000098/0001650164-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8f266acbfdb701b7ced58513484853e0","headline":"BEONE MEDICINES LTD.: $18,925,730 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BEONE MEDICINES LTD. disclosed $18,925,730 ($18.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEONE MEDICINES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651308/000110465926049655/0001104659-26-049655-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"ee2248d9d0cf5e2fe0746a9776112ec0","headline":"COURSERA, INC.: $606,500 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COURSERA, INC. disclosed $606,500 ($606K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COURSERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651562/000165156226000036/0001651562-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0300d7f507fe210e74ff436f13ddf6e2","headline":"Alphabet Inc.: $8,802,824 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Alphabet Inc. disclosed $8,802,824 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alphabet Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652044/000130817926000342/0001308179-26-000342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"103ba11da622f9b591732e6722ebb1ba","headline":"INTELLIA THERAPEUTICS, INC.: $11,657,262 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTELLIA THERAPEUTICS, INC. disclosed $11,657,262 ($11.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652130/000119312526197283/0001193125-26-197283-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3999a429aeb053f7192617882e9ed309","headline":"RED ROCK RESORTS, INC.: $3,480,037 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RED ROCK RESORTS, INC. disclosed $3,480,037 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RED ROCK RESORTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653653/000119312526173964/0001193125-26-173964-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"97181dfd25f9182e55ea36bf6f989c02","headline":"BEYOND MEAT, INC.: $6,713,337 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BEYOND MEAT, INC. disclosed $6,713,337 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEYOND MEAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655210/000119312526150400/0001193125-26-150400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"742b65578e0b1d3518ad2a8477131519","headline":"ARVINAS, INC.: $7,627,032 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARVINAS, INC. disclosed $7,627,032 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARVINAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655759/000162828026028156/0001628280-26-028156-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1c721282f1c0213701fb896bbbc9b93a","headline":"Xometry, Inc.: $1,384,063 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Xometry, Inc. disclosed $1,384,063 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xometry, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1657573/000119312526191498/0001193125-26-191498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6a22f5f692afb33741d3d00952521926","headline":"Crinetics Pharmaceuticals, Inc.: $5,747,994 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Crinetics Pharmaceuticals, Inc. disclosed $5,747,994 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crinetics Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1658247/000165824726000030/0001658247-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b1c7417d60831353d0e8d97abf527cd1","headline":"OKTA, INC.: $30,012,225 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"OKTA, INC. disclosed $30,012,225 ($30.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OKTA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1660134/000166013426000036/0001660134-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3d9ff334d5711139154a157e8b9b42df","headline":"ORGANOGENESIS HOLDINGS INC.: $6,244,671 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ORGANOGENESIS HOLDINGS INC. disclosed $6,244,671 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORGANOGENESIS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661181/000119312526197357/0001193125-26-197357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"17271924d0ff617ae43f795f0ada01e6","headline":"Bloom Energy Corporation: $1,704,008 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Bloom Energy Corporation disclosed $1,704,008 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bloom Energy Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664703/000162828026024237/0001628280-26-024237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"bc3f7fca5299d5d41417a1ff810a614d","headline":"Claros Mortgage Trust, Inc.: $3,354,032 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Claros Mortgage Trust, Inc. disclosed $3,354,032 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Claros Mortgage Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1666291/000119312526170371/0001193125-26-170371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"91b05db9f513528463f3621ce136bb42","headline":"Kinsale Capital Group, Inc.: $5,223,077 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Kinsale Capital Group, Inc. disclosed $5,223,077 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kinsale Capital Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669162/000166916226000020/0001669162-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8b72b861bbca17bea33b4c757e1bebb8","headline":"CAMPING WORLD HOLDINGS, INC.: $11,241 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CAMPING WORLD HOLDINGS, INC. disclosed $11,241 ($11K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAMPING WORLD HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669779/000110465926041491/0001104659-26-041491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e81c95a3ad32fb8500ee6800f8236177","headline":"Immunocore Holdings plc: $11,678,834 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Immunocore Holdings plc disclosed $11,678,834 ($11.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Immunocore Holdings plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671927/000114036126015122/0001140361-26-015122-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"dc3c654c0d642c5cb53f348942663f89","headline":"TRADE DESK, INC.: $32,006,461 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TRADE DESK, INC. disclosed $32,006,461 ($32.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRADE DESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671933/000167193326000034/0001671933-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b4e0b750cbc61dbd3f9db363d247cc15","headline":"Acushnet Holdings Corp.: $8,838,717 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Acushnet Holdings Corp. disclosed $8,838,717 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Acushnet Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672013/000167201326000106/0001672013-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"9d52242cad057b4327a4f4770a620bb5","headline":"Yum China Holdings, Inc.: $20,335,792 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Yum China Holdings, Inc. disclosed $20,335,792 ($20.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Yum China Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673358/000119312526157856/0001193125-26-157856-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"fe8af99a76ad655f374ddd3dbde9d846","headline":"AdvanSix Inc.: $4,718,496 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AdvanSix Inc. disclosed $4,718,496 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AdvanSix Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673985/000167398526000022/0001673985-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"942a25429a7e84ec8c538043531929d8","headline":"Vertiv Holdings Co: $6,183,174 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Vertiv Holdings Co disclosed $6,183,174 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vertiv Holdings Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674101/000119312526174898/0001193125-26-174898-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"687462992e42a056a518d4d9f8049255","headline":"CRISPR THERAPEUTICS AG: $12,322,196 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CRISPR THERAPEUTICS AG disclosed $12,322,196 ($12.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRISPR THERAPEUTICS AG","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674416/000119312526165158/0001193125-26-165158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4651060901d9c56dd1c4470580de0275","headline":"BRAZE, INC.: $11,960,363 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"BRAZE, INC. disclosed $11,960,363 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRAZE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676238/000114036126021908/0001140361-26-021908-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"d1db97585ea86b517754f4ac3f5f60e4","headline":"IDEAYA BIOSCIENCES, INC.: $5,995,440 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"IDEAYA BIOSCIENCES, INC. disclosed $5,995,440 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IDEAYA BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676725/000119312526191501/0001193125-26-191501-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3be3cfb5d3a30a7869842d8d8e81f714","headline":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.: $5,051,022 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INNOVATIVE INDUSTRIAL PROPERTIES, INC. disclosed $5,051,022 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677576/000162828026026588/0001628280-26-026588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"12b117eea9d7ebca762d2a702b8fb00d","headline":"Conduent Incorporated: $6,473,771 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Conduent Incorporated disclosed $6,473,771 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Conduent Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677703/000167770326000049/0001677703-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"50e3f735df81dc5725fbe7467d8ab6c0","headline":"INTERNATIONAL SEAWAYS, INC.: $4,275,366 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INTERNATIONAL SEAWAYS, INC. disclosed $4,275,366 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL SEAWAYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679049/000114036126017661/0001140361-26-017661-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"7dcebbbb93ba4c1005f70aa91eca121c","headline":"COINBASE GLOBAL, INC.: $4,704,800 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COINBASE GLOBAL, INC. disclosed $4,704,800 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COINBASE GLOBAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679788/000167978826000045/0001679788-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"c39283266043a294e708f938f10557a2","headline":"VERRA MOBILITY CORPORATION: $9,205,894 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"VERRA MOBILITY CORPORATION disclosed $9,205,894 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERRA MOBILITY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1682745/000119312526143753/0001193125-26-143753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5df822659f16243639696f414f3d6507","headline":"Cars.com Inc.: $7,183,222 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cars.com Inc. disclosed $7,183,222 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cars.com Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1683606/000114036126015383/0001140361-26-015383-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"179b0f5b125a7298b54f9f9b46746c06","headline":"Brighthouse Financial, Inc.: $10,005,985 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Brighthouse Financial, Inc. disclosed $10,005,985 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brighthouse Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1685040/000119312526154952/0001193125-26-154952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a64c8e4b155153cd18052462742c792b","headline":"Ramaco Resources, Inc.: $7,508,800 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ramaco Resources, Inc. disclosed $7,508,800 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ramaco Resources, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1687187/000121390026047772/0001213900-26-047772-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8d08be01d8c3a5f09038a4c437bd511b","headline":"Establishment Labs Holdings Inc.: $2,422,307 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Establishment Labs Holdings Inc. disclosed $2,422,307 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Establishment Labs Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1688757/000168875726000028/0001688757-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5737eb6da51df6ca3911bc36fb4f72bf","headline":"PRAXIS PRECISION MEDICINES, INC.: $2,120,512 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PRAXIS PRECISION MEDICINES, INC. disclosed $2,120,512 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRAXIS PRECISION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1689548/000168954826000039/0001689548-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4505b76e17486518fbe02358fba989d4","headline":"INGERSOLL RAND INC.: $15,523,750 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"INGERSOLL RAND INC. disclosed $15,523,750 ($15.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INGERSOLL RAND INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699150/000114036126016726/0001140361-26-016726-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3e59fef9f4024089dae24694280464b3","headline":"THE LOVESAC COMPANY: $9,092,935 total compensation for the principal executive officer, fiscal year ended 2024-02-04","summary":"THE LOVESAC COMPANY disclosed $9,092,935 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-04, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE LOVESAC COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701758/000130817926000324/0001308179-26-000324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-04","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3721c8baa4b0eac576b485aff3712c0e","headline":"ADT INC.: $8,836,807 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ADT INC. disclosed $8,836,807 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703056/000170305626000032/0001703056-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"7249767f8dd594c88776cf5a6cb15094","headline":"AbCellera Biologics Inc.: $714,939 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AbCellera Biologics Inc. disclosed $714,939 ($715K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AbCellera Biologics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703057/000170305726000020/0001703057-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"207622cc5870ac84b6628b7c25ee32c5","headline":"Granite Point Mortgage Trust Inc.: $4,049,820 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Granite Point Mortgage Trust Inc. disclosed $4,049,820 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Granite Point Mortgage Trust Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703644/000110465926045496/0001104659-26-045496-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"94e3a4c7168b3cfdb86731ad6c75a645","headline":"ZAI LAB LIMITED: $12,042,285 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ZAI LAB LIMITED disclosed $12,042,285 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZAI LAB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1704292/000170429226000030/0001704292-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e490ecb70f8b99dd186560320391295a","headline":"Liberty Latin America Ltd.: $16,161,952 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Liberty Latin America Ltd. disclosed $16,161,952 ($16.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Liberty Latin America Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712184/000171218426000065/0001712184-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1051c7f89098ef53eb9d304da4388631","headline":"Target Hospitality Corp.: $3,457,487 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Target Hospitality Corp. disclosed $3,457,487 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Target Hospitality Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712189/000110465926040125/0001104659-26-040125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0395b516338b9250a9f0b1900e2d2f87","headline":"Ranpak Holdings Corp.: $2,611,990 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Ranpak Holdings Corp. disclosed $2,611,990 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ranpak Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712463/000114036126014014/0001140361-26-014014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0b63b3ee3c5239080581884504bae39e","headline":"Denali Therapeutics Inc.: $7,879,267 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Denali Therapeutics Inc. disclosed $7,879,267 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Denali Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1714899/000171489926000054/0001714899-26-000054-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4181896d335ad83d761258662748c1f0","headline":"Gates Industrial Corporation plc: $9,711,014 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"Gates Industrial Corporation plc disclosed $9,711,014 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gates Industrial Corporation plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1718512/000162828026026015/0001628280-26-026015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4431ec8210df8505c35c4d0f614539b6","headline":"REPAY HOLDINGS CORPORATION: $8,922,581 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"REPAY HOLDINGS CORPORATION disclosed $8,922,581 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REPAY HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720592/000119312526215760/0001193125-26-215760-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a882544c4f15d226dc798029ae3a6cbd","headline":"COLUMBIA FINANCIAL, INC.: $3,695,655 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COLUMBIA FINANCIAL, INC. disclosed $3,695,655 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NJ","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1723596/000119312526197874/0001193125-26-197874-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0d7edbe8d22416ee719dd6b424b9139e","headline":"Arcus Biosciences, Inc.: $10,120,945 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Arcus Biosciences, Inc. disclosed $10,120,945 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Arcus Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1724521/000172452126000025/0001724521-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"11c0142c0db5cffe4f94311027dbebfe","headline":"Viemed Healthcare, Inc.: $2,512,214 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Viemed Healthcare, Inc. disclosed $2,512,214 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Viemed Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1729149/000172914926000022/0001729149-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"fba387786b28871107e0f71a1b7f1b48","headline":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC: $5,297,629 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC disclosed $5,297,629 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730430/000110465926044410/0001104659-26-044410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"47e9e4b1b6effe1556126372e8718b5f","headline":"GARRETT MOTION INC.: $7,820,387 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GARRETT MOTION INC. disclosed $7,820,387 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARRETT MOTION INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1735707/000114036126014250/0001140361-26-014250-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"001502e688fcba07585aeedb97065f45","headline":"ARLO TECHNOLOGIES, INC.: $9,911,634 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARLO TECHNOLOGIES, INC. disclosed $9,911,634 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARLO TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736946/000114036126016680/0001140361-26-016680-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6074c8608756c6a600e170c62319cd66","headline":"Seadrill Limited: $12,949,070 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Seadrill Limited disclosed $12,949,070 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seadrill Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737706/000114036126015486/0001140361-26-015486-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"91debc902c770483066be16c8c86380c","headline":"Elanco Animal Health Inc: $13,663,169 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Elanco Animal Health Inc disclosed $13,663,169 ($13.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Elanco Animal Health Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1739104/000173910426000016/0001739104-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"5df15bc5e6a55c81533105c99d94e091","headline":"Resideo Technologies, Inc.: $15,207,609 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Resideo Technologies, Inc. disclosed $15,207,609 ($15.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Resideo Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1740332/000114036126016160/0001140361-26-016160-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"49639fa5da0309432af1fea63f906d90","headline":"Corsair Gaming, Inc.: $6,700,335 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Corsair Gaming, Inc. disclosed $6,700,335 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corsair Gaming, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743759/000119312526197141/0001193125-26-197141-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"bc9247ca95d8d5eda333df40ee8d3f46","headline":"BridgeBio Pharma, Inc.: $12,158,626 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BridgeBio Pharma, Inc. disclosed $12,158,626 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BridgeBio Pharma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743881/000114036126016723/0001140361-26-016723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"574ce0490c275c6dd37e562cd1832743","headline":"PennyMac Financial Services, Inc.: $7,258,483 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PennyMac Financial Services, Inc. disclosed $7,258,483 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PennyMac Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745916/000119312526164086/0001193125-26-164086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"73363913703ea3fa3b05eae480e23f10","headline":"BEAM THERAPEUTICS INC.: $6,280,099 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BEAM THERAPEUTICS INC. disclosed $6,280,099 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEAM THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745999/000119312526161512/0001193125-26-161512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6074581d67a7eaac89024b25c0accfc6","headline":"BANK FIRST CORPORATION: $1,434,645 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BANK FIRST CORPORATION disclosed $1,434,645 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANK FIRST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746109/000110465926048526/0001104659-26-048526-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b554eda80e03cdd8944366be6bfc0fa1","headline":"REVOLVE GROUP, INC.: $980,616 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"REVOLVE GROUP, INC. disclosed $980,616 ($981K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLVE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746618/000119312526177284/0001193125-26-177284-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"9fa587fc77ab06b193935c2b68bf33d1","headline":"MetroCity Bankshares, Inc.: $2,207,858 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MetroCity Bankshares, Inc. disclosed $2,207,858 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MetroCity Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1747068/000110465926045475/0001104659-26-045475-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f9823fbf9e4f98388c0a77fcb522f205","headline":"AppLovin Corporation: $83,361,678 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AppLovin Corporation disclosed $83,361,678 ($83.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AppLovin Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1751008/000175100826000028/0001751008-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"585c101d576f3d5855bd59effe48452d","headline":"AerSale Corporation: $3,546,515 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"AerSale Corporation disclosed $3,546,515 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AerSale Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754170/000110465926050451/0001104659-26-050451-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"89b84d3ef9c360fdc761c7d9dd7bd3af","headline":"TRULIEVE CANNABIS CORP.: $3,357,213 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TRULIEVE CANNABIS CORP. disclosed $3,357,213 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRULIEVE CANNABIS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754195/000175419526000025/0001754195-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"18d396a1276be77d8cc541287cabb227","headline":"TRANSMEDICS GROUP, INC.: $6,758,070 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TRANSMEDICS GROUP, INC. disclosed $6,758,070 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSMEDICS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1756262/000119312526150357/0001193125-26-150357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0e955262c122f7b395d36685c0f7a1e1","headline":"QUANTUM COMPUTING INC.: $472,237 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"QUANTUM COMPUTING INC. disclosed $472,237 ($472K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QUANTUM COMPUTING INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1758009/000121390026050296/0001213900-26-050296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"d9f88ab27d7033ee844ba62ecfdd3b3f","headline":"Mirum Pharmaceuticals, Inc.: $6,451,720 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Mirum Pharmaceuticals, Inc. disclosed $6,451,720 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mirum Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759425/000175942526000027/0001759425-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"ef04da1993fac5a9954b6f1785b96a95","headline":"Alta Equipment Group Inc.: $2,859,613 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Alta Equipment Group Inc. disclosed $2,859,613 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alta Equipment Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759824/000119312526157108/0001193125-26-157108-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0daff4228de500f2b81e856bf24511b3","headline":"Palomar Holdings, Inc.: $3,541,369 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Palomar Holdings, Inc. disclosed $3,541,369 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palomar Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1761312/000207187626000105/0002071876-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1c6b0a2e879ed5d7bc0f45320271cfce","headline":"CHEWY, INC.: $35,186,195 total compensation for the principal executive officer, fiscal year ended 2024-01-28","summary":"CHEWY, INC. disclosed $35,186,195 ($35.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEWY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766502/000114036126022529/0001140361-26-022529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-28","captured_at":"2026-07-28 21:33:17"},{"signal_id":"0815a9ed45aab70f7a1f115beeb2dbf2","headline":"XPEL, INC.: $2,044,672 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"XPEL, INC. disclosed $2,044,672 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XPEL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1767258/000176725826000020/0001767258-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"1a0bd241e4962c67d39e1a5750dc7683","headline":"10x Genomics, Inc.: $8,286,049 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"10x Genomics, Inc. disclosed $8,286,049 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"10x Genomics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770787/000162828026027201/0001628280-26-027201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"2faaf6432e05bad4862382501eb0ce02","headline":"HIMS & HERS HEALTH, INC.: $14,401,411 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"HIMS & HERS HEALTH, INC. disclosed $14,401,411 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIMS & HERS HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1773751/000177375126000060/0001773751-26-000060-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"aa4726d800ce9454aa9097ed09cba04a","headline":"PERELLA WEINBERG PARTNERS: $12,404,570 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PERELLA WEINBERG PARTNERS disclosed $12,404,570 ($12.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PERELLA WEINBERG PARTNERS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777835/000177783526000029/0001777835-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e1f83082a32cc884c591f9637f3d07f2","headline":"Otis Worldwide Corporation: $15,924,194 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Otis Worldwide Corporation disclosed $15,924,194 ($15.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Otis Worldwide Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781335/000114036126015389/0001140361-26-015389-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"259817106304825fe192ee214750568a","headline":"THE BALDWIN INSURANCE GROUP, INC.: $6,398,090 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"THE BALDWIN INSURANCE GROUP, INC. disclosed $6,398,090 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE BALDWIN INSURANCE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781755/000178175526000027/0001781755-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"30462b5a31d21c82446de834b6ca57a1","headline":"REMITLY GLOBAL, INC.: $291,149 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"REMITLY GLOBAL, INC. disclosed $291,149 ($291K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REMITLY GLOBAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1782170/000178217026000048/0001782170-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"d729172ec66e99ea9ed6cecdfcc63712","headline":"UWM Holdings Corporation: $12,168,119 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"UWM Holdings Corporation disclosed $12,168,119 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UWM Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783398/000119312526176695/0001193125-26-176695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"f0514821960b33b9fda5009ad050ea08","headline":"Robinhood Markets, Inc.: $2,438,338 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Robinhood Markets, Inc. disclosed $2,438,338 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Robinhood Markets, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783879/000178387926000053/0001783879-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"2e9e7b6411f5e1e582f3c16b55791774","headline":"Porch Group, Inc.: $4,266,774 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Porch Group, Inc. disclosed $4,266,774 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Porch Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784535/000178453526000021/0001784535-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6159c217e5e11efabb83f8f341b307a0","headline":"Vontier Corporation: $9,324,923 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Vontier Corporation disclosed $9,324,923 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vontier Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786842/000162828026024579/0001628280-26-024579-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"fcf5d0173e403da757b03ba4c77ac027","headline":"ARCUTIS BIOTHERAPEUTICS, INC.: $4,935,266 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARCUTIS BIOTHERAPEUTICS, INC. disclosed $4,935,266 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARCUTIS BIOTHERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787306/000178730626000028/0001787306-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"71018f2fee66c66d42626da1ba9d137d","headline":"ROOT, INC.: $8,687,806 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ROOT, INC. disclosed $8,687,806 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROOT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1788882/000178888226000033/0001788882-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"036c62ff2dc15b4dd0536c6ae6c54ec9","headline":"DoorDash, Inc.: $316,275 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DoorDash, Inc. disclosed $316,275 ($316K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DoorDash, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792789/000179278926000018/0001792789-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6ba8f3c0e00f92090ec2c0df162e8a61","headline":"Rush Street Interactive, Inc.: $6,929,661 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Rush Street Interactive, Inc. disclosed $6,929,661 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Street Interactive, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1793659/000179365926000016/0001793659-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8fd8cb054661de413d6616e7de888d2f","headline":"GREEN THUMB INDUSTRIES INC.: $1,822,722 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GREEN THUMB INDUSTRIES INC. disclosed $1,822,722 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREEN THUMB INDUSTRIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795139/000119312526178679/0001193125-26-178679-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"228a5a358c8aa565e22d7ebf7bbfc0fc","headline":"SPHERE ENTERTAINMENT CO.: $16,310,205 total compensation for the principal executive officer, fiscal year ended 2023-06-30","summary":"SPHERE ENTERTAINMENT CO. disclosed $16,310,205 ($16.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPHERE ENTERTAINMENT CO.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795250/000162828026027969/0001628280-26-027969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-06-30","captured_at":"2026-07-28 21:33:17"},{"signal_id":"785acdff3c02ad13ec54430c98856559","headline":"IAC Inc.: $5,040,756 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"IAC Inc. disclosed $5,040,756 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IAC Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800227/000119312526251426/0001193125-26-251426-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a9d3adacdf4dc3e50888a2a4bbdbdb5c","headline":"JFROG LTD.: $7,165,030 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"JFROG LTD. disclosed $7,165,030 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JFROG LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800667/000119312526145562/0001193125-26-145562-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"b4232726946637ab396ca915cc65f509","headline":"MP Materials Corp. / DE: $4,223,127 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MP Materials Corp. / DE disclosed $4,223,127 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MP Materials Corp. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801368/000180136826000020/0001801368-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"d720db4cb26ac5c0a3524908a10784c1","headline":"RELAY THERAPEUTICS, INC.: $19,770,838 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"RELAY THERAPEUTICS, INC. disclosed $19,770,838 ($19.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RELAY THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1812364/000119312526186929/0001193125-26-186929-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"758d6b2678f3d96fce26cdc0c863c780","headline":"KYMERA THERAPEUTICS, INC.: $9,670,542 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"KYMERA THERAPEUTICS, INC. disclosed $9,670,542 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KYMERA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1815442/000119312526191495/0001193125-26-191495-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"3731e48b665e3378d0db44b5419238cc","headline":"DISC MEDICINE, INC.: $909,100 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DISC MEDICINE, INC. disclosed $909,100 ($909K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DISC MEDICINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816736/000119312526187646/0001193125-26-187646-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"a3d10b60f43ff66481f73d10e9b84528","headline":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.: $54,549,486 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC. disclosed $54,549,486 ($54.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818201/000114036126013493/0001140361-26-013493-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"823f3552b9104701dd0b394773ff7263","headline":"SoFi Technologies, Inc.: $18,263,886 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SoFi Technologies, Inc. disclosed $18,263,886 ($18.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SoFi Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818874/000181887426000032/0001818874-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"53a270041e9a14205d9eec6c49357bd3","headline":"LIQUIDIA CORPORATION: $4,889,498 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"LIQUIDIA CORPORATION disclosed $4,889,498 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIQUIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819576/000110465926048597/0001104659-26-048597-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"8ff546c774fc45b5227d40d7e5e3b82d","headline":"GCM Grosvenor Inc.: $5,859,411 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GCM Grosvenor Inc. disclosed $5,859,411 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GCM Grosvenor Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819796/000114036126016693/0001140361-26-016693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"6eb19ad0a583dd5088d86d7fb0b6afdf","headline":"JOBY AVIATION, INC.: $4,095,534 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"JOBY AVIATION, INC. disclosed $4,095,534 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JOBY AVIATION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819848/000181984826000313/0001819848-26-000313-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"bba2f848180da9f4975d46222eb0b539","headline":"DOUBLEVERIFY HOLDINGS, INC.: $10,810,668 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DOUBLEVERIFY HOLDINGS, INC. disclosed $10,810,668 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DOUBLEVERIFY HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819928/000110465926040372/0001104659-26-040372-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"bc61b0e4fbffacd679ef33462254acf8","headline":"ROCKET LAB CORPORATION: $962,714 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ROCKET LAB CORPORATION disclosed $962,714 ($963K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROCKET LAB CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819994/000162828026023922/0001628280-26-023922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"4d515ff0d663bb64844ed1586fac51b9","headline":"MoonLake Immunotherapeutics: $1,198,215 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MoonLake Immunotherapeutics disclosed $1,198,215 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MoonLake Immunotherapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1821586/000114036126015916/0001140361-26-015916-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"61bbf8e54b4edc3da4bc6f01739c7a52","headline":"SOTERA HEALTH COMPANY: $9,701,005 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOTERA HEALTH COMPANY disclosed $9,701,005 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOTERA HEALTH COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822479/000110465926040937/0001104659-26-040937-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:17"},{"signal_id":"e37f12c1e28567796d472edf03e07eee","headline":"NuScale Power Corporation: $2,280,220 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NuScale Power Corporation disclosed $2,280,220 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NuScale Power Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822966/000182296626000042/0001822966-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3c68ba9cea366a028272005c78e0a104","headline":"ARKO Corp.: $6,048,569 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"ARKO Corp. disclosed $6,048,569 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARKO Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823794/000119312526162839/0001193125-26-162839-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3a10463329ddc3a51a2d460d6b7b057e","headline":"Offerpad Solutions Inc.: $1,775,885 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Offerpad Solutions Inc. disclosed $1,775,885 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Offerpad Solutions Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825024/000119312526170316/0001193125-26-170316-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9b89316920051e7d87c3e823d9cb4df5","headline":"DREAM FINDERS HOMES, INC.: $11,367,502 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DREAM FINDERS HOMES, INC. disclosed $11,367,502 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DREAM FINDERS HOMES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825088/000162828026025557/0001628280-26-025557-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6e736811c9ba5b3ebe37c5cdcdd36da8","headline":"PLAYTIKA HOLDING CORP.: $48,989,446 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PLAYTIKA HOLDING CORP. disclosed $48,989,446 ($49.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAYTIKA HOLDING CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828016/000182801626000024/0001828016-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"84bfd6b42fd004482f5e1b863f0824f4","headline":"CRICUT, INC.: $18,225,481 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CRICUT, INC. disclosed $18,225,481 ($18.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRICUT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828962/000182896226000030/0001828962-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2069835f83bcd334bb8fa2dd08cea923","headline":"CARTER BANKSHARES, INC.: $784,630 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CARTER BANKSHARES, INC. disclosed $784,630 ($785K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARTER BANKSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1829576/000182957626000027/0001829576-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f125ad09ee7ccc81d59a6b1c4acda768","headline":"GINKGO BIOWORKS HOLDINGS, INC.: $262,019 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GINKGO BIOWORKS HOLDINGS, INC. disclosed $262,019 ($262K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GINKGO BIOWORKS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1830214/000162828026028377/0001628280-26-028377-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"007bfa050821c9d675058e6f48a6fa42","headline":"Cytek Biosciences, Inc.: $4,939,242 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Cytek Biosciences, Inc. disclosed $4,939,242 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytek Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831915/000114036126017479/0001140361-26-017479-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1d2df16b16d585028d99fb872a3eabf9","headline":"Alignment Healthcare, Inc.: $14,296,476 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Alignment Healthcare, Inc. disclosed $14,296,476 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alignment Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832466/000162828026027058/0001628280-26-027058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7254a8919b196bdb1378a02d4290fc19","headline":"N-ABLE, INC.: $6,192,025 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"N-ABLE, INC. disclosed $6,192,025 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"N-ABLE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834488/000183448826000018/0001834488-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d0a71b424c80847cfa6fb8ff10e504f7","headline":"COUPANG, INC.: $1,730,609 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"COUPANG, INC. disclosed $1,730,609 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COUPANG, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834584/000114036126017102/0001140361-26-017102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0b0804437f14cc666c4ce43dc85ee74c","headline":"Marvell Technology, Inc.: $45,163,040 total compensation for the principal executive officer, fiscal year ended 2024-02-03","summary":"Marvell Technology, Inc. disclosed $45,163,040 ($45.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-02-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Marvell Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835632/000110465926060253/0001104659-26-060253-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-02-03","captured_at":"2026-07-28 21:33:18"},{"signal_id":"96264922a6a94c7ab8d7b7908899ba89","headline":"PLANET LABS PBC: $6,250,741 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"PLANET LABS PBC disclosed $6,250,741 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLANET LABS PBC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1836833/000119312526241945/0001193125-26-241945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"da94e718ece173accee873343b9bca04","headline":"Janus International Group, Inc.: $4,795,739 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"Janus International Group, Inc. disclosed $4,795,739 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Janus International Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839839/000114036126016709/0001140361-26-016709-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9a4a980b5ba12a306c0ee30a7256864b","headline":"Taboola.com Ltd.: $6,165,107 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Taboola.com Ltd. disclosed $6,165,107 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Taboola.com Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840502/000114036126018296/0001140361-26-018296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0063ba4c85c3621560f2347211d70388","headline":"SOUNDHOUND AI, INC.: $1,863,978 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SOUNDHOUND AI, INC. disclosed $1,863,978 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUNDHOUND AI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840856/000121390026041978/0001213900-26-041978-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"99a5f0cfcf01a764575bfb01ad9277c3","headline":"APA CORPORATION: $13,763,441 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"APA CORPORATION disclosed $13,763,441 ($13.8M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841666/000119312526149453/0001193125-26-149453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c0c81e10cc0327af90ae6a30d58d5568","headline":"indie Semiconductor, Inc.: $4,489,366 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"indie Semiconductor, Inc. disclosed $4,489,366 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"indie Semiconductor, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841925/000119312526161644/0001193125-26-161644-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2dc8a6919390c6281981aaa5ddeef508","headline":"DAY ONE BIOPHARMACEUTICALS, INC.: $6,913,959 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"DAY ONE BIOPHARMACEUTICALS, INC. disclosed $6,913,959 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAY ONE BIOPHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1845337/000119312526161471/0001193125-26-161471-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9652747a9870dcb80b4fcc0630f238de","headline":"NEXTDOOR HOLDINGS, INC.: $2,935,566 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NEXTDOOR HOLDINGS, INC. disclosed $2,935,566 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEXTDOOR HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1846069/000184606926000091/0001846069-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6f8cdff5feabf3e93c1e954899fafb00","headline":"Zeta Global Holdings Corp.: $18,868,639 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Zeta Global Holdings Corp. disclosed $18,868,639 ($18.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zeta Global Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851003/000119312526177408/0001193125-26-177408-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"4034d8719477b2bc51f8e659d91d93db","headline":"Nextpower Inc.: $20,725,590 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Nextpower Inc. disclosed $20,725,590 ($20.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nextpower Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852131/000185213126000038/0001852131-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d9fa84ae32bde3300b555aae825ebad5","headline":"CLEAR SECURE, INC.: $1,196,745 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CLEAR SECURE, INC. disclosed $1,196,745 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAR SECURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856314/000119312526170704/0001193125-26-170704-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9071610c70c24e9b00770cf174f7ac50","headline":"Core & Main, Inc.: $5,546,122 total compensation for the principal executive officer, fiscal year ended 2024-01-28","summary":"Core & Main, Inc. disclosed $5,546,122 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Core & Main, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856525/000185652526000046/0001856525-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"64fb47fd6436867ac32d2ecd36c47026","headline":"GIGACLOUD TECHNOLOGY INC: $287,166 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"GIGACLOUD TECHNOLOGY INC disclosed $287,166 ($287K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GIGACLOUD TECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857816/000185781626000047/0001857816-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"054c1ebfa67ecceb9073b5a9facf707b","headline":"NUVALENT, Inc.: $9,376,872 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"NUVALENT, Inc. disclosed $9,376,872 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVALENT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1861560/000186156026000013/0001861560-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e387de258f8d97e825bd591722426404","headline":"CONSENSUS CLOUD SOLUTIONS, INC.: $1,156,451 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"CONSENSUS CLOUD SOLUTIONS, INC. disclosed $1,156,451 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSENSUS CLOUD SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866633/000114036126016729/0001140361-26-016729-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e8fa95f87fd45a7500a2a0fc7a86c656","headline":"Amplitude, Inc.: $300,000 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Amplitude, Inc. disclosed $300,000 ($300K) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amplitude, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866692/000114036126016728/0001140361-26-016728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0793de0d56e6cca1145c3ecd48ba115b","headline":"Kyndryl Holdings, Inc.: $15,661,281 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Kyndryl Holdings, Inc. disclosed $15,661,281 ($15.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kyndryl Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867072/000114036126025446/0001140361-26-025446-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3bfe5ed535b2021cc9dfc9ac002761b0","headline":"XERIS BIOPHARMA HOLDINGS, INC.: $2,136,766 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"XERIS BIOPHARMA HOLDINGS, INC. disclosed $2,136,766 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XERIS BIOPHARMA HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867096/000186709626000021/0001867096-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"ee6bc0dade5af871955457cd897203e6","headline":"Portillo’s Inc.: $2,047,180 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Portillo’s Inc. disclosed $2,047,180 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Portillo’s Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1871509/000187150926000024/0001871509-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3ed823ce6000a1c5efa02629a3300040","headline":"Rivian Automotive, Inc. / DE: $14,354,080 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Rivian Automotive, Inc. / DE disclosed $14,354,080 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rivian Automotive, Inc. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874178/000187417826000023/0001874178-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"11786628c5d22ed05cafc6b8284ab25d","headline":"TPG INC.: $198,685,926 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"TPG INC. disclosed $198,685,926 ($198.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TPG INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1880661/000119312526166834/0001193125-26-166834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c6aeb0748d74720f1b89c8f53d4145dc","headline":"EXCELERATE ENERGY, INC.: $4,081,744 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"EXCELERATE ENERGY, INC. disclosed $4,081,744 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXCELERATE ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1888447/000119312526159047/0001193125-26-159047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9f2383e49066ea1f00299c13aaf7a0ce","headline":"nCino, Inc.: $7,833,548 total compensation for the principal executive officer, fiscal year ended 2024-01-31","summary":"nCino, Inc. disclosed $7,833,548 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"nCino, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1902733/000119312526214613/0001193125-26-214613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"eda5932a329d82da2c3db3eb36bfbb88","headline":"Mobileye Global Inc.: $15,248,097 total compensation for the principal executive officer, fiscal year ended 2023-12-30","summary":"Mobileye Global Inc. disclosed $15,248,097 ($15.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mobileye Global Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1910139/000110465926048118/0001104659-26-048118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8cfdb2012e65987d5021d2f631cf5dbb","headline":"F&G Annuities & Life, Inc.: $10,593,670 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"F&G Annuities & Life, Inc. disclosed $10,593,670 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"F&G Annuities & Life, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1934850/000110465926052877/0001104659-26-052877-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5ea2d600b182731e42ecdf2dc80a2458","headline":"MasterBrand, Inc.: $7,101,600 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"MasterBrand, Inc. disclosed $7,101,600 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MasterBrand, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1941365/000119312526170568/0001193125-26-170568-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d934df1afa31357afc812730319dd865","headline":"SINCLAIR, INC.: $7,211,320 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"SINCLAIR, INC. disclosed $7,211,320 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SINCLAIR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1971213/000197121326000017/0001971213-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"76f2b5df040a18be39bcfdd8d50782d2","headline":"BUNGE GLOBAL SA: $17,587,870 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BUNGE GLOBAL SA disclosed $17,587,870 ($17.6M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUNGE GLOBAL SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1996862/000162828026024588/0001628280-26-024588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d0da6927bdec1002692aa58c5fcdddec","headline":"BLACKROCK, INC.: $26,939,474 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"BLACKROCK, INC. disclosed $26,939,474 ($26.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACKROCK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2012383/000130817926000262/0001308179-26-000262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"742a4c3e421c01ea898abea80918feb7","headline":"Uniti Group Inc.: $4,857,820 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Uniti Group Inc. disclosed $4,857,820 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uniti Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2020795/000110465926045735/0001104659-26-045735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b8f7bf1018fb3a1b32c5bdb861e5fa7f","headline":"Summit Midstream Corporation: $5,080,645 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"Summit Midstream Corporation disclosed $5,080,645 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Summit Midstream Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024218/000121390026042530/0001213900-26-042530-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8ec23b5bcf57bb69a1ddfcafdb2168e8","headline":"Lionsgate Studios Corp.: $18,213,948 total compensation for the principal executive officer, fiscal year ended 2024-03-31","summary":"Lionsgate Studios Corp. disclosed $18,213,948 ($18.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lionsgate Studios Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2052959/000119312526321010/0001193125-26-321010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"a0eefa5fd3326c5e539c84b06541529a","headline":"PINNACLE FINANCIAL PARTNERS, INC.: $5,677,565 total compensation for the principal executive officer, fiscal year ended 2023-12-31","summary":"PINNACLE FINANCIAL PARTNERS, INC. disclosed $5,677,565 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2023-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PINNACLE FINANCIAL PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2082866/000208286626000031/0002082866-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2023-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"49f87a3dd521441162fe1ffcfbd64543","headline":"ALEXANDER’S, INC.: $189,417 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALEXANDER’S, INC. disclosed $189,417 ($189K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALEXANDER’S, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3499/000119312526145567/0001193125-26-145567-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6e6606fc70e40a6d33bd062cc5e55ca0","headline":"Cheniere Energy, Inc.: $24,188,539 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cheniere Energy, Inc. disclosed $24,188,539 ($24.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cheniere Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3570/000119312526144572/0001193125-26-144572-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"50bd2d94e5c96658b00b960087bac428","headline":"UNUM GROUP: $18,393,061 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UNUM GROUP disclosed $18,393,061 ($18.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNUM GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5513/000000551326000026/0000005513-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"77c48d3c4e8f01f9af17192c7f530b8f","headline":"AMERICAN VANGUARD CORPORATION: $1,675,160 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMERICAN VANGUARD CORPORATION disclosed $1,675,160 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN VANGUARD CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5981/000119312526173620/0001193125-26-173620-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8ba44e178a11ab9e93deb0aff6687870","headline":"ARMSTRONG WORLD INDUSTRIES, INC.: $9,154,261 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARMSTRONG WORLD INDUSTRIES, INC. disclosed $9,154,261 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARMSTRONG WORLD INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/7431/000119312526193741/0001193125-26-193741-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"389e143cf0a820dd0865ca0ae6482bde","headline":"ASTRONICS CORPORATION: $2,922,992 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ASTRONICS CORPORATION disclosed $2,922,992 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ASTRONICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8063/000114036126015301/0001140361-26-015301-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1f26f52ee154fadf20d530df9418562e","headline":"AZZ INC.: $5,407,269 total compensation for the principal executive officer, fiscal year ended 2025-02-28","summary":"AZZ INC. disclosed $5,407,269 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AZZ INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8947/000110465926066068/0001104659-26-066068-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"ac9d027a86a92c57460cb528c5697723","headline":"BALCHEM CORPORATION: $6,872,769 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BALCHEM CORPORATION disclosed $6,872,769 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BALCHEM CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/9326/000114036126017099/0001140361-26-017099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e6dbbd02d3bd16ba17d9ba6567f91833","headline":"BERKLEY W R CORP: $17,371,233 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BERKLEY W R CORP disclosed $17,371,233 ($17.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BERKLEY W R CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/11544/000119312526170583/0001193125-26-170583-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0658d230fcb05827a78c7d823f66a90f","headline":"Brown-Forman Corporation: $13,449,544 total compensation for the principal executive officer, fiscal year ended 2025-04-30","summary":"Brown-Forman Corporation disclosed $13,449,544 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brown-Forman Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14693/000119312526275853/0001193125-26-275853-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-04-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1abbc438b2748878ceec8e85ce10aae6","headline":"BRT APARTMENTS CORP.: $1,928,027 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BRT APARTMENTS CORP. disclosed $1,928,027 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRT APARTMENTS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14846/000114036126015498/0001140361-26-015498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"22bca9f75818366bebc5c914966c0712","headline":"MASTEC, INC.: $10,797,857 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MASTEC, INC. disclosed $10,797,857 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MASTEC, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/15615/000114036126014022/0001140361-26-014022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"32dc21b8a53aa2508a738610ad2794ab","headline":"CONSTELLATION BRANDS, INC.: $15,006,800 total compensation for the principal executive officer, fiscal year ended 2025-02-28","summary":"CONSTELLATION BRANDS, INC. disclosed $15,006,800 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLATION BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/16918/000001691826000023/0000016918-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c71aad0f4b352c028169e71a01dfbe51","headline":"CAPITAL SOUTHWEST CORPORATION: $4,464,475 total compensation for the principal executive officer, fiscal year ended 2025-02-16","summary":"CAPITAL SOUTHWEST CORPORATION disclosed $4,464,475 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-16, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAPITAL SOUTHWEST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/17313/000001731326000042/0000017313-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-16","captured_at":"2026-07-28 21:33:18"},{"signal_id":"be1d76c5492f4e6636857d6424c0126c","headline":"The CATO Corporation: $2,401,916 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"The CATO Corporation disclosed $2,401,916 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The CATO Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18255/000120677426000206/0001206774-26-000206-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b3499dafca26d31daf1ddce7ae499c6c","headline":"Genesco Inc.: $5,185,437 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"Genesco Inc. disclosed $5,185,437 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genesco Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18498/000119312526271251/0001193125-26-271251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e9fc15be3cf99b1716df0539e6a6ee34","headline":"Chemed Corporation: $12,769,564 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Chemed Corporation disclosed $12,769,564 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Chemed Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19584/000156276226000052/0001562762-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e8b7e7d2d23c8d24d4146374966905dd","headline":"JPMORGAN CHASE & CO: $37,683,462 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"JPMORGAN CHASE & CO disclosed $37,683,462 ($37.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JPMORGAN CHASE & CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19617/000001961726000096/0000019617-26-000096-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d9d5aa6c0d0a901ae9f5b73deb7401b6","headline":"COMSTOCK RESOURCES, INC.: $12,535,532 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COMSTOCK RESOURCES, INC. disclosed $12,535,532 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSTOCK RESOURCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23194/000119312526170561/0001193125-26-170561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"231524a511a228f8ff6df82afeb55a89","headline":"CTO REALTY GROWTH, INC.: $3,047,109 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CTO REALTY GROWTH, INC. disclosed $3,047,109 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CTO REALTY GROWTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23795/000110465926050405/0001104659-26-050405-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"4d015e9cdf10dc96d2b2d503e035c3be","headline":"Crown Crafts, Inc.: $912,346 total compensation for the principal executive officer, fiscal year ended 2025-03-30","summary":"Crown Crafts, Inc. disclosed $912,346 ($912K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crown Crafts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/25895/000143774926021757/0001437749-26-021757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d8ffc220d455cf9952a2420ed1356d19","headline":"TARGET CORPORATION: $20,407,603 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"TARGET CORPORATION disclosed $20,407,603 ($20.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TARGET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27419/000162828026027508/0001628280-26-027508-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f9667a34c9c378e64956cc1e2276a514","headline":"Delta Air Lines, Inc.: $27,117,069 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Delta Air Lines, Inc. disclosed $27,117,069 ($27.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Delta Air Lines, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27904/000130817926000345/0001308179-26-000345-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"dcfa823d91cab973b898aa94f2d2e8bc","headline":"Dillard’s, Inc.: $4,856,540 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"Dillard’s, Inc. disclosed $4,856,540 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dillard’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/28917/000110465926039765/0001104659-26-039765-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b169a047dc5a9a83f019aa188378e6da","headline":"Eastman Kodak Company: $6,232,547 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Eastman Kodak Company disclosed $6,232,547 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Eastman Kodak Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31235/000114036126013928/0001140361-26-013928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b18886024205b3292fc6aff3d5dc5958","headline":"Educational Development Corporation: $341,300 total compensation for the principal executive officer, fiscal year ended 2025-02-28","summary":"Educational Development Corporation disclosed $341,300 ($341K) in total compensation for its principal executive officer for the fiscal year ended 2025-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Educational Development Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31667/000118518526002148/0001185185-26-002148-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f6290e31d9324f875ccdc4c22f2dc981","headline":"Ennis, Inc.: $5,304,680 total compensation for the principal executive officer, fiscal year ended 2025-02-28","summary":"Ennis, Inc. disclosed $5,304,680 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ennis, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/33002/000119312526256564/0001193125-26-256564-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d873f4cf4db2c4e3e0410726e74ac63e","headline":"EXXON MOBIL CORPORATION: $44,052,537 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EXXON MOBIL CORPORATION disclosed $44,052,537 ($44.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXXON MOBIL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34088/000119312526147614/0001193125-26-147614-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2b93c05a9953eb467483da85ddace2df","headline":"TENAX THERAPEUTICS, INC.: $7,403,591 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TENAX THERAPEUTICS, INC. disclosed $7,403,591 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TENAX THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34956/000119312526168580/0001193125-26-168580-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"312f93b7f4596eaf672dcc01d749a4ff","headline":"FIRST REAL ESTATE INVESTMENT TRUST OF NEW JERSEY, INC.: $680,000 total compensation for the principal executive officer, fiscal year ended 2024-10-31","summary":"FIRST REAL ESTATE INVESTMENT TRUST OF NEW JERSEY, INC. disclosed $680,000 ($680K) in total compensation for its principal executive officer for the fiscal year ended 2024-10-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FIRST REAL ESTATE INVESTMENT TRUST OF NEW JERSEY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/36840/000207709626000197/0002077096-26-000197-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-10-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"aa141a057c40857626320516f626ad53","headline":"FRIEDMAN INDUSTRIES INC: $700,734 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"FRIEDMAN INDUSTRIES INC disclosed $700,734 ($701K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRIEDMAN INDUSTRIES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/39092/000143774926024581/0001437749-26-024581-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"160acd93bb1d3bed9bcab04f4c3c2b13","headline":"HARTE HANKS, INC.: $1,031,938 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HARTE HANKS, INC. disclosed $1,031,938 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HARTE HANKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/45919/000162828026024524/0001628280-26-024524-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c667422f18e97680022f38e026a7d506","headline":"HAWKINS, INC.: $3,151,261 total compensation for the principal executive officer, fiscal year ended 2025-03-30","summary":"HAWKINS, INC. disclosed $3,151,261 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAWKINS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46250/000004625026000026/0000046250-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"62d00a2722d610973a38a7487653ec31","headline":"EASTGROUP PROPERTIES, INC.: $7,123,038 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EASTGROUP PROPERTIES, INC. disclosed $7,123,038 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EASTGROUP PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/49600/000004960026000019/0000049600-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"73d057453f031356aca7cdd90b0452e9","headline":"Kewaunee Scientific Corporation: $1,811,359 total compensation for the principal executive officer, fiscal year ended 2025-04-30","summary":"Kewaunee Scientific Corporation disclosed $1,811,359 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kewaunee Scientific Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/55529/000114036126027713/0001140361-26-027713-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-04-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0320c0df6eee65dd64dee84992796c2e","headline":"PRIMEENERGY RESOURCES CORPORATION: $4,924,536 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PRIMEENERGY RESOURCES CORPORATION disclosed $4,924,536 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRIMEENERGY RESOURCES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/56868/000143774926013252/0001437749-26-013252-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"bb31b6d3232543e34f5fa7ff99e9e68f","headline":"LOWES COMPANIES INC: $20,164,912 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"LOWES COMPANIES INC disclosed $20,164,912 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LOWES COMPANIES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60667/000006066726000056/0000060667-26-000056-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9a5e2d967f745decd1414b75d393db0d","headline":"LSB Industries, Inc.: $4,344,104 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LSB Industries, Inc. disclosed $4,344,104 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LSB Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60714/000119312526151347/0001193125-26-151347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"bfbe49b695641cead1c2edd9a06a71ec","headline":"MARCUS CORP: $7,192,998 total compensation for the principal executive officer, fiscal year ended 2024-12-26","summary":"MARCUS CORP disclosed $7,192,998 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-26, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MARCUS CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62234/000006223426000018/0000062234-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-26","captured_at":"2026-07-28 21:33:18"},{"signal_id":"221580005a7c43727e701d597041b274","headline":"MATTEL INC /DE/: $37,802,591 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MATTEL INC /DE/ disclosed $37,802,591 ($37.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MATTEL INC /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63276/000130817926000276/0001308179-26-000276-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c69616cd117d84c8b7710cdf285b9fbb","headline":"McDonald’s Corporation: $18,195,263 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"McDonald’s Corporation disclosed $18,195,263 ($18.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McDonald’s Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63908/000119312526145548/0001193125-26-145548-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"eb50875ebc9b682d9158224c25058cde","headline":"MICROVISION, INC.: $6,524,977 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MICROVISION, INC. disclosed $6,524,977 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MICROVISION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/65770/000149315226028274/0001493152-26-028274-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3ae99453e42c9cee71d1accd1c1b72eb","headline":"Middlesex Water Company: $1,828,153 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Middlesex Water Company disclosed $1,828,153 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middlesex Water Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/66004/000130817926000211/0001308179-26-000211-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7d3fc760089899cb4443bc5443d46916","headline":"Modine Manufacturing Company: $12,706,532 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Modine Manufacturing Company disclosed $12,706,532 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Modine Manufacturing Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67347/000110465926082630/0001104659-26-082630-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"27597934befcca72e4d2a5b8e8f6b3a4","headline":"NRC Health: $184,862 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NRC Health disclosed $184,862 ($185K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NRC Health","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/70487/000143774926015775/0001437749-26-015775-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"193dc08e350ea87a867f22f92f63cccc","headline":"NUVERA COMMUNICATIONS, INC.: $530,572 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NUVERA COMMUNICATIONS, INC. disclosed $530,572 ($531K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVERA COMMUNICATIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/71557/000143774926011856/0001437749-26-011856-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6e12e7f8628b7929cdaeb72e0ce40ff7","headline":"MOVADO GROUP, INC.: $5,180,710 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"MOVADO GROUP, INC. disclosed $5,180,710 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MOVADO GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/72573/000114036126019208/0001140361-26-019208-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"dfc2aebde701b7a75b92abc3f565e918","headline":"Oxford Industries, Inc.: $5,315,173 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"Oxford Industries, Inc. disclosed $5,315,173 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oxford Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/75288/000007528826000032/0000075288-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7426b0e121ce985419a51c8f319dbe6b","headline":"Park Aerospace Corp.: $303,255 total compensation for the principal executive officer, fiscal year ended 2025-03-02","summary":"Park Aerospace Corp. disclosed $303,255 ($303K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Park Aerospace Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/76267/000207709626000207/0002077096-26-000207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-02","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f047a546a31a9e408200d16e545a2a01","headline":"TUTOR PERINI CORPORATION: $26,042,027 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TUTOR PERINI CORPORATION disclosed $26,042,027 ($26.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TUTOR PERINI CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/77543/000007754326000088/0000077543-26-000088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"575da5b3b66a2d6b251f2e4e65c33eaa","headline":"PVH Corp.: $16,278,038 total compensation for the principal executive officer, fiscal year ended 2025-02-02","summary":"PVH Corp. disclosed $16,278,038 ($16.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PVH Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78239/000121390026053710/0001213900-26-053710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-02","captured_at":"2026-07-28 21:33:18"},{"signal_id":"36e6030830df26f31077d3697a5afe53","headline":"AGILYSYS, INC.: $1,124,906 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"AGILYSYS, INC. disclosed $1,124,906 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AGILYSYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78749/000119312526306113/0001193125-26-306113-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0d08a80120bfe6a781984340e33aae62","headline":"National Presto Industries, Inc.: $658,422 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"National Presto Industries, Inc. disclosed $658,422 ($658K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"National Presto Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/80172/000143774926012242/0001437749-26-012242-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e4bfdd79665e284bb8c1d7e9c852186b","headline":"RESERVE PETROLEUM CO: $301,011 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RESERVE PETROLEUM CO disclosed $301,011 ($301K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RESERVE PETROLEUM CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/83350/000008335026000005/0000083350-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1acfdb517210891079d5f4411e5cd974","headline":"Travelers Companies, Inc.: $23,059,498 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Travelers Companies, Inc. disclosed $23,059,498 ($23.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travelers Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/86312/000008631226000103/0000086312-26-000103-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"51afc934a5aa6b1b80865ac2de2c2db4","headline":"SENECA FOODS CORPORATION: $1,012,423 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"SENECA FOODS CORPORATION disclosed $1,012,423 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENECA FOODS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88948/000143774926022933/0001437749-26-022933-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2f5297f2bacf003ab91a75bebbb0fab8","headline":"THE J. M. SMUCKER COMPANY: $10,976,383 total compensation for the principal executive officer, fiscal year ended 2025-04-30","summary":"THE J. M. SMUCKER COMPANY disclosed $10,976,383 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE J. M. SMUCKER COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91419/000119312526283858/0001193125-26-283858-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-04-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"ac24c189d30f83e997fb396ab1d6c263","headline":"Southern California Gas Company: $8,516,072 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Southern California Gas Company disclosed $8,516,072 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern California Gas Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92108/000119312526154917/0001193125-26-154917-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6f1de59df79880921a8eba5063500dc0","headline":"STANDARD MOTOR PRODUCTS, INC.: $1,568,037 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"STANDARD MOTOR PRODUCTS, INC. disclosed $1,568,037 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STANDARD MOTOR PRODUCTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93389/000009338926000052/0000093389-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5b9914bd776ffe16fc040668b853e448","headline":"CHEVRON CORPORATION: $32,716,940 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CHEVRON CORPORATION disclosed $32,716,940 ($32.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEVRON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93410/000119312526145617/0001193125-26-145617-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d5e7a5a2719dd406cc211dfd2ec3f213","headline":"STATE STREET CORPORATION: $16,715,967 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"STATE STREET CORPORATION disclosed $16,715,967 ($16.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STATE STREET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93751/000114036126013817/0001140361-26-013817-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5a1fed8e6e6057a429c816efdbcbdc94","headline":"Teleflex Incorporated: $9,204,397 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Teleflex Incorporated disclosed $9,204,397 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Teleflex Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/96943/000009694326000039/0000096943-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"aa989200d7cf5c08cc8e3b680c99652b","headline":"TEREX CORPORATION: $6,619,371 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TEREX CORPORATION disclosed $6,619,371 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEREX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97216/000009721626000071/0000097216-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f85e2c6c3ae3b630aef3963f3c587c0a","headline":"Thermo Fisher Scientific Inc.: $30,449,599 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Thermo Fisher Scientific Inc. disclosed $30,449,599 ($30.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Thermo Fisher Scientific Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97745/000119312526144585/0001193125-26-144585-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"152ef5badf8a4da3533a70955b55ed0c","headline":"TIDEWATER INC.: $5,870,091 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TIDEWATER INC. disclosed $5,870,091 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TIDEWATER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/98222/000110465926050441/0001104659-26-050441-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"ddd56867b99d4ab0ba9a4652c0f2b3cc","headline":"TRANSCAT, INC.: $1,815,360 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"TRANSCAT, INC. disclosed $1,815,360 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSCAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/99302/000114036126029371/0001140361-26-029371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:18"},{"signal_id":"78dfbf88104f781d85bd3f3bdaeddcac","headline":"United Airlines Holdings, Inc.: $33,924,988 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"United Airlines Holdings, Inc. disclosed $33,924,988 ($33.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Airlines Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/100517/000110465926040467/0001104659-26-040467-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d7d2a9ba9d86dbf7a8dcdf8aa00f3684","headline":"UNITED STATES ANTIMONY CORPORATION: $652,084 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UNITED STATES ANTIMONY CORPORATION disclosed $652,084 ($652K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNITED STATES ANTIMONY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101538/000114036126015650/0001140361-26-015650-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"279e9526123d560e25cfb9c19458fc54","headline":"US Energy Corp: $889,385 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"US Energy Corp disclosed $889,385 ($889K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"US Energy Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101594/000143774926011411/0001437749-26-011411-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"98b7f15fbdbb4c72e980bdb04da51e3b","headline":"VISHAY INTERTECHNOLOGY INC: $5,451,180 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VISHAY INTERTECHNOLOGY INC disclosed $5,451,180 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY INTERTECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/103730/000010373026000029/0000103730-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5180c259d806f8573d93a1fa23a91dd6","headline":"Walmart Inc.: $27,408,854 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"Walmart Inc. disclosed $27,408,854 ($27.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Walmart Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/104169/000119312526173673/0001193125-26-173673-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"444b4be7174b6280e1d18097bc28c08d","headline":"Watsco, Inc.: $6,377,831 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Watsco, Inc. disclosed $6,377,831 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Watsco, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105016/000119312526174970/0001193125-26-174970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"bcfd4932e12fb85b2fbdb00b25ce5cc6","headline":"EMCOR GROUP, INC.: $13,959,058 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EMCOR GROUP, INC. disclosed $13,959,058 ($14.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EMCOR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105634/000114036126015809/0001140361-26-015809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"494b7ed39a2c5ec48b5fcc299641e748","headline":"World Acceptance Corporation: $2,276,080 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"World Acceptance Corporation disclosed $2,276,080 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Acceptance Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/108385/000010838526000029/0000108385-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7e6b1287335c7806f813e161cd1ec20d","headline":"SPECTRUM BRANDS HOLDINGS, INC.: $10,577,798 total compensation for the principal executive officer, fiscal year ended 2024-09-30","summary":"SPECTRUM BRANDS HOLDINGS, INC. disclosed $10,577,798 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPECTRUM BRANDS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109177/000010917726000030/0000109177-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-09-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"11c5bced5ba251ab4a6fd2e7a55a47bb","headline":"The TJX Companies, Inc.: $23,482,528 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"The TJX Companies, Inc. disclosed $23,482,528 ($23.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The TJX Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109198/000010919826000015/0000109198-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"87963a1d77e355d1abea4e2a4c877175","headline":"GT BIOPHARMA, INC.: $1,186,972 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GT BIOPHARMA, INC. disclosed $1,186,972 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GT BIOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109657/000149315226031922/0001493152-26-031922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7431748649c09e42c18045dc9f26eece","headline":"GRAYBAR ELECTRIC COMPANY, INC.: $12,242,076 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GRAYBAR ELECTRIC COMPANY, INC. disclosed $12,242,076 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GRAYBAR ELECTRIC COMPANY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/205402/000020540226000028/0000205402-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e0e8d8b59cd5e1deec9cc7d61ef79019","headline":"Cavco Industries, Inc.: $7,639,958 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"Cavco Industries, Inc. disclosed $7,639,958 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cavco Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/278166/000162828026043437/0001628280-26-043437-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:18"},{"signal_id":"631fc529c5a797cb39b47da59c47fd79","headline":"HAEMONETICS CORPORATION: $10,722,488 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"HAEMONETICS CORPORATION disclosed $10,722,488 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAEMONETICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/313143/000031314326000074/0000313143-26-000074-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:18"},{"signal_id":"741f23bc2f3c3f4f6d85654270d4d2da","headline":"McEwen Inc.: $4,907 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"McEwen Inc. disclosed $4,907 ($5K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McEwen Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314203/000110465926048627/0001104659-26-048627-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"247e17b2eb4cc334f5bce0eefec62702","headline":"First Busey Corporation: $2,847,082 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"First Busey Corporation disclosed $2,847,082 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Busey Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314489/000031448926000021/0000314489-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6ae33ff1fb006d44aef2637cbd501beb","headline":"ROBERT HALF INC.: $7,002,043 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ROBERT HALF INC. disclosed $7,002,043 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBERT HALF INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315213/000031521326000010/0000315213-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f8aa55060ea028b6fc2d32c6b1c7d838","headline":"Aon plc: $26,205,390 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Aon plc disclosed $26,205,390 ($26.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aon plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315293/000119312526187428/0001193125-26-187428-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0f9ec69c4f9c892ce54f43f4228ff883","headline":"Provectus Biopharmaceuticals, Inc.: $1,528,567 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Provectus Biopharmaceuticals, Inc. disclosed $1,528,567 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Provectus Biopharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315545/000149315226019805/0001493152-26-019805-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7aea9b8dcb9ad1f0b6806e96d7fea311","headline":"INTERNATIONAL BANCSHARES CORPORATION: $2,419,479 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTERNATIONAL BANCSHARES CORPORATION disclosed $2,419,479 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL BANCSHARES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315709/000110465926045414/0001104659-26-045414-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8f3c2507652a05f17e2314f2014ac5d8","headline":"CREDITRISKMONITOR.COM, INC.: $273,713 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CREDITRISKMONITOR.COM, INC. disclosed $273,713 ($274K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CREDITRISKMONITOR.COM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315958/000114036126026642/0001140361-26-026642-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"69cbfb33fff82756044cf2043a54c8cd","headline":"SCHWAB CHARLES CORP: $26,388,559 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SCHWAB CHARLES CORP disclosed $26,388,559 ($26.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHWAB CHARLES CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/316709/000119312526142826/0001193125-26-142826-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"80dd9a93d01a0b1bc871b4e144c5987b","headline":"DIGITAL TURBINE, INC.: $2,483,750 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"DIGITAL TURBINE, INC. disclosed $2,483,750 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIGITAL TURBINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/317788/000162828026048037/0001628280-26-048037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e86aeaa83936ae0d8104aa3a2b29b6cc","headline":"AMGEN INC.: $24,428,495 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMGEN INC. disclosed $24,428,495 ($24.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMGEN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318154/000119312526145588/0001193125-26-145588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3d42c85972169dd632b6402f7e10632d","headline":"ABEONA THERAPEUTICS INC.: $3,506,708 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ABEONA THERAPEUTICS INC. disclosed $3,506,708 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ABEONA THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318306/000149315226019153/0001493152-26-019153-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c5324c3a18c247265a8cbcb92c099583","headline":"SECURITY NATIONAL FINANCIAL CORPORATION: $1,345,577 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SECURITY NATIONAL FINANCIAL CORPORATION disclosed $1,345,577 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SECURITY NATIONAL FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318673/000149315226019219/0001493152-26-019219-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"545615d124af955aad0aefdcd4b2ca52","headline":"TEAM, INC.: $1,659,741 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TEAM, INC. disclosed $1,659,741 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEAM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318833/000031883326000014/0000318833-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c64e397bc01193da4e128a3d2654b57a","headline":"AMERIS BANCORP: $5,471,767 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMERIS BANCORP disclosed $5,471,767 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERIS BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351569/000114036126013509/0001140361-26-013509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"375cc33f545f581584c4ea14dd48b859","headline":"Data I/O Corporation: $926,843 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Data I/O Corporation disclosed $926,843 ($927K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Data I/O Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351998/000165495426005545/0001654954-26-005545-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"68932948bfd4f001afae79da4c2ee454","headline":"L.B. FOSTER COMPANY: $3,075,320 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"L.B. FOSTER COMPANY disclosed $3,075,320 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"L.B. FOSTER COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/352825/000114036126014171/0001140361-26-014171-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e645cf7f03311bab945773e4883a3af1","headline":"CVB FINANCIAL CORP.: $3,117,215 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CVB FINANCIAL CORP. disclosed $3,117,215 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVB FINANCIAL CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354647/000119312526144078/0001193125-26-144078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"56716ec2210980dddf48ce2015db5657","headline":"Hawaiian Electric Industries, Inc.: $6,536,011 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Hawaiian Electric Industries, Inc. disclosed $6,536,011 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hawaiian Electric Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354707/000110465926051288/0001104659-26-051288-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"a89f12df2b04d6ceda840886a520ec63","headline":"GENTEX CORPORATION: $4,780,362 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GENTEX CORPORATION disclosed $4,780,362 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENTEX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/355811/000035581126000016/0000355811-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"709019440438684ffb914bc64443594f","headline":"Trico Bancshares: $2,896,621 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Trico Bancshares disclosed $2,896,621 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trico Bancshares","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/356171/000035617126000033/0000356171-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1f2b2de55ac815e4175f23c7c827f511","headline":"OLD SECOND BANCORP INC: $2,693,418 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OLD SECOND BANCORP INC disclosed $2,693,418 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLD SECOND BANCORP INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/357173/000110465926039829/0001104659-26-039829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"592b61870b77704baa1c1c26638a44f2","headline":"KORU Medical Systems, Inc.: $1,271,525 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KORU Medical Systems, Inc. disclosed $1,271,525 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KORU Medical Systems, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/704440/000116169726000091/0001161697-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"a185835e97c8a58658720dcd77370582","headline":"Onto Innovation Inc.: $6,961,766 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Onto Innovation Inc. disclosed $6,961,766 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Onto Innovation Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/704532/000119312526143699/0001193125-26-143699-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"80baea6952e71a69ee0948e5fdd3fd7e","headline":"Union Bankshares, Inc.: $807,148 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Union Bankshares, Inc. disclosed $807,148 ($807K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Union Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/706863/000070686326000034/0000706863-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"cc7df410177c215b16dfd7bd83076dc7","headline":"AMERISERV FINANCIAL INC /PA/: $503,959 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMERISERV FINANCIAL INC /PA/ disclosed $503,959 ($504K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERISERV FINANCIAL INC /PA/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/707605/000114036126024337/0001140361-26-024337-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"71964c660c7c168b0fd2a5691170ae0b","headline":"PAR TECHNOLOGY CORPORATION: $15,414,510 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PAR TECHNOLOGY CORPORATION disclosed $15,414,510 ($15.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAR TECHNOLOGY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708821/000070882126000048/0000708821-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"13d0322291fb38864c352ef6e5699bf0","headline":"First Financial Bancorp.: $3,317,486 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"First Financial Bancorp. disclosed $3,317,486 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Financial Bancorp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708955/000110465926043973/0001104659-26-043973-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"55f21e156bce2b5bc4277b4c32a63515","headline":"Colony Bankcorp, Inc.: $956,204 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Colony Bankcorp, Inc. disclosed $956,204 ($956K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Colony Bankcorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/711669/000110465926044388/0001104659-26-044388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"22dfefd74077e9474fd6a0e8331c6e8d","headline":"ELECTRONIC ARTS INC.: $30,529,835 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"ELECTRONIC ARTS INC. disclosed $30,529,835 ($30.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ELECTRONIC ARTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712515/000130817926000382/0001308179-26-000382-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"baac59511e15de3d73a5c45d104ee34e","headline":"One Liberty Properties, Inc.: $1,845,844 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"One Liberty Properties, Inc. disclosed $1,845,844 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"One Liberty Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712770/000114036126015499/0001140361-26-015499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f988ed457a87cf4978c0e438a3a5c7f4","headline":"ConnectOne Bancorp, Inc.: $3,801,528 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ConnectOne Bancorp, Inc. disclosed $3,801,528 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ConnectOne Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712771/000143774926011892/0001437749-26-011892-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"37e74c6cec47fad490f37651eb63a6e3","headline":"Arrow Financial Corporation: $1,233,686 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Arrow Financial Corporation disclosed $1,233,686 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Arrow Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/717538/000071753826000045/0000717538-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2d6b8ca0bb06953fd251e4496a5933f0","headline":"Community Bancorp /VT: $597,130 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Community Bancorp /VT disclosed $597,130 ($597K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Community Bancorp /VT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/718413/000207709626000057/0002077096-26-000057-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e81daa319f9fe162403ff12886472b15","headline":"APYX MEDICAL CORPORATION: $975,971 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"APYX MEDICAL CORPORATION disclosed $975,971 ($976K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APYX MEDICAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719135/000143774926021840/0001437749-26-021840-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1ed7af1fbe22421e3b13206c431df144","headline":"Williams-Sonoma, Inc.: $27,692,374 total compensation for the principal executive officer, fiscal year ended 2025-02-02","summary":"Williams-Sonoma, Inc. disclosed $27,692,374 ($27.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Williams-Sonoma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719955/000071995526000109/0000719955-26-000109-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-02","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b7398ca543a54ef98ce719904fe67815","headline":"Stifel Financial Corp.: $16,082,515 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Stifel Financial Corp. disclosed $16,082,515 ($16.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Stifel Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720672/000119312526191643/0001193125-26-191643-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8ab6226f9f05b55276bcb986444c1ba4","headline":"INVESTORS TITLE COMPANY: $928,696 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INVESTORS TITLE COMPANY disclosed $928,696 ($929K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVESTORS TITLE COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720858/000114036126014376/0001140361-26-014376-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2e29c8960f0eb960ed1b7a950cafaf8f","headline":"MESA LABORATORIES, INC.: $6,599,891 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"MESA LABORATORIES, INC. disclosed $6,599,891 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MESA LABORATORIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724004/000072400426000071/0000724004-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7709e7ea6e96419e0597eb78d6379099","headline":"NVE Corporation: $586,515 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"NVE Corporation disclosed $586,515 ($587K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NVE Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724910/000137647426000455/0001376474-26-000455-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5d9bc267574225f8a76ed18a93561c0b","headline":"CEL-SCI CORPORATION: $1,070,554 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CEL-SCI CORPORATION disclosed $1,070,554 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CEL-SCI CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/725363/000165495426006496/0001654954-26-006496-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"999b74fc25284e7a299e70c1bc613355","headline":"CASEY'S GENERAL STORES, INC.: $10,680,190 total compensation for the principal executive officer, fiscal year ended 2025-04-30","summary":"CASEY'S GENERAL STORES, INC. disclosed $10,680,190 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASEY'S GENERAL STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/726958/000114036126029280/0001140361-26-029280-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-04-30","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5709ffc2643017eaf46edd9cffa1098b","headline":"SEACOAST BANKING CORPORATION OF FLORIDA: $3,860,417 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SEACOAST BANKING CORPORATION OF FLORIDA disclosed $3,860,417 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEACOAST BANKING CORPORATION OF FLORIDA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/730708/000162828026024690/0001628280-26-024690-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7a761962192dceb1855192068906ba98","headline":"HEALTHCARE SERVICES GROUP, INC.: $4,683,646 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HEALTHCARE SERVICES GROUP, INC. disclosed $4,683,646 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHCARE SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/731012/000073101226000021/0000731012-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f81ff4824acad8f75b518c2f017efe17","headline":"LiveRamp Holdings, Inc.: $9,582,835 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"LiveRamp Holdings, Inc. disclosed $9,582,835 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LiveRamp Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/733269/000110465926080505/0001104659-26-080505-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"959e263c9f9fb6c995f1ed779ea23517","headline":"Aemetis, Inc.: $1,637,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Aemetis, Inc. disclosed $1,637,000 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aemetis, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/738214/000143774926011626/0001437749-26-011626-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"dd6d39baefe19908f0ca6051bc620c81","headline":"R F INDUSTRIES LTD: $910,075 total compensation for the principal executive officer, fiscal year ended 2024-10-31","summary":"R F INDUSTRIES LTD disclosed $910,075 ($910K) in total compensation for its principal executive officer for the fiscal year ended 2024-10-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"R F INDUSTRIES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/740664/000143774926024661/0001437749-26-024661-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-10-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7a1ab370877b85165dc5e115f09a4f4a","headline":"REX American Resources Corporation: $4,237,352 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"REX American Resources Corporation disclosed $4,237,352 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REX American Resources Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744187/000093041326001049/0000930413-26-001049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b0bd3c6cbcbec4062c4c76b7eb3c8e77","headline":"Celldex Therapeutics, Inc.: $9,229,165 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Celldex Therapeutics, Inc. disclosed $9,229,165 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celldex Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744218/000110465926050884/0001104659-26-050884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b158c981a3f80d7dd2b2616d32431b4a","headline":"AMERICAN SHARED HOSPITAL SERVICES: $603,288 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMERICAN SHARED HOSPITAL SERVICES disclosed $603,288 ($603K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN SHARED HOSPITAL SERVICES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744825/000143774926014145/0001437749-26-014145-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f4adce709ab87a0cf16befe6b5bf847c","headline":"ROSS STORES, INC.: $16,994,251 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"ROSS STORES, INC. disclosed $16,994,251 ($17.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROSS STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/745732/000074573226000013/0000745732-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"19e9f53600d48c439e4ab69b966eba72","headline":"GARTNER, INC.: $18,352,293 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GARTNER, INC. disclosed $18,352,293 ($18.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARTNER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/749251/000074925126000159/0000749251-26-000159-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"cca74c6307f2256b9fcac3b844773255","headline":"QNB Corp.: $764,667 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"QNB Corp. disclosed $764,667 ($765K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QNB Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/750558/000119312526194037/0001193125-26-194037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"20db7d3d9b776253340e462f74f5c708","headline":"VIRCO MFG. CORPORATION: $557,091 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"VIRCO MFG. CORPORATION disclosed $557,091 ($557K) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VIRCO MFG. CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/751365/000162828026029844/0001628280-26-029844-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6fcb639ed5500c76aee3d30662707f51","headline":"Vicor Corporation: $719,107 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Vicor Corporation disclosed $719,107 ($719K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vicor Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/751978/000119312526194790/0001193125-26-194790-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8b48ac0e18d2f2c0034fe87a6d6c9b5f","headline":"UMH Properties, Inc.: $3,509,598 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UMH Properties, Inc. disclosed $3,509,598 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UMH Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752642/000149315226017167/0001493152-26-017167-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"78cf489841db8e4db8fbec438858f98d","headline":"McGrath RentCorp: $5,477,843 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"McGrath RentCorp disclosed $5,477,843 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McGrath RentCorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752714/000119312526177073/0001193125-26-177073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e28d3be61d13ee537a04564d92e43d63","headline":"CHEMUNG FINANCIAL CORP: $1,364,116 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CHEMUNG FINANCIAL CORP disclosed $1,364,116 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEMUNG FINANCIAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/763563/000076356326000009/0000763563-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"78bd58350af7a75a5713e20431e37ca9","headline":"BEST BUY CO., INC.: $16,150,300 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"BEST BUY CO., INC. disclosed $16,150,300 ($16.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEST BUY CO., INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/764478/000114036126018265/0001140361-26-018265-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d6a9f7dd3636a4c7ae96d9a2a016b494","headline":"Welltower Inc: $20,200,824 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Welltower Inc disclosed $20,200,824 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Welltower Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/766704/000076670426000014/0000766704-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2a2f356e511dddff195251caf5e8b7d1","headline":"AUTODESK, INC.: $25,192,846 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"AUTODESK, INC. disclosed $25,192,846 ($25.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AUTODESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769397/000076939726000030/0000769397-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"245c5d6d583e4e972bfdc2465a120233","headline":"Middleby Corp.: $7,525,481 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"Middleby Corp. disclosed $7,525,481 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middleby Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769520/000130817926000231/0001308179-26-000231-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6654195797fe6a2d2b880182ab92b9f9","headline":"Cirrus Logic, Inc.: $9,852,387 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"Cirrus Logic, Inc. disclosed $9,852,387 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cirrus Logic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/772406/000077240626000024/0000772406-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:18"},{"signal_id":"41e582ba0a4d27c115571351998e37e2","headline":"HBT Financial, Inc.: $1,218,259 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HBT Financial, Inc. disclosed $1,218,259 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HBT Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/775215/000077521526000037/0000775215-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8e8477e46c8ae9e6e544110be548c93d","headline":"Encompass Health Corporation: $9,301,929 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Encompass Health Corporation disclosed $9,301,929 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Encompass Health Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/785161/000078516126000105/0000785161-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"dc0cc9b5269cc87460c9676278e84263","headline":"HALLADOR ENERGY CO: $2,823,771 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HALLADOR ENERGY CO disclosed $2,823,771 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HALLADOR ENERGY CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/788965/000110465926043867/0001104659-26-043867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5dc524fbd12eed1f128de9d673bc33c7","headline":"World Kinect Corporation: $6,704,733 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"World Kinect Corporation disclosed $6,704,733 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Kinect Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/789460/000119312526187092/0001193125-26-187092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"36e0895319124e0a3668383ce4ac6c19","headline":"RADNET, INC.: $9,076,437 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RADNET, INC. disclosed $9,076,437 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RADNET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790526/000168316826003086/0001683168-26-003086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"82e7a8d9a429dfea1c5f60e3e71afe57","headline":"Brandywine Realty Trust: $4,929,748 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Brandywine Realty Trust disclosed $4,929,748 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brandywine Realty Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790816/000119312526145566/0001193125-26-145566-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f0cbd2634984f37c483fabcaccc97aba","headline":"Lakeland Industries, Inc.: $2,055,038 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"Lakeland Industries, Inc. disclosed $2,055,038 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lakeland Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798081/000079808126000008/0000798081-26-000008-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"450dcb815fc3fcfd578daad8deec9a36","headline":"ODYSSEY MARINE EXPLORATION, INC.: $902,243 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ODYSSEY MARINE EXPLORATION, INC. disclosed $902,243 ($902K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ODYSSEY MARINE EXPLORATION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798528/000119312526166743/0001193125-26-166743-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"672f923a8ae3c878d47aa0534869b5f6","headline":"Universal Health Realty Income Trust: $256,096 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Universal Health Realty Income Trust disclosed $256,096 ($256K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Universal Health Realty Income Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798783/000119312526183412/0001193125-26-183412-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8e24604fc88f11453a287e2ee4c3ac84","headline":"M/I Homes, Inc.: $10,943,634 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"M/I Homes, Inc. disclosed $10,943,634 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"M/I Homes, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799292/000119312526150356/0001193125-26-150356-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d03d3f5c29b1c6e2ef60897c29161bae","headline":"ChoiceOne Financial Services, Inc.: $888,391 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ChoiceOne Financial Services, Inc. disclosed $888,391 ($888K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ChoiceOne Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/803164/000114036126014320/0001140361-26-014320-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"506dea79b353d12a54c9711819e023df","headline":"SONO TEK CORP: $385,500 total compensation for the principal executive officer, fiscal year ended 2025-02-28","summary":"SONO TEK CORP disclosed $385,500 ($386K) in total compensation for its principal executive officer for the fiscal year ended 2025-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SONO TEK CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/806172/000117152026000185/0001171520-26-000185-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1b21629610d51727bf1405c084be528b","headline":"Kaiser Aluminum Corporation: $6,628,487 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Kaiser Aluminum Corporation disclosed $6,628,487 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kaiser Aluminum Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811596/000119312526187425/0001193125-26-187425-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9ad6463f4eb3ccf48c77c68517d99f45","headline":"SOLIGENIX, INC.: $832,627 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOLIGENIX, INC. disclosed $832,627 ($833K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLIGENIX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/812796/000110465926086341/0001104659-26-086341-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5787613d620f4ab27454030b0fd1a25e","headline":"DESTINATION XL GROUP, INC.: $2,894,568 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"DESTINATION XL GROUP, INC. disclosed $2,894,568 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DESTINATION XL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"MA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/813298/000119312526239304/0001193125-26-239304-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"675679045fcc983be96ecc610be2a165","headline":"LIFEWAY FOODS, INC.: $5,372,124 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LIFEWAY FOODS, INC. disclosed $5,372,124 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFEWAY FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/814586/000168316826003375/0001683168-26-003375-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"caf912f2293a002ee6b05c50e1bf7286","headline":"CONMED CORPORATION: $7,366,555 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CONMED CORPORATION disclosed $7,366,555 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONMED CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/816956/000081695626000047/0000816956-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2bd531f8c95a938456170a4371822d97","headline":"Amphenol Corporation: $17,156,750 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Amphenol Corporation disclosed $17,156,750 ($17.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amphenol Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/820313/000110465926040688/0001104659-26-040688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"04244ab385b99e7980fa0961e2ff1b06","headline":"G III APPAREL GROUP LTD /DE/: $16,652,646 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"G III APPAREL GROUP LTD /DE/ disclosed $16,652,646 ($16.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"G III APPAREL GROUP LTD /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/821002/000110465926055621/0001104659-26-055621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"feeff4b64bdfd8d183e983a3f3066f53","headline":"SLEEP NUMBER CORPORATION: $6,583,409 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"SLEEP NUMBER CORPORATION disclosed $6,583,409 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SLEEP NUMBER CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/827187/000082718726000031/0000827187-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7956589ab17c56ce6e120ef4fabcb9c7","headline":"Inuvo, Inc.: $973,867 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Inuvo, Inc. disclosed $973,867 ($974K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Inuvo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/829323/000165495426004157/0001654954-26-004157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"4760adeaf714a991c178168688fdab72","headline":"SCI Engineered Materials, Inc.: $478,713 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SCI Engineered Materials, Inc. disclosed $478,713 ($479K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCI Engineered Materials, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/830616/000120677426000195/0001206774-26-000195-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f90381c75f50b0ca4cecc1a8d8ce2a23","headline":"UTG, INC: $465,550 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UTG, INC disclosed $465,550 ($466K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UTG, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832480/000083248026000016/0000832480-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"82add427262cd1a5defdd13ed8a9dda7","headline":"GEOVAX LABS, INC.: $645,795 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GEOVAX LABS, INC. disclosed $645,795 ($646K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GEOVAX LABS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832489/000143774926017622/0001437749-26-017622-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"972abb1b1ad18391656eb15eafac3ece","headline":"Meritage Homes Corporation: $11,974,134 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Meritage Homes Corporation disclosed $11,974,134 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meritage Homes Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/833079/000083307926000098/0000833079-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"1a1ad3535989c34d0477904d15929da9","headline":"Callaway Golf Company: $9,378,565 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Callaway Golf Company disclosed $9,378,565 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Callaway Golf Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/837465/000083746526000013/0000837465-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"85dce5c455935629432fea152e80a35e","headline":"FirstCash Holdings, Inc.: $12,069,657 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FirstCash Holdings, Inc. disclosed $12,069,657 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FirstCash Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/840489/000110465926049885/0001104659-26-049885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0804a2cf36c679a17667aff52bc4d473","headline":"FRP HOLDINGS, INC.: $1,197,005 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FRP HOLDINGS, INC. disclosed $1,197,005 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRP HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844059/000084405926000045/0000844059-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b0a2bf665966342aaf89694fcb86499b","headline":"TETRA TECHNOLOGIES, INC.: $4,949,339 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TETRA TECHNOLOGIES, INC. disclosed $4,949,339 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TETRA TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844965/000084496526000026/0000844965-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3ea651f807ee6c774a4a0d99db2787ae","headline":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION: $3,260,876 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION disclosed $3,260,876 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/845877/000084587726000078/0000845877-26-000078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f4cba746596e8c8535142cf8a0bc409e","headline":"FUEL TECH, INC.: $449,483 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FUEL TECH, INC. disclosed $449,483 ($449K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FUEL TECH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/846913/000143774926012157/0001437749-26-012157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8e24eadcd80ddd72b1783b68d4fb655a","headline":"Gen Digital Inc.: $22,510,196 total compensation for the principal executive officer, fiscal year ended 2025-03-28","summary":"Gen Digital Inc. disclosed $22,510,196 ($22.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gen Digital Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/849399/000114036126029830/0001140361-26-029830-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-28","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d8bffda92724bfaff2d1f108ab1ae93e","headline":"Horace Mann Educators Corporation: $8,197,986 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Horace Mann Educators Corporation disclosed $8,197,986 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Horace Mann Educators Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/850141/000085014126000014/0000850141-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c242a16b604e10d4e7ba9d7310ff9f40","headline":"Exponent, Inc.: $3,495,068 total compensation for the principal executive officer, fiscal year ended 2025-01-03","summary":"Exponent, Inc. disclosed $3,495,068 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Exponent, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/851520/000119312526163945/0001193125-26-163945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-03","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5947631cc9cd681a6854d69ba0192d8c","headline":"Milestone Scientific Inc.: $881,422 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Milestone Scientific Inc. disclosed $881,422 ($881K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Milestone Scientific Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/855683/000149315226029558/0001493152-26-029558-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"4b067b9df0eab2038c1ab92d21820f76","headline":"CATHAY GENERAL BANCORP: $3,687,873 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CATHAY GENERAL BANCORP disclosed $3,687,873 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CATHAY GENERAL BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/861842/000143774926012477/0001437749-26-012477-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"cf78f4beac522a336ade6edaeaeed74a","headline":"FINANCIAL INSTITUTIONS, INC.: $1,408,963 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FINANCIAL INSTITUTIONS, INC. disclosed $1,408,963 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FINANCIAL INSTITUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/862831/000119312526143723/0001193125-26-143723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"76b50436463e140052d8d56b4effa993","headline":"Sypris Solutions, Inc.: $807,879 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Sypris Solutions, Inc. disclosed $807,879 ($808K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sypris Solutions, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864240/000119312526195346/0001193125-26-195346-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"bfd4d1d465ca721b3c0566d96bfbffaa","headline":"Trimble Inc.: $18,938,871 total compensation for the principal executive officer, fiscal year ended 2025-01-03","summary":"Trimble Inc. disclosed $18,938,871 ($18.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trimble Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864749/000086474926000042/0000864749-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-03","captured_at":"2026-07-28 21:33:18"},{"signal_id":"653002d173469bd97ba414cd7e8d1d3d","headline":"FLEX LTD.: $16,422,136 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"FLEX LTD. disclosed $16,422,136 ($16.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLEX LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/866374/000130817926000365/0001308179-26-000365-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6d2166104aa508c9609c7c86df7d9ba7","headline":"Dorman Products, Inc.: $6,517,942 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Dorman Products, Inc. disclosed $6,517,942 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorman Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/868780/000114036126013339/0001140361-26-013339-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"d5d1980a8664b733e0c8b35f63cafac8","headline":"REGENERON PHARMACEUTICALS, INC.: $6,823,034 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"REGENERON PHARMACEUTICALS, INC. disclosed $6,823,034 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REGENERON PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/872589/000130817926000340/0001308179-26-000340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"cdc397928b5c753d180994d68b70f956","headline":"SAREPTA THERAPEUTICS, INC.: $1,978,086 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SAREPTA THERAPEUTICS, INC. disclosed $1,978,086 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAREPTA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873303/000119312526177247/0001193125-26-177247-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"088bda763853822d1bf6bf0036776ec1","headline":"ONITY     GROUP INC.: $8,448,459 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ONITY     GROUP INC. disclosed $8,448,459 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ONITY     GROUP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873860/000149315226016598/0001493152-26-016598-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"b57f63f0a8748d2ff4b7b8aee2bb3415","headline":"Ionis Pharmaceuticals, Inc.: $15,400,343 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ionis Pharmaceuticals, Inc. disclosed $15,400,343 ($15.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ionis Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874015/000114036126016388/0001140361-26-016388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"7720e37c9f5f7330f8191d4bcab136ab","headline":"LIFETIME BRANDS, INC.: $3,907,942 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LIFETIME BRANDS, INC. disclosed $3,907,942 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFETIME BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874396/000119312526177145/0001193125-26-177145-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"257de3857336136c80570089a325ebec","headline":"OCTAVE SPECIALTY GROUP, INC.: $6,340,720 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OCTAVE SPECIALTY GROUP, INC. disclosed $6,340,720 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OCTAVE SPECIALTY GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874501/000162828026024684/0001628280-26-024684-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"fa8971f9566e929533192f717927c545","headline":"The Hartford Insurance Group, Inc.: $19,343,348 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"The Hartford Insurance Group, Inc. disclosed $19,343,348 ($19.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Hartford Insurance Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874766/000087476626000025/0000874766-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"2e15b4b1fc2a505fa707711db768d91f","headline":"CORVEL CORPORATION: $1,191,679 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"CORVEL CORPORATION disclosed $1,191,679 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORVEL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874866/000119312526285509/0001193125-26-285509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"050aa4d8f55f91e379d1da77af39b5e8","headline":"ULTRALIFE CORPORATION: $489,177 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ULTRALIFE CORPORATION disclosed $489,177 ($489K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ULTRALIFE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/875657/000143774926019134/0001437749-26-019134-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c4e4caf827882c406799ed39130cfc52","headline":"Lineage Cell Therapeutics, Inc.: $2,534,450 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Lineage Cell Therapeutics, Inc. disclosed $2,534,450 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lineage Cell Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876343/000119312526191556/0001193125-26-191556-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"705561e34bcfc6b5521813b88271a39d","headline":"Monro, Inc.: $2,700,124 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"Monro, Inc. disclosed $2,700,124 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876427/000119312526293555/0001193125-26-293555-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:18"},{"signal_id":"efe47ed30b2f50f5d7c04743e54d83d5","headline":"STAGWELL INC: $7,261,550 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"STAGWELL INC disclosed $7,261,550 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STAGWELL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876883/000110465926050360/0001104659-26-050360-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"81defb7ec91f4efdf077221ecc492c8a","headline":"KIMCO     REALTY CORP: $10,929,025 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KIMCO     REALTY CORP disclosed $10,929,025 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KIMCO     REALTY CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879101/000120677426000197/0001206774-26-000197-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"959c44e95fb36cf67700224b48315772","headline":"ATN International, Inc.: $2,204,737 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ATN International, Inc. disclosed $2,204,737 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATN International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879585/000110465926050554/0001104659-26-050554-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"8089464970dda74840360aa0fef913d4","headline":"WisdomTree, Inc.: $6,745,441 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"WisdomTree, Inc. disclosed $6,745,441 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WisdomTree, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880631/000121465926005251/0001214659-26-005251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e92c4c0c20d17036543c4c6ee11b8d9c","headline":"EAGLE FINANCIAL SERVICES, INC.: $1,033,801 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EAGLE FINANCIAL SERVICES, INC. disclosed $1,033,801 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAGLE FINANCIAL SERVICES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880641/000088064126000009/0000880641-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"6bcd1284e44c1510e27543179bb7d6f7","headline":"American Superconductor Corporation: $7,529,025 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"American Superconductor Corporation disclosed $7,529,025 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Superconductor Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880807/000119312526275809/0001193125-26-275809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3c2a226154c1e965806fe5c0c8ffa438","headline":"BIOCRYST PHARMACEUTICALS, INC.: $8,317,286 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BIOCRYST PHARMACEUTICALS, INC. disclosed $8,317,286 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIOCRYST PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882796/000162828026026822/0001628280-26-026822-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"101426569b0c18a8042b3556ecbec4ba","headline":"ROPER TECHNOLOGIES, INC.: $23,686,622 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ROPER TECHNOLOGIES, INC. disclosed $23,686,622 ($23.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROPER TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882835/000119312526145481/0001193125-26-145481-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"9765fc73528d93bfbf230a41293d3be4","headline":"VIRTUS INVESTMENT PARTNERS, INC.: $6,858,917 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VIRTUS INVESTMENT PARTNERS, INC. disclosed $6,858,917 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VIRTUS INVESTMENT PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883237/000119312526145685/0001193125-26-145685-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"08bfe3be80279339b6d0fb8db96618ac","headline":"ALPHA PRO TECH, LTD.: $987,030 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALPHA PRO TECH, LTD. disclosed $987,030 ($987K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALPHA PRO TECH, LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/884269/000143774926014020/0001437749-26-014020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"0fa4b5ee7f8d19d709a10b46b7d61778","headline":"BUCKLE, INC: $8,817,953 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"BUCKLE, INC disclosed $8,817,953 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUCKLE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885245/000088524526000016/0000885245-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:18"},{"signal_id":"f4e8c0bda07305a97925aa8949f6c193","headline":"Stratus Properties Inc.: $1,751,376 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Stratus Properties Inc. disclosed $1,751,376 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Stratus Properties Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885508/000119312526174846/0001193125-26-174846-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"81b6844b2c37e684cfc4f41259559561","headline":"U S PHYSICAL THERAPY INC /NV: $3,636,676 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"U S PHYSICAL THERAPY INC /NV disclosed $3,636,676 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"U S PHYSICAL THERAPY INC /NV","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885978/000114036126014952/0001140361-26-014952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5dedf30ed6ba95604d80044e01708840","headline":"SAGA COMMUNICATIONS, INC.: $1,656,270 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SAGA COMMUNICATIONS, INC. disclosed $1,656,270 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAGA COMMUNICATIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/886136/000114036126015641/0001140361-26-015641-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"c823143b49975e3fc4746a6aad898d63","headline":"The Cheesecake Factory Incorporated: $8,163,835 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"The Cheesecake Factory Incorporated disclosed $8,163,835 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Cheesecake Factory Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887596/000110465926042016/0001104659-26-042016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"234c0cf9ab975b69e22618d4607721da","headline":"FTI CONSULTING, INC.: $8,989,878 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FTI CONSULTING, INC. disclosed $8,989,878 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FTI CONSULTING, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887936/000119312526165147/0001193125-26-165147-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"20280b7b77f1a5351872ad898f88850a","headline":"OMEGA HEALTHCARE INVESTORS INC: $13,551,267 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OMEGA HEALTHCARE INVESTORS INC disclosed $13,551,267 ($13.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMEGA HEALTHCARE INVESTORS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/888491/000110465926045753/0001104659-26-045753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"359c5cf991231ee8408984ed2ca39db5","headline":"PATTERSON-UTI ENERGY, INC.: $12,051,176 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PATTERSON-UTI ENERGY, INC. disclosed $12,051,176 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PATTERSON-UTI ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/889900/000088990026000020/0000889900-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"5e55e40c5b760ea6ec5c3f5f76ac9327","headline":"Everforth, Inc.: $8,336,636 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Everforth, Inc. disclosed $8,336,636 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everforth, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/890564/000089056426000031/0000890564-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"437a90ae247fb0e640191a44bcb8db6f","headline":"UNIVERSAL INSURANCE HOLDINGS, INC.: $4,509,444 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UNIVERSAL INSURANCE HOLDINGS, INC. disclosed $4,509,444 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL INSURANCE HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891166/000119312526177529/0001193125-26-177529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"75d34208e90b385c9be7b55b38ff7c8d","headline":"FULL HOUSE RESORTS, INC.: $1,486,751 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FULL HOUSE RESORTS, INC. disclosed $1,486,751 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FULL HOUSE RESORTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891482/000089148226000018/0000891482-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"452cb96c4b71f04869362396ed8484cb","headline":"PERMA FIX ENVIRONMENTAL SERVICES INC: $456,461 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PERMA FIX ENVIRONMENTAL SERVICES INC disclosed $456,461 ($456K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PERMA FIX ENVIRONMENTAL SERVICES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891532/000149315226028364/0001493152-26-028364-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"85dc63b7062c8351434ee06086002065","headline":"THERIVA BIOLOGICS, INC.: $876,313 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"THERIVA BIOLOGICS, INC. disclosed $876,313 ($876K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THERIVA BIOLOGICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/894158/000110465926078859/0001104659-26-078859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"3b14d85d2c713f4211430b23ad9e8ac1","headline":"Rocky Brands, Inc.: $799,300 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Rocky Brands, Inc. disclosed $799,300 ($799K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rocky Brands, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/895456/000143774926013668/0001437749-26-013668-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"feee02ac9cfc33d8caa7bef83f58e6b0","headline":"UWHARRIE CAPITAL CORP: $712,034 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UWHARRIE CAPITAL CORP disclosed $712,034 ($712K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UWHARRIE CAPITAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898171/000119312526149273/0001193125-26-149273-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"e8c6f914a5cc0f8ec285fd0535f30469","headline":"REINSURANCE GROUP OF AMERICA,INCORPORATED: $11,455,249 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"REINSURANCE GROUP OF AMERICA,INCORPORATED disclosed $11,455,249 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REINSURANCE GROUP OF AMERICA,INCORPORATED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898174/000089817426000017/0000898174-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"ddf28f87414288bd41ce57042a9a8685","headline":"Anika Therapeutics, Inc.: $5,103,466 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Anika Therapeutics, Inc. disclosed $5,103,466 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Anika Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898437/000114036126017488/0001140361-26-017488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:18"},{"signal_id":"4b730cfe2114a4f8437fb181311e0332","headline":"The Allstate Corporation: $26,744,295 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"The Allstate Corporation disclosed $26,744,295 ($26.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Allstate Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899051/000089905126000063/0000899051-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"bf43d71f97c5c80db2a3be59519c69ea","headline":"MANNKIND CORPORATION: $9,490,628 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MANNKIND CORPORATION disclosed $9,490,628 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MANNKIND CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899460/000119312526145613/0001193125-26-145613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c543ba3be795811e078f05c522ba3580","headline":"VORNADO REALTY TRUST: $2,856,837 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VORNADO REALTY TRUST disclosed $2,856,837 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VORNADO REALTY TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899689/000110465926040386/0001104659-26-040386-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2a1fd48328ba3a5fff422b255e6c343b","headline":"TITAN INTERNATIONAL INC: $2,746,993 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TITAN INTERNATIONAL INC disclosed $2,746,993 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899751/000089975126000033/0000899751-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"7e5d96c6fe093f58f58afa7c2518a3d7","headline":"Myriad Genetics, Inc.: $13,630,599 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Myriad Genetics, Inc. disclosed $13,630,599 ($13.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Myriad Genetics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899923/000089992326000031/0000899923-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c5ead53e37e1f5c675c32d7e04619a76","headline":"Innodata Inc.: $6,700,750 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Innodata Inc. disclosed $6,700,750 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Innodata Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/903651/000110465926048201/0001104659-26-048201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"fc044158302e643eb270f7ec24113b72","headline":"EQUITY RESIDENTIAL: $11,359,954 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EQUITY RESIDENTIAL disclosed $11,359,954 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EQUITY RESIDENTIAL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906107/000119312526155007/0001193125-26-155007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a789d32f06b19a13dd85cdf299b59516","headline":"Nektar Therapeutics: $3,762,693 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Nektar Therapeutics disclosed $3,762,693 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nektar Therapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906709/000114036126016708/0001140361-26-016708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"de534ee46c238c151e660ef93c62d008","headline":"Monarch Casino & Resort, Inc.: $3,660,588 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Monarch Casino & Resort, Inc. disclosed $3,660,588 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monarch Casino & Resort, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/907242/000110465926042561/0001104659-26-042561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0eb92ed5caebe21d6356bb124f2b20e5","headline":"Sirius XM Holdings Inc.: $37,084,318 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Sirius XM Holdings Inc. disclosed $37,084,318 ($37.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sirius XM Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908937/000110465926041777/0001104659-26-041777-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"36dba92dd86bf877ad115ec65581bf4b","headline":"DIAMOND HILL INVESTMENT GROUP, INC.: $3,004,885 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DIAMOND HILL INVESTMENT GROUP, INC. disclosed $3,004,885 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIAMOND HILL INVESTMENT GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/909108/000119312526152869/0001193125-26-152869-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"de5a3bf90d8d79bcb32a1c37fb1ab400","headline":"MEDIFAST, INC.: $5,609,855 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MEDIFAST, INC. disclosed $5,609,855 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDIFAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910329/000162828026023890/0001628280-26-023890-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b857b81d397e53a7be26268c412a7b00","headline":"CBL & ASSOCIATES PROPERTIES, INC.: $4,391,267 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CBL & ASSOCIATES PROPERTIES, INC. disclosed $4,391,267 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CBL & ASSOCIATES PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910612/000119312526170410/0001193125-26-170410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4e81a22b094a2c2478764fb0691d0692","headline":"3D SYSTEMS CORPORATION: $2,126,755 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"3D SYSTEMS CORPORATION disclosed $2,126,755 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"3D SYSTEMS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910638/000119312526146294/0001193125-26-146294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a9999a31210a740bf69da1d0f9fee1fd","headline":"CASELLA WASTE SYSTEMS, INC.: $4,166,661 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CASELLA WASTE SYSTEMS, INC. disclosed $4,166,661 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASELLA WASTE SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911177/000119312526161565/0001193125-26-161565-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9f3e5ac038ba6ffd947ebb7564b0b900","headline":"PALATIN     TECHNOLOGIES, INC.: $1,448,350 total compensation for the principal executive officer, fiscal year ended 2024-06-30","summary":"PALATIN     TECHNOLOGIES, INC. disclosed $1,448,350 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PALATIN     TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911216/000149315226030126/0001493152-26-030126-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-06-30","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c484a72196177944c96f927bb2a98e9c","headline":"Gibraltar Industries, Inc.: $5,234,163 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Gibraltar Industries, Inc. disclosed $5,234,163 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gibraltar Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/912562/000091256226000083/0000912562-26-000083-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a8de6699f89c77dc36a860f9ea79289e","headline":"Steven Madden, Ltd.: $9,078,571 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Steven Madden, Ltd. disclosed $9,078,571 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Steven Madden, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913241/000149315226015299/0001493152-26-015299-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4a159cdcda8d758ef84cadbfde291ded","headline":"CLARUS CORPORATION: $3,042,662 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CLARUS CORPORATION disclosed $3,042,662 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLARUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913277/000110465926048192/0001104659-26-048192-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c1624602083b4a3f6e1b66859622469a","headline":"Perma-Pipe International Holdings, Inc.: $1,723,244 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Perma-Pipe International Holdings, Inc. disclosed $1,723,244 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Perma-Pipe International Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914122/000143774926016549/0001437749-26-016549-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"ac16197c742858b3db8b4fe391b3dc7f","headline":"UFP TECHNOLOGIES, INC.: $5,276,527 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UFP TECHNOLOGIES, INC. disclosed $5,276,527 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UFP TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914156/000162828026028710/0001628280-26-028710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a21390f82399b978d8e6ccb58685b59f","headline":"Martin Marietta Materials, Inc.: $17,716,763 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Martin Marietta Materials, Inc. disclosed $17,716,763 ($17.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Martin Marietta Materials, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/916076/000119312526157039/0001193125-26-157039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"22aa8f09f9790630433cd665929aacaf","headline":"SOLITARIO RESOURCES CORP.: $484,974 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOLITARIO RESOURCES CORP. disclosed $484,974 ($485K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLITARIO RESOURCES CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/917225/000165495426004066/0001654954-26-004066-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0310ff965a77ff04342233333de2cb58","headline":"EAGLE MATERIALS INC.: $10,031,035 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"EAGLE MATERIALS INC. disclosed $10,031,035 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAGLE MATERIALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/918646/000119312526271073/0001193125-26-271073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"492150b4c1484959fe43039220208486","headline":"AMERICAN EAGLE OUTFITTERS, INC.: $14,980,527 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"AMERICAN EAGLE OUTFITTERS, INC. disclosed $14,980,527 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN EAGLE OUTFITTERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/919012/000119312526227158/0001193125-26-227158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:19"},{"signal_id":"35615503259dab4b55a7552845e4adb8","headline":"Labcorp Holdings Inc.: $19,327,354 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Labcorp Holdings Inc. disclosed $19,327,354 ($19.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Labcorp Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/920148/000119312526150752/0001193125-26-150752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9ba8a675c345b1b7aa91ca64e8be71a0","headline":"IMAX CORPORATION: $7,981,811 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"IMAX CORPORATION disclosed $7,981,811 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMAX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921582/000162828026027220/0001628280-26-027220-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"15bfe093ff1dcbcd20ebce3f46ae9d44","headline":"PENN ENTERTAINMENT, INC.: $26,676,300 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PENN ENTERTAINMENT, INC. disclosed $26,676,300 ($26.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PENN ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921738/000114036126016846/0001140361-26-016846-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"99694b8c59acbff2a484e444b60609af","headline":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY: $3,929,548 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY disclosed $3,929,548 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/922864/000119312526177149/0001193125-26-177149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"851a1f0d5a09474401481eb59c9fe8a8","headline":"SMITH-MIDLAND CORPORATION: $473,493 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SMITH-MIDLAND CORPORATION disclosed $473,493 ($473K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMITH-MIDLAND CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/924719/000165495426005625/0001654954-26-005625-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"6450b3f2fa88f7e79cb54ae8073549d4","headline":"OMNICELL, INC.: $8,174,639 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OMNICELL, INC. disclosed $8,174,639 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMNICELL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/926326/000110465926042631/0001104659-26-042631-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"15fc68a49be8a4e32d58202481e486c2","headline":"MIND Technology, Inc.: $678,293 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"MIND Technology, Inc. disclosed $678,293 ($678K) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MIND Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/926423/000143774926019049/0001437749-26-019049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d21740e0b33b23afb34178b016c14223","headline":"DAVITA INC.: $21,807,489 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DAVITA INC. disclosed $21,807,489 ($21.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAVITA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927066/000092706626000053/0000927066-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"439ad139d272574c282449f8519afe7a","headline":"McKESSON CORPORATION: $20,161,714 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"McKESSON CORPORATION disclosed $20,161,714 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McKESSON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927653/000092765326000169/0000927653-26-000169-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"195dde23519ec7b8d020db201af4f388","headline":"CONSOLIDATED WATER CO. LTD.: $1,462,458 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CONSOLIDATED WATER CO. LTD. disclosed $1,462,458 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSOLIDATED WATER CO. LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928340/000110465926046528/0001104659-26-046528-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f77da1cb91481f71d57a14d6afe81451","headline":"Covenant Logistics Group, Inc.: $2,039,597 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Covenant Logistics Group, Inc. disclosed $2,039,597 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Covenant Logistics Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928658/000143774926011971/0001437749-26-011971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1cd752b15691dffff27f1f74acb71c39","headline":"WESCO INTERNATIONAL, INC.: $11,458,263 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"WESCO INTERNATIONAL, INC. disclosed $11,458,263 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WESCO INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/929008/000119312526159688/0001193125-26-159688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b33cd19cd3871cb06ae844c314721ea9","headline":"RCI Hospitality Holdings, Inc.: $1,829,649 total compensation for the principal executive officer, fiscal year ended 2024-09-30","summary":"RCI Hospitality Holdings, Inc. disclosed $1,829,649 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RCI Hospitality Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/935419/000162828026047485/0001628280-26-047485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-09-30","captured_at":"2026-07-28 21:33:19"},{"signal_id":"39cba2a4347594b1f7001281c0813a90","headline":"EXELIXIS, INC.: $12,732,048 total compensation for the principal executive officer, fiscal year ended 2025-01-03","summary":"EXELIXIS, INC. disclosed $12,732,048 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXELIXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/939767/000093976726000046/0000939767-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-03","captured_at":"2026-07-28 21:33:19"},{"signal_id":"77d12e4860c58f517de222d091809de1","headline":"Pyxus International, Inc.: $3,639,225 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Pyxus International, Inc. disclosed $3,639,225 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pyxus International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/939930/000093993026000026/0000939930-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f6ead69c2588c80270e6cc62160ac16c","headline":"CIVISTA BANCSHARES, INC.: $2,311,331 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CIVISTA BANCSHARES, INC. disclosed $2,311,331 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CIVISTA BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944745/000119312526145510/0001193125-26-145510-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c74c38d4070b4019eb5cce6aa92f9cbd","headline":"OPKO Health, Inc.: $2,163,800 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OPKO Health, Inc. disclosed $2,163,800 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPKO Health, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944809/000119312526197120/0001193125-26-197120-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"30d8be04068b2c37ab06e4f260eaa999","headline":"CLIMB GLOBAL SOLUTIONS, INC.: $1,884,260 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CLIMB GLOBAL SOLUTIONS, INC. disclosed $1,884,260 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLIMB GLOBAL SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/945983/000114036126016707/0001140361-26-016707-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"bff207a45367174e8c48c6dbe7414702","headline":"Take-Two Interactive Software, Inc.: $106,457 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Take-Two Interactive Software, Inc. disclosed $106,457 ($106K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Take-Two Interactive Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946581/000162828026049813/0001628280-26-049813-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"91a08169799d9fb127ec7b94e3a01736","headline":"BANNER CORPORATION: $3,182,264 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BANNER CORPORATION disclosed $3,182,264 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANNER CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946673/000094667326000114/0000946673-26-000114-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d456765be25b98375e80088c4c3b0f8e","headline":"LifeMD, Inc.: $1,063,459 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LifeMD, Inc. disclosed $1,063,459 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LifeMD, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/948320/000149315226020419/0001493152-26-020419-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"337f7363b1ce60eccd01b77ea2210869","headline":"Smith Micro Software, Inc.: $897,698 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Smith Micro Software, Inc. disclosed $897,698 ($898K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Smith Micro Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/948708/000143774926012555/0001437749-26-012555-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a4e8713368aaf30cebeb4578f3ec5fc6","headline":"ACHIEVE LIFE SCIENCES, INC.: $2,518,977 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ACHIEVE LIFE SCIENCES, INC. disclosed $2,518,977 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACHIEVE LIFE SCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/949858/000094985826000006/0000949858-26-000006-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"aabc1fc658bc1bb5ce7418c31772acb7","headline":"MEDALLION FINANCIAL CORP: $2,594,638 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MEDALLION FINANCIAL CORP disclosed $2,594,638 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDALLION FINANCIAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000209/000119312526197272/0001193125-26-197272-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"940937c664886d1efbb4c40a9a646322","headline":"HENRY SCHEIN, INC.: $11,640,272 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"HENRY SCHEIN, INC. disclosed $11,640,272 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HENRY SCHEIN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000228/000119312526146317/0001193125-26-146317-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:19"},{"signal_id":"eb06e16f8d1222a5dd0cb399a876a36e","headline":"INSPERITY, INC.: $9,366,248 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INSPERITY, INC. disclosed $9,366,248 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPERITY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000753/000100075326000043/0001000753-26-000043-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"614d1328ea8d24c299bc16f8eb17eacd","headline":"Broadway Financial Corporation: $908,464 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Broadway Financial Corporation disclosed $908,464 ($908K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Broadway Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001171/000114036126018278/0001140361-26-018278-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"67970dca6a92cc29b97d6dcb7705c2eb","headline":"TG THERAPEUTICS, INC.: $18,752,897 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TG THERAPEUTICS, INC. disclosed $18,752,897 ($18.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TG THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001316/000143774926014233/0001437749-26-014233-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9c8388158a9d6c2f3eb34b0dbddbc906","headline":"NWPX INFRASTRUCTURE, INC.: $3,168,871 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NWPX INFRASTRUCTURE, INC. disclosed $3,168,871 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NWPX INFRASTRUCTURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001385/000143774926013175/0001437749-26-013175-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"aeded188a96b54b58632579e1f636012","headline":"Riley Exploration Permian, Inc.: $3,542,059 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Riley Exploration Permian, Inc. disclosed $3,542,059 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Riley Exploration Permian, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001614/000114036126014090/0001140361-26-014090-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a6a9ef2ce9b672ef946d0ae3103cd2a0","headline":"SOUTHERN COPPER CORP/: $1,208,377 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOUTHERN COPPER CORP/ disclosed $1,208,377 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUTHERN COPPER CORP/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001838/000110465926044982/0001104659-26-044982-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"ee98389cd7e937d4644808ed8f07159c","headline":"NetApp, Inc.: $23,127,224 total compensation for the principal executive officer, fiscal year ended 2025-04-25","summary":"NetApp, Inc. disclosed $23,127,224 ($23.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-04-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NetApp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1002047/000119312526321210/0001193125-26-321210-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-04-25","captured_at":"2026-07-28 21:33:19"},{"signal_id":"70f3a942e45706c1ea2a906b4cb62928","headline":"AFFILIATED MANAGERS GROUP, INC.: $13,030,846 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AFFILIATED MANAGERS GROUP, INC. disclosed $13,030,846 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AFFILIATED MANAGERS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004434/000162828026025798/0001628280-26-025798-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"280924ebc9c8cf8caecff6b9a41e8b0b","headline":"OceanFirst Financial Corp.: $3,049,880 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OceanFirst Financial Corp. disclosed $3,049,880 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OceanFirst Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004702/000130817926000348/0001308179-26-000348-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"224251fdefb5dbee33eb19adef8484f5","headline":"Columbus McKinnon Corporation: $5,325,938 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Columbus McKinnon Corporation disclosed $5,325,938 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Columbus McKinnon Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005229/000100522926000032/0001005229-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"bf33893566deba59389c1e0b67c56f96","headline":"UNIVERSAL DISPLAY CORPORATION: $9,087,741 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UNIVERSAL DISPLAY CORPORATION disclosed $9,087,741 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL DISPLAY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005284/000119312526173622/0001193125-26-173622-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"ce9d0aa35869b3c5d806b0215ca36f3b","headline":"Tompkins Financial Corporation: $1,874,651 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Tompkins Financial Corporation disclosed $1,874,651 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tompkins Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005817/000114036126013350/0001140361-26-013350-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"fe850e950c6dc6410ed226bc472910ef","headline":"Protalix BioTherapeutics, Inc.: $1,527,792 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Protalix BioTherapeutics, Inc. disclosed $1,527,792 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Protalix BioTherapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1006281/000110465926053016/0001104659-26-053016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a878521233d8ff5befd0ce87f5a15631","headline":"INNOVATE Corp.: $2,747,808 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INNOVATE Corp. disclosed $2,747,808 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INNOVATE Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1006837/000100683726000027/0001006837-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1edee6010784c9be408fcce0b6854df1","headline":"JAKKS Pacific, Inc.: $8,300,071 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"JAKKS Pacific, Inc. disclosed $8,300,071 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAKKS Pacific, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1009829/000118518526001465/0001185185-26-001465-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f94ebaac4575237b21c8b1ce3b0f019e","headline":"SIGA Technologies, Inc.: $4,588,317 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SIGA Technologies, Inc. disclosed $4,588,317 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIGA Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1010086/000114036126017421/0001140361-26-017421-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3f1a39c99430eeb91da6c25e4b3cba16","headline":"Rush Enterprises, Inc.: $10,024,142 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Rush Enterprises, Inc. disclosed $10,024,142 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1012019/000143774926011610/0001437749-26-011610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"5406481864b81cba39994c6e93fc3e68","headline":"PEGASYSTEMS INC.: $7,681,854 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PEGASYSTEMS INC. disclosed $7,681,854 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PEGASYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013857/000101385726000031/0001013857-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"18a93059ec6fff1dd068d1ec1c3c4023","headline":"TTEC Holdings, Inc.: $63,536 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TTEC Holdings, Inc. disclosed $63,536 ($64K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TTEC Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013880/000110465926042071/0001104659-26-042071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"33b16c98a4a31a2521b986b709d320d6","headline":"VERISIGN INC/CA: $14,055,378 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VERISIGN INC/CA disclosed $14,055,378 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERISIGN INC/CA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014473/000101447326000013/0001014473-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2cb75396e544e72a36cf4385838a4689","headline":"OPTION CARE HEALTH, INC.: $8,222,800 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OPTION CARE HEALTH, INC. disclosed $8,222,800 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPTION CARE HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014739/000114036126013825/0001140361-26-013825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"073c45957707c0b0de8c19a134943cbb","headline":"AWARE, INC.: $335,476 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AWARE, INC. disclosed $335,476 ($335K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AWARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1015739/000119312526237209/0001193125-26-237209-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"52e15296b230e425885fe6ff8a1db9d1","headline":"Abercrombie & Fitch Co.: $17,036,310 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"Abercrombie & Fitch Co. disclosed $17,036,310 ($17.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Abercrombie & Fitch Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018840/000101884026000022/0001018840-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a64a81cc63f3dba033dbaf343654d421","headline":"AMERISAFE, Inc.: $2,286,271 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMERISAFE, Inc. disclosed $2,286,271 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERISAFE, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018979/000119312526177410/0001193125-26-177410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"aed2cb280e525d7644d2197d879130ba","headline":"BIO KEY INTERNATIONAL INC: $309,491 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BIO KEY INTERNATIONAL INC disclosed $309,491 ($309K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIO KEY INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1019034/000143774926024414/0001437749-26-024414-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"e49f20e50671464d0eb599b626d4d51c","headline":"CERUS CORPORATION: $2,975,617 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CERUS CORPORATION disclosed $2,975,617 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CERUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020214/000102021426000011/0001020214-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b74981b85cd0f97e8e1790dc6af9f908","headline":"DXP Enterprises, Inc.: $5,254,317 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DXP Enterprises, Inc. disclosed $5,254,317 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DXP Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020710/000162828026029008/0001628280-26-029008-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"99323183cd755bd03ed1a4e625d7bf30","headline":"NOV Inc.: $11,974,375 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NOV Inc. disclosed $11,974,375 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NOV Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1021860/000119312526148884/0001193125-26-148884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b846af26a3c46855ee405ab675dd7637","headline":"ePlus inc.: $6,384,404 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"ePlus inc. disclosed $6,384,404 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ePlus inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022408/000114036126029593/0001140361-26-029593-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3c1a90a9c2d2f5834de8bef99708a7bc","headline":"Core Molding Technologies, Inc.: $1,966,118 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Core Molding Technologies, Inc. disclosed $1,966,118 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Core Molding Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1026655/000102665526000019/0001026655-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"eaa62bdc3fa5f5192b65fbe92a29fadc","headline":"Euronet Worldwide, Inc.: $14,115,622 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Euronet Worldwide, Inc. disclosed $14,115,622 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Euronet Worldwide, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1029199/000155485526000595/0001554855-26-000595-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"34fcaf6b2e94659da7a359b0adb5c680","headline":"IDAHO STRATEGIC RESOURCES, INC.: $240,500 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"IDAHO STRATEGIC RESOURCES, INC. disclosed $240,500 ($240K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IDAHO STRATEGIC RESOURCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030192/000165495426004296/0001654954-26-004296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"69720c664649f780403bec5be2104628","headline":"Celestica Inc.: $14,994,451 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Celestica Inc. disclosed $14,994,451 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celestica Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030894/000103089426000018/0001030894-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4889de36b9218bed9daec71034870ae7","headline":"Global Self Storage, Inc.: $813,323 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Global Self Storage, Inc. disclosed $813,323 ($813K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Global Self Storage, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1031235/000119312526191430/0001193125-26-191430-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"e85793564213105db3eea2a776607f5d","headline":"SLM Corporation: $11,804,848 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SLM Corporation disclosed $11,804,848 ($11.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SLM Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1032033/000119312526182200/0001193125-26-182200-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b7ae704b5cab742e2cd2b6117f56502a","headline":"California Water Service Group: $4,803,389 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"California Water Service Group disclosed $4,803,389 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"California Water Service Group","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035201/000110465926040708/0001104659-26-040708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"5d8fed16762cbf1e9d3c754eb3e14595","headline":"ELOXX PHARMACEUTICALS, INC.: $991,692 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ELOXX PHARMACEUTICALS, INC. disclosed $991,692 ($992K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ELOXX PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035354/000119312526214720/0001193125-26-214720-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0cec17d395346ea01b997e51868a94dd","headline":"Comfort Systems USA, Inc.: $8,176,738 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Comfort Systems USA, Inc. disclosed $8,176,738 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comfort Systems USA, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035983/000130817926000245/0001308179-26-000245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a934075435c7ef891a3669d862378d55","headline":"InTest Corporation: $1,121,018 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"InTest Corporation disclosed $1,121,018 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"InTest Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1036262/000103626226000024/0001036262-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f2b85ee9fdfe023767e3a54b6d148c0f","headline":"RALPH LAUREN CORPORATION: $23,079,435 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"RALPH LAUREN CORPORATION disclosed $23,079,435 ($23.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RALPH LAUREN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037038/000114036126025788/0001140361-26-025788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a513aeebdc4b7f9003ae62ceb2da4498","headline":"BXP, INC.: $12,844,078 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BXP, INC. disclosed $12,844,078 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BXP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037540/000103754026000010/0001037540-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"e29f943a5ab5cf86753dbe0e94fe5c40","headline":"Jones Lang LaSalle Incorporated: $16,993,053 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Jones Lang LaSalle Incorporated disclosed $16,993,053 ($17.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jones Lang LaSalle Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037976/000103797626000099/0001037976-26-000099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"aa0da645a2b2672fbf9f12a29451e8c8","headline":"SmartFinancial, Inc.: $1,039,830 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SmartFinancial, Inc. disclosed $1,039,830 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SmartFinancial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1038773/000110465926040440/0001104659-26-040440-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3c298a73f9ac5850e83e14d009a6fda6","headline":"PIXELWORKS, INC.: $1,785,032 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PIXELWORKS, INC. disclosed $1,785,032 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PIXELWORKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040161/000104016126000024/0001040161-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"167df66e433bd754354e86229f30c419","headline":"SL Green Realty Corp.: $20,685,756 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SL Green Realty Corp. disclosed $20,685,756 ($20.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SL Green Realty Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040971/000110465926046866/0001104659-26-046866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d72a91e03227c5831b2b7c6915b66e5b","headline":"Rockwell Medical, Inc.: $1,310,878 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Rockwell Medical, Inc. disclosed $1,310,878 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rockwell Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041024/000162828026028571/0001628280-26-028571-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"96b1914927b714edce5a9507eeb9e566","headline":"URBAN ONE, INC.: $5,549,923 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"URBAN ONE, INC. disclosed $5,549,923 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"URBAN ONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041657/000104165726000030/0001041657-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"6cc9c948242649c201f653a8627b0cae","headline":"Sonida Senior Living, Inc.: $3,195,933 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Sonida Senior Living, Inc. disclosed $3,195,933 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sonida Senior Living, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043000/000119312526182027/0001193125-26-182027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"14f5d31695aaee3af8cb2ad51c47546a","headline":"Annaly Capital Management, Inc.: $17,825,542 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Annaly Capital Management, Inc. disclosed $17,825,542 ($17.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Annaly Capital Management, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043219/000110465926052954/0001104659-26-052954-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"67db2c4362a4f9d32565d61dc287af3d","headline":"Precipio, Inc.: $462,102 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Precipio, Inc. disclosed $462,102 ($462K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precipio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043961/000114036126017462/0001140361-26-017462-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d70d3f602c3845da7ddf0bfa4f889160","headline":"Live Ventures Incorporated: $560,226 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Live Ventures Incorporated disclosed $560,226 ($560K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Live Ventures Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045742/000143774926018023/0001437749-26-018023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c62132f7287e3aa8e283cabc6ee44b96","headline":"NVIDIA CORPORATION: $49,866,251 total compensation for the principal executive officer, fiscal year ended 2025-01-26","summary":"NVIDIA CORPORATION disclosed $49,866,251 ($49.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-26, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NVIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045810/000104581026000036/0001045810-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-26","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0ef26592154574ea6e123915b5888338","headline":"Ingredion Incorporated: $11,903,681 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ingredion Incorporated disclosed $11,903,681 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ingredion Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046257/000104625726000151/0001046257-26-000151-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"24408c11fa88978b3b0fc063ee74c292","headline":"CHOICE HOTELS INTERNATIONAL INC /DE: $7,790,269 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CHOICE HOTELS INTERNATIONAL INC /DE disclosed $7,790,269 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHOICE HOTELS INTERNATIONAL INC /DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046311/000104631126000013/0001046311-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c22ff71d54d7f7a5d300d334318743f3","headline":"FRESH DEL MONTE PRODUCE INC.: $8,857,945 total compensation for the principal executive officer, fiscal year ended 2024-12-27","summary":"FRESH DEL MONTE PRODUCE INC. disclosed $8,857,945 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-27, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRESH DEL MONTE PRODUCE INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1047340/000119312526175837/0001193125-26-175837-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-27","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b45266fc0b485e8accf5ef807327da88","headline":"COMPX INTERNATIONAL INC: $1,363,609 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COMPX INTERNATIONAL INC disclosed $1,363,609 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMPX INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1049606/000104960626000007/0001049606-26-000007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9fe17fd620df3a8db3f06ac8de9f0f45","headline":"COLUMBIA SPORTSWEAR COMPANY: $2,853,738 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COLUMBIA SPORTSWEAR COMPANY disclosed $2,853,738 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA SPORTSWEAR COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050797/000105079726000062/0001050797-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2bf34dd6d7a82b80f3bf76db476388c6","headline":"Quanta Services, Inc.: $15,626,189 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Quanta Services, Inc. disclosed $15,626,189 ($15.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quanta Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050915/000119312526150293/0001193125-26-150293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"ca57de3fcc7c56426ed999c49f96aa48","headline":"CervoMed Inc.: $1,036,352 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CervoMed Inc. disclosed $1,036,352 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CervoMed Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053691/000143774926014032/0001437749-26-014032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d0b5baf16e7b466b106a081fc124bb47","headline":"CRA INTERNATIONAL, INC.: $4,190,131 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"CRA INTERNATIONAL, INC. disclosed $4,190,131 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRA INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053706/000110465926048570/0001104659-26-048570-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:19"},{"signal_id":"29f2862bb64cf856d2cf9b2b62423bdc","headline":"INTERPACE BIOSCIENCES, INC.: $703,792 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTERPACE BIOSCIENCES, INC. disclosed $703,792 ($704K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERPACE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1054102/000149315226032369/0001493152-26-032369-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"dbcab1bdb9f70743ea10313a717b60a0","headline":"MFA FINANCIAL, INC.: $8,081,167 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MFA FINANCIAL, INC. disclosed $8,081,167 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MFA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1055160/000114036126015388/0001140361-26-015388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9885625da105ed194dcb259db3de5227","headline":"Mannatech, Incorporated: $641,067 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Mannatech, Incorporated disclosed $641,067 ($641K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mannatech, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056358/000143774926012909/0001437749-26-012909-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4db72fbb0555ff7951c5b591c5abbb5c","headline":"Peoples Financial Services Corp.: $924,318 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Peoples Financial Services Corp. disclosed $924,318 ($924K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Peoples Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056943/000110465926041794/0001104659-26-041794-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"95442bf8a856ae0f49b5a8ac77439ea5","headline":"COSTAR GROUP, INC.: $37,393,960 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COSTAR GROUP, INC. disclosed $37,393,960 ($37.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COSTAR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1057352/000119312526197205/0001193125-26-197205-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c3d6bd1581f1d656a82f8ea011fe08c1","headline":"NextPlat Corp: $1,906,050 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NextPlat Corp disclosed $1,906,050 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextPlat Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1058307/000143774926014186/0001437749-26-014186-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4d4943c513d076dff613b4f8331f5997","headline":"Cytokinetics, Incorporated: $14,363,456 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cytokinetics, Incorporated disclosed $14,363,456 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytokinetics, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1061983/000114036126015364/0001140361-26-015364-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d125a124dc4b52909cfb29b4fd7758bb","headline":"Centrus Energy Corp.: $3,545,853 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Centrus Energy Corp. disclosed $3,545,853 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Centrus Energy Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065059/000162828026027241/0001628280-26-027241-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"5314bbc0f1e05edda1ea5d317379df31","headline":"eBay Inc.: $20,349,650 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"eBay Inc. disclosed $20,349,650 ($20.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"eBay Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065088/000155278126000285/0001552781-26-000285-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"6089be657b0ecf2fdb847dfc656014e1","headline":"EAST WEST BANCORP, INC.: $9,213,633 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EAST WEST BANCORP, INC. disclosed $9,213,633 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAST WEST BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069157/000207709626000050/0002077096-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c2cdc46fc67ef132687fe091d7aa3117","headline":"Axon Enterprise, Inc.: $164,525,721 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Axon Enterprise, Inc. disclosed $164,525,721 ($164.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Axon Enterprise, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069183/000162828026025521/0001628280-26-025521-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3db760a5650b3059ecbc0421175f53eb","headline":"AppTech Payments Corp.: $993,375 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AppTech Payments Corp. disclosed $993,375 ($993K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AppTech Payments Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070050/000168316826002919/0001683168-26-002919-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"8ec80e75c3dfb02b74ac69cadfe182ad","headline":"First Capital Inc: $363,868 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"First Capital Inc disclosed $363,868 ($364K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Capital Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070296/000110465926040934/0001104659-26-040934-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"7aae1a687cd644b2960a5aa9a3256bbf","headline":"PLAINS ALL AMERICAN PIPELINE LP: $8,511,945 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PLAINS ALL AMERICAN PIPELINE LP disclosed $8,511,945 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS ALL AMERICAN PIPELINE LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070423/000110465926041710/0001104659-26-041710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2882ec4f55825d48e419aacd1d9a552d","headline":"CF Bankshares Inc.: $1,593,188 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CF Bankshares Inc. disclosed $1,593,188 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CF Bankshares Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070680/000119312526172294/0001193125-26-172294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1ca488f1536665f8931e5c4c4c850c1a","headline":"Host Hotels & Resorts, Inc.: $16,430,377 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Host Hotels & Resorts, Inc. disclosed $16,430,377 ($16.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Host Hotels & Resorts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070750/000107075026000062/0001070750-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"7936893428449df53537e35e3b106c3e","headline":"KINGSWAY FINANCIAL SERVICES INC.: $637,250 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KINGSWAY FINANCIAL SERVICES INC. disclosed $637,250 ($637K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINGSWAY FINANCIAL SERVICES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1072627/000117494726000457/0001174947-26-000457-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"41049852c7a6b294ffc29ce1defceef8","headline":"Booking Holdings Inc.: $44,837,665 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Booking Holdings Inc. disclosed $44,837,665 ($44.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Booking Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1075531/000130817926000310/0001308179-26-000310-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"388df7bcc492e044aaa28252ebe1aff1","headline":"Novanta Inc.: $8,776,305 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Novanta Inc. disclosed $8,776,305 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Novanta Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1076930/000119312526175367/0001193125-26-175367-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"38f36ebb91acfb5ca3ae1de5aa2cfeb5","headline":"Hooker Furnishings Corporation: $1,624,654 total compensation for the principal executive officer, fiscal year ended 2025-02-02","summary":"Hooker Furnishings Corporation disclosed $1,624,654 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hooker Furnishings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1077688/000118518526001762/0001185185-26-001762-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-02","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9383d525ac95e0d46612f9e51bc682fb","headline":"NETSCOUT SYSTEMS, INC.: $2,437,479 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"NETSCOUT SYSTEMS, INC. disclosed $2,437,479 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NETSCOUT SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1078075/000119312526316095/0001193125-26-316095-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"382a8d9b05bfbdb3046fc9edbf71aaae","headline":"MANHATTAN BRIDGE CAPITAL, INC.: $445,875 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MANHATTAN BRIDGE CAPITAL, INC. disclosed $445,875 ($446K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MANHATTAN BRIDGE CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1080340/000149315226021832/0001493152-26-021832-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"31c2987a69bdb1e59fd694bc45988ac9","headline":"Presidio Property Trust, Inc.: $747,031 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Presidio Property Trust, Inc. disclosed $747,031 ($747K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Presidio Property Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1080657/000149315226018340/0001493152-26-018340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c4d8623b538dde600498b3b85c42cbfb","headline":"INTELLINETICS, INC.: $695,003 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTELLINETICS, INC. disclosed $695,003 ($695K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLINETICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1081745/000149315226020649/0001493152-26-020649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d23e8a0cf062c854821617c566be9c86","headline":"VirnetX Holding Corporation: $1,795,746 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VirnetX Holding Corporation disclosed $1,795,746 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VirnetX Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1082324/000114036126016717/0001140361-26-016717-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c729d58187862fcd6f7490205eaf77b0","headline":"United Therapeutics Corporation: $23,009,609 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"United Therapeutics Corporation disclosed $23,009,609 ($23.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Therapeutics Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1082554/000108255426000009/0001082554-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b8351919a7524e5a4b6fe50748e34d4d","headline":"JONES SODA CO.: $439,255 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"JONES SODA CO. disclosed $439,255 ($439K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JONES SODA CO.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1083522/000114036126029446/0001140361-26-029446-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9a5ea7668f2cfc7b0dbcaed08c8a446f","headline":"ENCORE CAPITAL GROUP, INC.: $5,335,337 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ENCORE CAPITAL GROUP, INC. disclosed $5,335,337 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENCORE CAPITAL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084961/000108496126000030/0001084961-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"eda2b6b3a972e716d6c2bf88c7fe2501","headline":"NATURAL GAS SERVICES GROUP, INC.: $2,546,910 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NATURAL GAS SERVICES GROUP, INC. disclosed $2,546,910 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATURAL GAS SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084991/000108499126000032/0001084991-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"efa127bb1916ac0534e6d891e4d8e8e0","headline":"Corcept Therapeutics Incorporated: $9,890,081 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Corcept Therapeutics Incorporated disclosed $9,890,081 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corcept Therapeutics Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1088856/000162828026025735/0001628280-26-025735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b6b37ac5de135afae3f06f4992715373","headline":"Southern First Bancshares, Inc.: $1,141,448 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Southern First Bancshares, Inc. disclosed $1,141,448 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern First Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090009/000120677426000194/0001206774-26-000194-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2e784ce3aec7c1b3e2be5ff4dc3be0f9","headline":"DEVON ENERGY CORP/DE: $17,040 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DEVON ENERGY CORP/DE disclosed $17,040 ($17K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DEVON ENERGY CORP/DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090012/000110465926067065/0001104659-26-067065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"817f0bef6c5f93b4f07935d2819d47ec","headline":"TABLE TRAC INC: $328,150 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TABLE TRAC INC disclosed $328,150 ($328K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TABLE TRAC INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090396/000143774926011855/0001437749-26-011855-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"25128e2a78356fd0111ef0a04814ce76","headline":"SPS COMMERCE, INC.: $14,405,176 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SPS COMMERCE, INC. disclosed $14,405,176 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPS COMMERCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1092699/000109269926000029/0001092699-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"91cd7bc2c2ee2085ba518c714e3cd863","headline":"PLUG POWER INC.: $2,240,079 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PLUG POWER INC. disclosed $2,240,079 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLUG POWER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1093691/000110465926052851/0001104659-26-052851-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d31e75eb382235a9d8007ea617dbcb58","headline":"BGC Group, Inc.: $15,000,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BGC Group, Inc. disclosed $15,000,000 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BGC Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1094831/000121390026048621/0001213900-26-048621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0606b85c49c35717e9972d4587620c0c","headline":"Everest Group, Ltd.: $7,939,305 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Everest Group, Ltd. disclosed $7,939,305 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everest Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095073/000162828026024596/0001628280-26-024596-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"bf827aafc6dcf564df321f7208763bb2","headline":"HEALTHSTREAM, INC.: $702,131 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HEALTHSTREAM, INC. disclosed $702,131 ($702K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHSTREAM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095565/000143774926012017/0001437749-26-012017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c2ec2aeb762dbc980d6840ef6e4881bb","headline":"WORKSPORT LTD.: $508,746 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"WORKSPORT LTD. disclosed $508,746 ($509K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WORKSPORT LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1096275/000149315226033929/0001493152-26-033929-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"66c381925adbc6dca6e7b0b189f140d3","headline":"Align Technology, Inc.: $27,321,179 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Align Technology, Inc. disclosed $27,321,179 ($27.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Align Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1097149/000109714926000023/0001097149-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"64f331c5b12d2cb88ad0e3da21fa0c20","headline":"Agenus Inc.: $4,146,777 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Agenus Inc. disclosed $4,146,777 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Agenus Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1098972/000119312526197536/0001193125-26-197536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f1721e973ee11383421c101d50e8c0d7","headline":"BEASLEY BROADCAST GROUP, INC.: $1,550,494 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BEASLEY BROADCAST GROUP, INC. disclosed $1,550,494 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEASLEY BROADCAST GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099160/000119312526246394/0001193125-26-246394-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3ea52d22cc4c633f84d97077ca395565","headline":"METLIFE, INC.: $20,321,179 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"METLIFE, INC. disclosed $20,321,179 ($20.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"METLIFE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099219/000109921926000026/0001099219-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c5586891cdba927ef599181f21298458","headline":"MERCADOLIBRE, INC.: $13,747,133 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MERCADOLIBRE, INC. disclosed $13,747,133 ($13.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MERCADOLIBRE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099590/000109959026000010/0001099590-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"7e751c237ad0dfad3a3b749a94d36bb0","headline":"Bread Financial Holdings, Inc.: $10,638,047 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Bread Financial Holdings, Inc. disclosed $10,638,047 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bread Financial Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1101215/000119312526144512/0001193125-26-144512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"e9fce0f647f23ab4f7b585968e1e2f29","headline":"NORTHERN OIL AND GAS, INC.: $8,070,289 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NORTHERN OIL AND GAS, INC. disclosed $8,070,289 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NORTHERN OIL AND GAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1104485/000110448526000013/0001104485-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c76432def36d386fb1ef294c23cca1ec","headline":"CURIS, INC.: $1,973,386 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CURIS, INC. disclosed $1,973,386 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CURIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108205/000110820526000053/0001108205-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"da8ea76b21036c0d13ed2e281d7567cb","headline":"TXNM Energy, Inc.: $5,626,175 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TXNM Energy, Inc. disclosed $5,626,175 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TXNM Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108426/000110842626000020/0001108426-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"63ea1302449b318d236c22819833f46c","headline":"HANMI FINANCIAL CORPORATION: $2,268,302 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HANMI FINANCIAL CORPORATION disclosed $2,268,302 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HANMI FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109242/000119312526157155/0001193125-26-157155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"678ba4e1e00cc7497cdad71d51d43d95","headline":"VISTEON CORPORATION: $14,415,883 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VISTEON CORPORATION disclosed $14,415,883 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISTEON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111335/000111133526000021/0001111335-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2d745fdfce342707739b755086e0c44e","headline":"RxSight, Inc.: $6,982,453 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RxSight, Inc. disclosed $6,982,453 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RxSight, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111485/000119312526187240/0001193125-26-187240-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1e060980d30e36a9167f0731535de1a8","headline":"Build-A-Bear Workshop, Inc.: $2,876,263 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Build-A-Bear Workshop, Inc. disclosed $2,876,263 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Build-A-Bear Workshop, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1113809/000143774926013976/0001437749-26-013976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a509286f4140c80af99bb24a770c7f09","headline":"INTEGER HOLDINGS CORPORATION: $8,675,379 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTEGER HOLDINGS CORPORATION disclosed $8,675,379 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTEGER HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114483/000111448326000009/0001114483-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"fb44c236c008cebcd6909d160b1c7b5a","headline":"FIRST NORTHERN COMMUNITY BANCORP: $831,346 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FIRST NORTHERN COMMUNITY BANCORP disclosed $831,346 ($831K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FIRST NORTHERN COMMUNITY BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114927/000143774926011866/0001437749-26-011866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a4060b452570dff64f0bb2ae20a7a18b","headline":"IMPINJ, INC.: $11,189,636 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"IMPINJ, INC. disclosed $11,189,636 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMPINJ, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114995/000119312526159032/0001193125-26-159032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"87c42d652e7a0896f1f13bc82ae73198","headline":"Nasdaq, Inc.: $21,518,170 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Nasdaq, Inc. disclosed $21,518,170 ($21.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nasdaq, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120193/000162828026027245/0001628280-26-027245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"80c971ba19ae18fdcb087007efbe595c","headline":"BROADWIND, INC.: $877,649 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BROADWIND, INC. disclosed $877,649 ($878K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BROADWIND, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120370/000143774926012220/0001437749-26-012220-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"799e0d0264675e2de703fa498bcc634c","headline":"PDF SOLUTIONS INC: $589,683 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PDF SOLUTIONS INC disclosed $589,683 ($590K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PDF SOLUTIONS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120914/000143774926013857/0001437749-26-013857-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"ecbcb068228ca6d6a3d2062fe58f3464","headline":"COMSTOCK INC.: $501,900 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COMSTOCK INC. disclosed $501,900 ($502K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSTOCK INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120970/000143774926011938/0001437749-26-011938-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"749086928d7cc0a54ea7be62506b64cf","headline":"GARMIN LTD.: $7,240,905 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"GARMIN LTD. disclosed $7,240,905 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARMIN LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1121788/000130817926000318/0001308179-26-000318-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f136b772dd0bf215b5188c3b1471ead4","headline":"BAB, Inc: $262,796 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BAB, Inc disclosed $262,796 ($263K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BAB, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1123596/000143774926012899/0001437749-26-012899-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"6e46e8a784bab7e9e0ef706ab4b9e337","headline":"CRYOPORT, INC.: $1,874,870 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CRYOPORT, INC. disclosed $1,874,870 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRYOPORT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124524/000114036126016129/0001140361-26-016129-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1f699170091357b6ec46d867d838f046","headline":"NLIGHT, INC.: $5,139,076 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NLIGHT, INC. disclosed $5,139,076 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NLIGHT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124796/000112479626000018/0001124796-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"dce5a67ecd6dafb529ca9b739311be37","headline":"MACROGENICS, INC.: $6,403,448 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MACROGENICS, INC. disclosed $6,403,448 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MACROGENICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1125345/000112534526000021/0001125345-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"22664c4589f2403cabfd7f09db3bc17b","headline":"GSI Technology, Inc.: $569,167 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"GSI Technology, Inc. disclosed $569,167 ($569K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GSI Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1126741/000110465926084241/0001104659-26-084241-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"bdc46585c0daaed8ce6e5f9da774763d","headline":"HOPE BANCORP, INC.: $3,314,768 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HOPE BANCORP, INC. disclosed $3,314,768 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HOPE BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128361/000153949726001123/0001539497-26-001123-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b79179ebf980507fd22c89e62d06f591","headline":"FLOWERS FOODS, INC.: $7,944,533 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"FLOWERS FOODS, INC. disclosed $7,944,533 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLOWERS FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128928/000110465926043025/0001104659-26-043025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4401e109a990a5b424fd12632b11cdde","headline":"SIERRA BANCORP: $1,402,302 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SIERRA BANCORP disclosed $1,402,302 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIERRA BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130144/000110465926040182/0001104659-26-040182-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f4a803a12b0e12e6ffdcf25e23fd7374","headline":"BIO GREEN MED SOLUTION, INC.: $585,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BIO GREEN MED SOLUTION, INC. disclosed $585,000 ($585K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIO GREEN MED SOLUTION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130166/000149315226020898/0001493152-26-020898-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"13eb476ee35d8511ecf5559d2aef33a3","headline":"Capricor Therapeutics, Inc.: $1,539,862 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Capricor Therapeutics, Inc. disclosed $1,539,862 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capricor Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1133869/000110465926042070/0001104659-26-042070-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"50d23a825cbcde5f12112978cfcc54d8","headline":"INTERNATIONAL TOWER HILL MINES LTD.: $302,793 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTERNATIONAL TOWER HILL MINES LTD. disclosed $302,793 ($303K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL TOWER HILL MINES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134115/000110465926040922/0001104659-26-040922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"19e6a9e046254fcfc94b85aef96e0cb8","headline":"CHARLIE'S HOLDINGS, INC.: $242,818 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CHARLIE'S HOLDINGS, INC. disclosed $242,818 ($243K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHARLIE'S HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134765/000143774926012836/0001437749-26-012836-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"33c8a65ef6c24bf1a09d0d98240e2477","headline":"HIREQUEST, INC.: $449,116 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HIREQUEST, INC. disclosed $449,116 ($449K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIREQUEST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140102/000143774926014187/0001437749-26-014187-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9bc9ea1a6c076d8d046b7e738f928238","headline":"Reed’s, Inc.: $493,358 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Reed’s, Inc. disclosed $493,358 ($493K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Reed’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140215/000149315226019611/0001493152-26-019611-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"6c97a2762e7ebf7f6454e2bd91f65e92","headline":"PEDEVCO CORP.: $367,125 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PEDEVCO CORP. disclosed $367,125 ($367K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PEDEVCO CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141197/000165495426006667/0001654954-26-006667-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"39f4d3afb02273ade5817a4383e24564","headline":"Nexstar Media Group, Inc.: $35,873,916 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Nexstar Media Group, Inc. disclosed $35,873,916 ($35.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nexstar Media Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1142417/000114241726000016/0001142417-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1b93abb015628ce33d43b80caa6f9513","headline":"APPLIED OPTOELECTRONICS, INC.: $3,695,421 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"APPLIED OPTOELECTRONICS, INC. disclosed $3,695,421 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPLIED OPTOELECTRONICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158114/000110465926048559/0001104659-26-048559-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1ed7adef1b770db0f60add05435aac12","headline":"COMSCORE, INC.: $651,557 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COMSCORE, INC. disclosed $651,557 ($652K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSCORE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158172/000119312526197109/0001193125-26-197109-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b560878b190fac5df0e758869c0e24e0","headline":"Pluri Inc.: $741,479 total compensation for the principal executive officer, fiscal year ended 2024-06-30","summary":"Pluri Inc. disclosed $741,479 ($741K) in total compensation for its principal executive officer for the fiscal year ended 2024-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pluri Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158780/000121390026047070/0001213900-26-047070-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-06-30","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a53df636d4a077c7c1d7177179186d79","headline":"JAMES HARDIE INDUSTRIES PLC: $10,932,453 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"JAMES HARDIE INDUSTRIES PLC disclosed $10,932,453 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAMES HARDIE INDUSTRIES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1159152/000162828026046522/0001628280-26-046522-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4383a81ea3b0519c05d62ff8299885e5","headline":"SAVARA INC.: $4,912,011 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SAVARA INC. disclosed $4,912,011 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAVARA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1160308/000119312526177353/0001193125-26-177353-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"93eea5b52a30ef9fb330245e3abbb4d9","headline":"South Dakota Soybean Processors, LLC: $640,780 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"South Dakota Soybean Processors, LLC disclosed $640,780 ($641K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"South Dakota Soybean Processors, LLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163609/000116360926000014/0001163609-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9c6cfdf4323d47112abd21a4d842e289","headline":"South Plains Financial, Inc.: $2,070,123 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"South Plains Financial, Inc. disclosed $2,070,123 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"South Plains Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163668/000114036126013355/0001140361-26-013355-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"13399acf4831c5c1f8b945a640d9254e","headline":"NABORS INDUSTRIES LTD.: $12,146,803 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NABORS INDUSTRIES LTD. disclosed $12,146,803 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NABORS INDUSTRIES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163739/000114036126016154/0001140361-26-016154-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4b333c31f06576772f7972c00fb7e9fc","headline":"Comcast Corporation: $33,861,622 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Comcast Corporation disclosed $33,861,622 ($33.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comcast Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1166691/000119312526177138/0001193125-26-177138-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0a4a90b5c1cab261cdad216f838ded38","headline":"Plumas Bancorp: $867,331 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Plumas Bancorp disclosed $867,331 ($867K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Plumas Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1168455/000143774926011848/0001437749-26-011848-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a11b315aeb3512d77e6db5ad6e091785","headline":"COMMVAULT SYSTEMS INC: $18,811,603 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"COMMVAULT SYSTEMS INC disclosed $18,811,603 ($18.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMMVAULT SYSTEMS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1169561/000116956126000018/0001169561-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"bc9649e1e34f2039b11d2eb1268e78e5","headline":"CYTOSORBENTS CORPORATION: $899,695 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CYTOSORBENTS CORPORATION disclosed $899,695 ($900K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CYTOSORBENTS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175151/000110465926077798/0001104659-26-077798-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"bc4890fbd8f619dbb6ed67564a500b67","headline":"CORPAY, INC.: $28,050,998 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CORPAY, INC. disclosed $28,050,998 ($28.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORPAY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175454/000117545426000022/0001175454-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1c7e4c8f3440e90e7538e40733ab8d59","headline":"ARES MANAGEMENT CORPORATION: $85,381,842 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARES MANAGEMENT CORPORATION disclosed $85,381,842 ($85.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARES MANAGEMENT CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1176948/000162828026026286/0001628280-26-026286-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"725775fbf6a7ca88d5754532dde4f4bb","headline":"SCYNEXIS, INC.: $2,027,854 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SCYNEXIS, INC. disclosed $2,027,854 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCYNEXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178253/000114036126018207/0001140361-26-018207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"34604fbab74ba761e31d6d0474e6ab3d","headline":"Alnylam Pharmaceuticals, Inc.: $11,492,970 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Alnylam Pharmaceuticals, Inc. disclosed $11,492,970 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alnylam Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178670/000162828026023923/0001628280-26-023923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f211b4b24d5e003d6784a46d57a011c9","headline":"GLAUKOS Corp: $9,030,345 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GLAUKOS Corp disclosed $9,030,345 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GLAUKOS Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1192448/000119312526157829/0001193125-26-157829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"9c12f3a692508f4eaa5db36ca25fffb3","headline":"American Public Education, Inc.: $2,909,301 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"American Public Education, Inc. disclosed $2,909,301 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Public Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1201792/000114036126013996/0001140361-26-013996-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"820d04bfca5c297a4c050a0212d59b93","headline":"First Advantage Corporation: $616,667 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"First Advantage Corporation disclosed $616,667 ($617K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Advantage Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210677/000119312526177294/0001193125-26-177294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0f2fce61e2cb13b972c726ab35630d02","headline":"Star Equity Holdings, Inc.: $410,350 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Star Equity Holdings, Inc. disclosed $410,350 ($410K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Star Equity Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210708/000119312526194281/0001193125-26-194281-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"d3b510eee70c228063c637211d5b687a","headline":"Western Alliance Bancorporation: $10,275,160 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Western Alliance Bancorporation disclosed $10,275,160 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Western Alliance Bancorporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1212545/000119312526170399/0001193125-26-170399-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"5e419348c3265e5c9aef8034c54d3a0b","headline":"Cardiff Oncology, Inc.: $2,401,376 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cardiff Oncology, Inc. disclosed $2,401,376 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cardiff Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1213037/000121303726000006/0001213037-26-000006-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a8578731ad3ce47ef81f8816942a20b1","headline":"DYADIC INTERNATIONAL, INC.: $1,039,797 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DYADIC INTERNATIONAL, INC. disclosed $1,039,797 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DYADIC INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1213809/000149315226022505/0001493152-26-022505-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3988453ef09493aca01f94481021c261","headline":"MEDICINOVA, INC.: $1,408,237 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MEDICINOVA, INC. disclosed $1,408,237 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDICINOVA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1226616/000119312526191866/0001193125-26-191866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"fbadc1e00d396be711432092ada5c0b4","headline":"Neuronetics, Inc.: $2,430,610 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Neuronetics, Inc. disclosed $2,430,610 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Neuronetics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1227636/000114036126013997/0001140361-26-013997-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"5f1046aacb002ab5c56502ada769d885","headline":"Piper Sandler Companies: $8,426,742 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Piper Sandler Companies disclosed $8,426,742 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Piper Sandler Companies","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1230245/000110465926041101/0001104659-26-041101-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"55c689f39272e9fb1891ee53e1759926","headline":"Jazz Pharmaceuticals plc: $15,527,464 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Jazz Pharmaceuticals plc disclosed $15,527,464 ($15.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jazz Pharmaceuticals plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1232524/000123252426000029/0001232524-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"5d1f7c5d24b5abaee2fe453a9a69d1d5","headline":"ARBOR REALTY TRUST, INC.: $12,057,878 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARBOR REALTY TRUST, INC. disclosed $12,057,878 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARBOR REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1253986/000125398626000027/0001253986-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2b927949a65504fe692bac02fd3c108a","headline":"FORTINET, INC.: $13,143,289 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FORTINET, INC. disclosed $13,143,289 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FORTINET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1262039/000207709626000106/0002077096-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c0153267d05627f99b528e363d6b0a2e","headline":"Hilltop Holdings Inc.: $4,386,912 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Hilltop Holdings Inc. disclosed $4,386,912 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hilltop Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1265131/000110465926053118/0001104659-26-053118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"71c6173b3a57280c9c1529f6011eeb4a","headline":"Assurant, Inc.: $13,777,291 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Assurant, Inc. disclosed $13,777,291 ($13.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Assurant, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267238/000126723826000018/0001267238-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0edbb93b18d38b7167644c44fc02679a","headline":"COHEN & COMPANY INC.: $4,025,189 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COHEN & COMPANY INC. disclosed $4,025,189 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COHEN & COMPANY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1270436/000110465926043967/0001104659-26-043967-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"be24d7142c87f2ec51b4bb60877eb2e7","headline":"Airgain, Inc.: $1,315,616 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Airgain, Inc. disclosed $1,315,616 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Airgain, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1272842/000119312526197736/0001193125-26-197736-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"be6f0a1ac41118fd88ef7d421dd7bf83","headline":"ADAMAS TRUST, INC.: $3,905,297 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ADAMAS TRUST, INC. disclosed $3,905,297 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADAMAS TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1273685/000127368526000038/0001273685-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a020a0afa517624d861fc9d6183a824d","headline":"Exagen Inc.: $1,184,500 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Exagen Inc. disclosed $1,184,500 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Exagen Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1274737/000127473726000020/0001274737-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"78831de3e79bdcb250e9114f6c9883a3","headline":"BANK OF THE JAMES FINANCIAL GROUP, INC.: $839,936 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BANK OF THE JAMES FINANCIAL GROUP, INC. disclosed $839,936 ($840K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANK OF THE JAMES FINANCIAL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275101/000127510126000013/0001275101-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"371a72f8fb44e7e83e6f3140c5d45b32","headline":"BIMINI CAPITAL MANAGEMENT, INC.: $2,752,423 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BIMINI CAPITAL MANAGEMENT, INC. disclosed $2,752,423 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIMINI CAPITAL MANAGEMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275477/000143774926013376/0001437749-26-013376-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0c261e5fd237c45b9cd19c857ab9e0f4","headline":"Genworth Financial, Inc.: $9,639,093 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Genworth Financial, Inc. disclosed $9,639,093 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genworth Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1276520/000127652026000019/0001276520-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"e5827ab6e776568d53da3603fbfc4582","headline":"MVB Financial Corp.: $2,170,010 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MVB Financial Corp. disclosed $2,170,010 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MVB Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1277902/000127790226000048/0001277902-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b0b0959e1a02e8372b4587691312556d","headline":"CELLECTAR BIOSCIENCES, INC.: $3,042,750 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CELLECTAR BIOSCIENCES, INC. disclosed $3,042,750 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CELLECTAR BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1279704/000110465926067626/0001104659-26-067626-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"392d1dc204ae8ebe5bc6f16ffec32bd1","headline":"Blackbaud, Inc.: $10,225,840 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Blackbaud, Inc. disclosed $10,225,840 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Blackbaud, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280058/000128005826000009/0001280058-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"67d11905e4af78e8013eb9052fa0d76a","headline":"Ambarella, Inc.: $7,477,266 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"Ambarella, Inc. disclosed $7,477,266 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ambarella, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280263/000119312526227183/0001193125-26-227183-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b4aa4ee163e18ba104607f7b255d9215","headline":"MONOLITHIC POWER SYSTEMS, INC.: $18,979,292 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MONOLITHIC POWER SYSTEMS, INC. disclosed $18,979,292 ($19.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MONOLITHIC POWER SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280452/000143774926014084/0001437749-26-014084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"52a16ea4eeefa1adf6d938675eb634b0","headline":"HERCULES CAPITAL, INC.: $9,076,742 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HERCULES CAPITAL, INC. disclosed $9,076,742 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HERCULES CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280784/000128078426000015/0001280784-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4557e537dc50aef39509390a113548a7","headline":"ROCKET PHARMACEUTICALS, INC.: $6,841,407 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ROCKET PHARMACEUTICALS, INC. disclosed $6,841,407 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROCKET PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1281895/000114036126013335/0001140361-26-013335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c4190d4a7cdedb0e79263d1fadf530dc","headline":"CLEARPOINT NEURO, INC.: $2,532,674 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CLEARPOINT NEURO, INC. disclosed $2,532,674 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEARPOINT NEURO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1285550/000119312526151345/0001193125-26-151345-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"23839b65e9693ea9e98b9a8d4f259645","headline":"The Mosaic Company: $9,880,653 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"The Mosaic Company disclosed $9,880,653 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Mosaic Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1285785/000128578526000061/0001285785-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f6d9d9b2530acc8c3e7bfdd9fe493e60","headline":"MEDICAL PROPERTIES TRUST, INC.: $16,388,255 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MEDICAL PROPERTIES TRUST, INC. disclosed $16,388,255 ($16.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDICAL PROPERTIES TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1287865/000119312526152971/0001193125-26-152971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"0f5f1170ca6486e8fab6bc348bf75885","headline":"W&T Offshore, Inc.: $4,171,834 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"W&T Offshore, Inc. disclosed $4,171,834 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"W&T Offshore, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1288403/000110465926047016/0001104659-26-047016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"5b2ac026c51eda029e01f24310c470d9","headline":"SPOK HOLDINGS, INC.: $2,241,872 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SPOK HOLDINGS, INC. disclosed $2,241,872 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPOK HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1289945/000128994526000028/0001289945-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"fd9f114747ce5365221f911e50715202","headline":"The Bancorp, Inc.: $7,523,916 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"The Bancorp, Inc. disclosed $7,523,916 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295401/000110465926042670/0001104659-26-042670-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3fb33dcaa72c969c66969ba2bdb8327c","headline":"Prestige Consumer Healthcare Inc.: $6,193,019 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Prestige Consumer Healthcare Inc. disclosed $6,193,019 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Prestige Consumer Healthcare Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295947/000129594726000021/0001295947-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"a2fc7898cbb36a7c6a04f609f73c310c","headline":"ORMAT TECHNOLOGIES, INC.: $3,820,182 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ORMAT TECHNOLOGIES, INC. disclosed $3,820,182 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORMAT TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1296445/000119312526166752/0001193125-26-166752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"aaa13b374f52d65afc0a3aa5255bd207","headline":"AMPHASTAR PHARMACEUTICALS, INC.: $7,734,759 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMPHASTAR PHARMACEUTICALS, INC. disclosed $7,734,759 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMPHASTAR PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297184/000129718426000023/0001297184-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"3f2c299eb6092f8a8336ba63c85a427e","headline":"ExlService Holdings, Inc.: $14,166,996 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ExlService Holdings, Inc. disclosed $14,166,996 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ExlService Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297989/000119312526181891/0001193125-26-181891-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f1ca540031321a8938c0343502bc86bd","headline":"Comstock Holding Companies, Inc.: $1,563,800 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Comstock Holding Companies, Inc. disclosed $1,563,800 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comstock Holding Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1299969/000162828026029004/0001628280-26-029004-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2fd5a656cdd98975ff166e2cc0d6ed4c","headline":"Pharma-Bio Serv, Inc.: $245,900 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Pharma-Bio Serv, Inc. disclosed $245,900 ($246K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pharma-Bio Serv, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1304161/000165495426003617/0001654954-26-003617-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"e00ef443d2c40daa582308752b25ef44","headline":"GREEN PLAINS INC.: $5,676,017 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GREEN PLAINS INC. disclosed $5,676,017 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREEN PLAINS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1309402/000130940226000050/0001309402-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f682b266e0ab0f819ce5f2edc4a3004b","headline":"ROBLOX CORPORATION: $2,984,326 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ROBLOX CORPORATION disclosed $2,984,326 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBLOX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1315098/000110465926044362/0001104659-26-044362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"93566d33ca25be8a3266cf8095fd4af4","headline":"OMEGA FLEX, INC.: $966,735 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OMEGA FLEX, INC. disclosed $966,735 ($967K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMEGA FLEX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1317945/000149315226019288/0001493152-26-019288-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"7f653e2960766557b3481583b70756f3","headline":"Zumiez Inc.: $877,260 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"Zumiez Inc. disclosed $877,260 ($877K) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zumiez Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1318008/000119312526177072/0001193125-26-177072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c859a431be4decb3afadb8e65db81290","headline":"Designer Brands Inc.: $4,882,753 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"Designer Brands Inc. disclosed $4,882,753 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Designer Brands Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1319947/000131994726000032/0001319947-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:19"},{"signal_id":"84d82860f31f281aac998d0a2690b59f","headline":"TSS, Inc.: $892,543 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TSS, Inc. disclosed $892,543 ($893K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TSS, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1320760/000114036126016374/0001140361-26-016374-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"f76473eb63e6dd9da65099a63710c6f8","headline":"Palantir Technologies Inc.: $4,630,170 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Palantir Technologies Inc. disclosed $4,630,170 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palantir Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1321655/000132165526000019/0001321655-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"04663b20f634363714a9ed8a8a169280","headline":"Penumbra, Inc.: $630,467 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Penumbra, Inc. disclosed $630,467 ($630K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Penumbra, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1321732/000132173226000010/0001321732-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"fac1a4bb839b70b84d74975a2077fe60","headline":"AtriCure, Inc.: $11,070,400 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AtriCure, Inc. disclosed $11,070,400 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AtriCure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1323885/000132388526000010/0001323885-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c203bb7e2eb982b894614f4d466027bb","headline":"RBC Bearings Incorporated: $19,558,706 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"RBC Bearings Incorporated disclosed $19,558,706 ($19.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RBC Bearings Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1324948/000114036126029594/0001140361-26-029594-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:19"},{"signal_id":"fa150004cd88100a4c41c276ab233ad8","headline":"IRADIMED CORPORATION: $689,580 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"IRADIMED CORPORATION disclosed $689,580 ($690K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IRADIMED CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325618/000162828026028903/0001628280-26-028903-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"73f0cd421c93008c407f1193e4901891","headline":"Primis Financial Corp.: $788,439 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Primis Financial Corp. disclosed $788,439 ($788K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Primis Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325670/000110465926041860/0001104659-26-041860-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"b74c0d32452d9e1d13a394001477d63e","headline":"ImmunityBio, Inc.: $10,954,875 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ImmunityBio, Inc. disclosed $10,954,875 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ImmunityBio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326110/000132611026000049/0001326110-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"4bee01101a8fd8fec18bee440af4039e","headline":"GENCO SHIPPING & TRADING LIMITED: $3,966,753 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GENCO SHIPPING & TRADING LIMITED disclosed $3,966,753 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENCO SHIPPING & TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326200/000093041326001509/0000930413-26-001509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"8ee57be2c4b0bb1de553c4415b53c1e8","headline":"Xencor Inc: $6,811,849 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Xencor Inc disclosed $6,811,849 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xencor Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326732/000132673226000031/0001326732-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"7506dbdba9ed4a71ecd0862530961b88","headline":"Meta Platforms, Inc.: $27,219,874 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Meta Platforms, Inc. disclosed $27,219,874 ($27.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meta Platforms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326801/000162828026025532/0001628280-26-025532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"7d0f3ce28cb8e8ce6fb44758638bdbd6","headline":"First Western Financial, Inc.: $1,262,464 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"First Western Financial, Inc. disclosed $1,262,464 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Western Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327607/000162828026027213/0001628280-26-027213-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"2c1bafed300dcea257da501b7746a184","headline":"OOMA, INC.: $3,584,848 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"OOMA, INC. disclosed $3,584,848 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OOMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327688/000119312526156970/0001193125-26-156970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"1a86548a5220205ddabe70f4dc43593f","headline":"CROCS, INC.: $12,432,742 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CROCS, INC. disclosed $12,432,742 ($12.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CROCS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334036/000133403626000020/0001334036-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"86d441df78d1d93bea9659665bc2a21c","headline":"URANIUM ENERGY CORP.: $5,365,453 total compensation for the principal executive officer, fiscal year ended 2024-07-31","summary":"URANIUM ENERGY CORP. disclosed $5,365,453 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-07-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"URANIUM ENERGY CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334933/000143774926020059/0001437749-26-020059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-07-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"795ca475c8b70aa43abb0f921e762bfc","headline":"LIVE NATION ENTERTAINMENT, INC.: $32,960,737 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LIVE NATION ENTERTAINMENT, INC. disclosed $32,960,737 ($33.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIVE NATION ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1335258/000119312526174146/0001193125-26-174146-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:19"},{"signal_id":"c08e92c953e565cac9d5c9998762b0fd","headline":"InfuSystem Holdings, Inc.: $2,515,221 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"InfuSystem Holdings, Inc. disclosed $2,515,221 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"InfuSystem Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1337013/000162828026024635/0001628280-26-024635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9d5388c16092a10af5c146da8a256a5a","headline":"ALDEYRA THERAPEUTICS, INC.: $3,931,645 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALDEYRA THERAPEUTICS, INC. disclosed $3,931,645 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALDEYRA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341235/000119312526182099/0001193125-26-182099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"d31ea0d8df15e6a79f127482e07a9498","headline":"Celsius Holdings, Inc.: $5,897,496 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Celsius Holdings, Inc. disclosed $5,897,496 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celsius Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341766/000119312526154918/0001193125-26-154918-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ee1ab31f0847f9467dc22769a6987ce9","headline":"YELP INC.: $9,659,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"YELP INC. disclosed $9,659,000 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"YELP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1345016/000134501626000027/0001345016-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ac9630eb84f015362fc5b680cf7b744d","headline":"Vanda Pharmaceuticals Inc.: $3,896,241 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Vanda Pharmaceuticals Inc. disclosed $3,896,241 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vanda Pharmaceuticals Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1347178/000162828026026893/0001628280-26-026893-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"09d9893756db913936971ebfff066e72","headline":"ALPHATEC HOLDINGS, INC.: $6,221,699 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALPHATEC HOLDINGS, INC. disclosed $6,221,699 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALPHATEC HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1350653/000119312526191867/0001193125-26-191867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"38d5ed57e612075d707b4cc1351c6825","headline":"SoundThinking, Inc.: $4,986,576 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SoundThinking, Inc. disclosed $4,986,576 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SoundThinking, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1351636/000119312526170312/0001193125-26-170312-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a17bc1bb1d86ba67ccd989147535de73","headline":"INTELLIGENT PROTECTION MANAGEMENT CORP.: $231,596 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTELLIGENT PROTECTION MANAGEMENT CORP. disclosed $231,596 ($232K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLIGENT PROTECTION MANAGEMENT CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1355839/000121390026044059/0001213900-26-044059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"463d5d078bb96a0bd2b5a077907e0775","headline":"Precigen, Inc.: $5,431,895 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Precigen, Inc. disclosed $5,431,895 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precigen, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356090/000114036126018214/0001140361-26-018214-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"672d7480e4e89c615a9224d8eee83bc4","headline":"NexPoint Diversified Real Estate Trust: $1,784,250 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NexPoint Diversified Real Estate Trust disclosed $1,784,250 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NexPoint Diversified Real Estate Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356115/000143774926012769/0001437749-26-012769-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"15607c54ebca589b7e280cb5f89aacd3","headline":"SUPERNUS PHARMACEUTICALS, INC.: $12,640,989 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SUPERNUS PHARMACEUTICALS, INC. disclosed $12,640,989 ($12.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUPERNUS PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356576/000110465926053111/0001104659-26-053111-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"af1e2611675feeba64fe2b557cd8cff7","headline":"Precision BioSciences, Inc.: $4,310,914 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Precision BioSciences, Inc. disclosed $4,310,914 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precision BioSciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1357874/000114036126013757/0001140361-26-013757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"d815bbb56cb2914e0324449824a87632","headline":"Protara Therapeutics, Inc.: $1,791,843 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Protara Therapeutics, Inc. disclosed $1,791,843 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Protara Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1359931/000121390026048536/0001213900-26-048536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"370c284b47321ab3e09fe11e062cedbe","headline":"HARROW, INC.: $1,358,490 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HARROW, INC. disclosed $1,358,490 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HARROW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1360214/000149315226018912/0001493152-26-018912-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a149ee6079feff0829d48fc0e497d2a2","headline":"VARONIS SYSTEMS, INC.: $14,502,288 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VARONIS SYSTEMS, INC. disclosed $14,502,288 ($14.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VARONIS SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361113/000114036126015263/0001140361-26-015263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"67fa71c926f318ac3fedc0a906bbcb90","headline":"Travel & Leisure Co.: $14,659,501 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Travel & Leisure Co. disclosed $14,659,501 ($14.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travel & Leisure Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361658/000136165826000019/0001361658-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4aa6b2f1330e1651609d9c2e341cdc4d","headline":"ICF INTERNATIONAL, INC.: $7,174,545 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ICF INTERNATIONAL, INC. disclosed $7,174,545 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ICF INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1362004/000114036126016102/0001140361-26-016102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a8ad85e4ffa65912482600f99ca8528f","headline":"AudioEye, Inc.: $400,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AudioEye, Inc. disclosed $400,000 ($400K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AudioEye, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1362190/000110465926060237/0001104659-26-060237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"52533af046d563ab57dad06d7995e8f5","headline":"Douglas Emmett, Inc.: $9,083,361 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Douglas Emmett, Inc. disclosed $9,083,361 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Douglas Emmett, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1364250/000136425026000020/0001364250-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"69a80a167903ac58d4c70c2c9fe0a366","headline":"SONOMA PHARMACEUTICALS,     INC.: $597,075 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"SONOMA PHARMACEUTICALS,     INC. disclosed $597,075 ($597K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SONOMA PHARMACEUTICALS,     INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1367083/000168316826005810/0001683168-26-005810-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0f76d0469051e01a0f3e8d71d2b11f1a","headline":"CLEAN ENERGY FUELS CORP.: $2,674,559 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CLEAN ENERGY FUELS CORP. disclosed $2,674,559 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAN ENERGY FUELS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368265/000110465926052378/0001104659-26-052378-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"867057160d3804d51ee8441bb16dcb70","headline":"ADMA BIOLOGICS, INC.: $7,918,734 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ADMA BIOLOGICS, INC. disclosed $7,918,734 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADMA BIOLOGICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368514/000114036126014799/0001140361-26-014799-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"28f5ab86befc8b22060e5933b410cea3","headline":"MYOMO, INC.: $1,240,467 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MYOMO, INC. disclosed $1,240,467 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MYOMO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1369290/000119312526223981/0001193125-26-223981-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"d6406919ba369dd2e3f4097546680514","headline":"CATALYST PHARMACEUTICALS, INC.: $7,774,160 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CATALYST PHARMACEUTICALS, INC. disclosed $7,774,160 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CATALYST PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"FL","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1369568/000119312526197490/0001193125-26-197490-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f6afe995dd2024944289fce6911a0de0","headline":"ANAPTYSBIO, INC.: $13,630,292 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ANAPTYSBIO, INC. disclosed $13,630,292 ($13.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANAPTYSBIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370053/000119312526288408/0001193125-26-288408-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ce145556c31b7200ae7067100eb2b71a","headline":"WILLDAN GROUP, INC.: $2,400,089 total compensation for the principal executive officer, fiscal year ended 2024-12-27","summary":"WILLDAN GROUP, INC. disclosed $2,400,089 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-27, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WILLDAN GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370450/000110465926048621/0001104659-26-048621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-27","captured_at":"2026-07-28 21:33:20"},{"signal_id":"62736b79236550085151d4b2cc506db5","headline":"ETSY, INC.: $17,956,561 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ETSY, INC. disclosed $17,956,561 ($18.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ETSY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370637/000137063726000026/0001370637-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"577caf4f5a64569781c19635a5140978","headline":"Ocugen, Inc.: $1,941,539 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ocugen, Inc. disclosed $1,941,539 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ocugen, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372299/000114036126017260/0001140361-26-017260-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"56e1c3aea117915e8ee3aba963059c4b","headline":"BOX, INC.: $12,608,146 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"BOX, INC. disclosed $12,608,146 ($12.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372612/000114036126021041/0001140361-26-021041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"6f04d7226980a8a4bef68b9ee188bb66","headline":"Green Brick Partners, Inc.: $8,175,587 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Green Brick Partners, Inc. disclosed $8,175,587 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Green Brick Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373670/000162828026037542/0001628280-26-037542-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b0f90ba2b4ec5e6f84c300debe98c616","headline":"SERVICENOW, INC.: $37,558,118 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SERVICENOW, INC. disclosed $37,558,118 ($37.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVICENOW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373715/000137371526000039/0001373715-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c584a7c7b9e6a81de36e00d19b8db318","headline":"FITLIFE BRANDS, INC.: $578,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FITLIFE BRANDS, INC. disclosed $578,000 ($578K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FITLIFE BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1374328/000143774926021797/0001437749-26-021797-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"363da73c4b8be5b89c65428c816ac2a7","headline":"Larimar Therapeutics, Inc.: $2,511,649 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Larimar Therapeutics, Inc. disclosed $2,511,649 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Larimar Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1374690/000119312526163942/0001193125-26-163942-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c13dc52b6f72a96872119a08ae5a8829","headline":"UR-ENERGY INC.: $1,010,565 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UR-ENERGY INC. disclosed $1,010,565 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UR-ENERGY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1375205/000110465926048693/0001104659-26-048693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f740edb0f8216b707de4422e9deaf358","headline":"CVR Energy, Inc.: $4,685,477 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CVR Energy, Inc. disclosed $4,685,477 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVR Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376139/000137613926000022/0001376139-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9898db35d84cb0a2f21214a5c7bdb016","headline":"PROTAGONIST THERAPEUTICS, INC.: $9,473,819 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PROTAGONIST THERAPEUTICS, INC. disclosed $9,473,819 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROTAGONIST THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1377121/000110465926050429/0001104659-26-050429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0c5894e7d5aeabb577b00b373ff84b25","headline":"GREENLIGHT CAPITAL RE, LTD.: $2,323,230 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GREENLIGHT CAPITAL RE, LTD. disclosed $2,323,230 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREENLIGHT CAPITAL RE, LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385613/000138561326000057/0001385613-26-000057-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"74b34c752b7cc6a3f24b95bb7b8a5faa","headline":"ENERGY FUELS INC.: $2,445,027 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ENERGY FUELS INC. disclosed $2,445,027 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENERGY FUELS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385849/000106299326002046/0001062993-26-002046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"e430847685d42c6d4560b6f2512793d9","headline":"NIAGEN BIOSCIENCE, INC.: $1,212,131 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NIAGEN BIOSCIENCE, INC. disclosed $1,212,131 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NIAGEN BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1386570/000138657026000022/0001386570-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c22dcd2cce86492cf3779d19f2484d3a","headline":"SELLAS LIFE SCIENCES GROUP, INC.: $1,189,773 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SELLAS LIFE SCIENCES GROUP, INC. disclosed $1,189,773 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SELLAS LIFE SCIENCES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1390478/000110465926047693/0001104659-26-047693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"8eeaf0c91f52a4e4585cc4f60e913807","headline":"Quaint Oak Bancorp, Inc.: $402,040 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Quaint Oak Bancorp, Inc. disclosed $402,040 ($402K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quaint Oak Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1391933/000092708926000054/0000927089-26-000054-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"fea4b9788f6d125cb622138e4a516714","headline":"Gevo, Inc.: $3,103,849 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Gevo, Inc. disclosed $3,103,849 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gevo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392380/000110465926041262/0001104659-26-041262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f7c0218b32a3343ad19a1e1d01dc874b","headline":"SurgePays, Inc.: $2,787,084 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SurgePays, Inc. disclosed $2,787,084 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SurgePays, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392694/000149315226021739/0001493152-26-021739-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7404593b22be3badbd7debafd4022d67","headline":"VEEVA SYSTEMS INC.: $172,436,000 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"VEEVA SYSTEMS INC. disclosed $172,436,000 ($172.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VEEVA SYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393052/000114036126018796/0001140361-26-018796-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7ec05752cd558c8e46960f1df3e01ae6","headline":"One Stop Systems, Inc.: $865,443 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"One Stop Systems, Inc. disclosed $865,443 ($865K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"One Stop Systems, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1394056/000119312526156058/0001193125-26-156058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"6bff92a426bbf40636e05301a3c12b62","headline":"AQUESTIVE THERAPEUTICS, INC.: $4,181,472 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AQUESTIVE THERAPEUTICS, INC. disclosed $4,181,472 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AQUESTIVE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1398733/000114036126016757/0001140361-26-016757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"aa28da13ab3e1fb42c3b3d7547868fdd","headline":"HCI GROUP, INC.: $20,200,846 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HCI GROUP, INC. disclosed $20,200,846 ($20.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HCI GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1400810/000119312526191649/0001193125-26-191649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b93c5a9315a3b79622474033872c2ad1","headline":"PUMA BIOTECHNOLOGY, INC.: $3,969,931 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PUMA BIOTECHNOLOGY, INC. disclosed $3,969,931 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PUMA BIOTECHNOLOGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401667/000143774926013671/0001437749-26-013671-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b63d64248baa24d6df401559e39512f6","headline":"DARE BIOSCIENCE, INC.: $898,382 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DARE BIOSCIENCE, INC. disclosed $898,382 ($898K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DARE BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401914/000140191426000014/0001401914-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"6ed10a854810cd7ba9bbbb54c1fc0ae5","headline":"CDW Corporation: $10,051,578 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CDW Corporation disclosed $10,051,578 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CDW Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402057/000130817926000251/0001308179-26-000251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7827f5e9734dc70245ccbf844797a03d","headline":"SS&C TECHNOLOGIES HOLDINGS, INC.: $25,870,693 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SS&C TECHNOLOGIES HOLDINGS, INC. disclosed $25,870,693 ($25.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SS&C TECHNOLOGIES HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402436/000119312526147619/0001193125-26-147619-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"045c31c54b7730c8a93efd7df7518d9d","headline":"Eledon Pharmaceuticals, Inc.: $5,644,970 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Eledon Pharmaceuticals, Inc. disclosed $5,644,970 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Eledon Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1404281/000119312526197732/0001193125-26-197732-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"e6f2c18daf2c5aa112956f437debd05e","headline":"BUNKER HILL MINING CORP.: $633,126 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BUNKER HILL MINING CORP. disclosed $633,126 ($633K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUNKER HILL MINING CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1407583/000149315226022767/0001493152-26-022767-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a69a7bc8ca9cb3698725f67671b624e0","headline":"Graphic Packaging Holding Co: $9,407,955 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Graphic Packaging Holding Co disclosed $9,407,955 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Graphic Packaging Holding Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408075/000119312526186948/0001193125-26-186948-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"40ef4a8adb3fc44d2858866dc2e0f66e","headline":"MILESTONE PHARMACEUTICALS INC.: $854,266 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MILESTONE PHARMACEUTICALS INC. disclosed $854,266 ($854K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MILESTONE PHARMACEUTICALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408443/000110465926052880/0001104659-26-052880-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"580d64d260568993daa2f7fe8c8ab96c","headline":"TITAN MACHINERY INC.: $1,161,858 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"TITAN MACHINERY INC. disclosed $1,161,858 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN MACHINERY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409171/000162828026028177/0001628280-26-028177-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"cd0485c68469c9d55a0bec1513bc517e","headline":"LendingClub Corporation: $8,914,714 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LendingClub Corporation disclosed $8,914,714 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LendingClub Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409970/000114036126015923/0001140361-26-015923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4198d1e54bf5ba534ca4859658f2c73e","headline":"Q2 Holdings, Inc.: $12,099,260 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Q2 Holdings, Inc. disclosed $12,099,260 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Q2 Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1410384/000141038426000029/0001410384-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"1b9f8ce78377915b028fefd159b29afe","headline":"AMC ENTERTAINMENT HOLDINGS, INC.: $11,353,972 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMC ENTERTAINMENT HOLDINGS, INC. disclosed $11,353,972 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMC ENTERTAINMENT HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"KS","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411579/000110465926086263/0001104659-26-086263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"df1754d0d47546f90b027c4d15d14a76","headline":"PHREESIA, INC.: $10,511,000 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"PHREESIA, INC. disclosed $10,511,000 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PHREESIA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1412408/000141240826000155/0001412408-26-000155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"72f556d0bfc79ab86610b4bde61203d6","headline":"INVO FERTILITY, INC.: $260,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INVO FERTILITY, INC. disclosed $260,000 ($260K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVO FERTILITY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1417926/000149315226029785/0001493152-26-029785-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"6096b9acb745a8277fcc960bf45627dd","headline":"Forte Biosciences, Inc.: $1,674,458 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Forte Biosciences, Inc. disclosed $1,674,458 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Forte Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419041/000119312526191515/0001193125-26-191515-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"d65aa48e2ed9f2a3077cca998f0cc975","headline":"Capital Bancorp, Inc.: $1,553,782 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Capital Bancorp, Inc. disclosed $1,553,782 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capital Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419536/000141953626000091/0001419536-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4d1853d93d22c6c942d583c311a27c20","headline":"BONE     BIOLOGICS CORPORATION: $384,897 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BONE     BIOLOGICS CORPORATION disclosed $384,897 ($385K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BONE     BIOLOGICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419554/000149315226031652/0001493152-26-031652-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b4d37186cf754b43458eb4a3ada1249b","headline":"Energy Recovery, Inc.: $3,746,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Energy Recovery, Inc. disclosed $3,746,000 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Energy Recovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1421517/000142151726000033/0001421517-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ac64c4b83662707c04c42910ebd8e90a","headline":"KURA ONCOLOGY, INC.: $6,242,348 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KURA ONCOLOGY, INC. disclosed $6,242,348 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KURA ONCOLOGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422143/000119312526151335/0001193125-26-151335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a1b2ec02ebd7ca6575cc5773d461e24e","headline":"PubMatic, Inc.: $9,165,522 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PubMatic, Inc. disclosed $9,165,522 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PubMatic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422930/000114036126014825/0001140361-26-014825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"98bd03ed18d11e9fcb7b5616c364323d","headline":"PCB Bancorp: $921,725 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PCB Bancorp disclosed $921,725 ($922K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PCB Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1423869/000142386926000011/0001423869-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"630b2663fc645a7d4cd72e7f47378fb6","headline":"SUI GROUP HOLDINGS LIMITED: $390,274 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SUI GROUP HOLDINGS LIMITED disclosed $390,274 ($390K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUI GROUP HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1425355/000165495426006723/0001654954-26-006723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"fc608d833fd90fd71cb46b057ea9c289","headline":"Assembly Biosciences, Inc.: $1,767,191 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Assembly Biosciences, Inc. disclosed $1,767,191 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Assembly Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1426800/000119312526170417/0001193125-26-170417-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"24316a064c7fb33a233b378af639f8db","headline":"TALPHERA, INC.: $1,038,992 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TALPHERA, INC. disclosed $1,038,992 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TALPHERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1427925/000143774926013895/0001437749-26-013895-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"66238a5e4544a5cf27ce708327307214","headline":"Roku, Inc.: $27,697,846 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Roku, Inc. disclosed $27,697,846 ($27.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Roku, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428439/000114036126016715/0001140361-26-016715-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"8ffe4a20c93c287d147ecea43200453b","headline":"FORTRESS BIOTECH, INC.: $1,380,197 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FORTRESS BIOTECH, INC. disclosed $1,380,197 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FORTRESS BIOTECH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1429260/000110465926050358/0001104659-26-050358-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"bfe969a3e8958c75603d74835e168489","headline":"SERVISFIRST BANCSHARES, INC.: $2,093,028 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SERVISFIRST BANCSHARES, INC. disclosed $2,093,028 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVISFIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1430723/000117184326002258/0001171843-26-002258-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a278da27e7373d3d9a53b773c4cfa85d","headline":"Oak Valley Bancorp: $980,578 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Oak Valley Bancorp disclosed $980,578 ($981K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oak Valley Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1431567/000143774926013894/0001437749-26-013894-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"24ace25350c5e5e69b1c50eb017c66e6","headline":"ANTERO RESOURCES CORPORATION: $14,160,181 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ANTERO RESOURCES CORPORATION disclosed $14,160,181 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANTERO RESOURCES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1433270/000130817926000330/0001308179-26-000330-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"3a24854f266a2acb6c863c825ee66949","headline":"INSPIREMD, INC.: $3,300,762 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INSPIREMD, INC. disclosed $3,300,762 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPIREMD, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1433607/000149315226018103/0001493152-26-018103-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ae823bb8a0f27d30c638708d5ed8a5c5","headline":"ClearSign Technologies Corporation: $475,256 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ClearSign Technologies Corporation disclosed $475,256 ($475K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ClearSign Technologies Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434524/000110465926049883/0001104659-26-049883-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"51edfa2f76b2d62397d4b9b1cf863eb0","headline":"Grand Canyon Education, Inc.: $2,006,779 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Grand Canyon Education, Inc. disclosed $2,006,779 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Grand Canyon Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434588/000110465926047719/0001104659-26-047719-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"53b1b7e86c6d87bc9edfc570b2b9b05e","headline":"ESPERION THERAPEUTICS, INC.: $3,175,240 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ESPERION THERAPEUTICS, INC. disclosed $3,175,240 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ESPERION THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434868/000162828026025499/0001628280-26-025499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"53664b82e59299cb66b08055a94f8769","headline":"BTCS INC.: $2,963,847 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BTCS INC. disclosed $2,963,847 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BTCS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1436229/000149315226016836/0001493152-26-016836-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4aefc17fd7d6a02b7d57ef9f54fdbf61","headline":"Warner Bros. Discovery, Inc.: $51,918,563 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Warner Bros. Discovery, Inc. disclosed $51,918,563 ($51.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Warner Bros. Discovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437107/000143710726000046/0001437107-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"02d8e29d61ba811914e8773289866ac5","headline":"Ardelyx, Inc.: $9,606,165 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ardelyx, Inc. disclosed $9,606,165 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ardelyx, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437402/000114036126017800/0001140361-26-017800-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"94f1651a7af4ac685633e4da55be001c","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.: $5,154,263 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS INC. disclosed $5,154,263 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437578/000119312526162582/0001193125-26-162582-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ae216a178a799ae02c068f5e4f78a340","headline":"Coastal Financial Corporation: $1,868,263 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Coastal Financial Corporation disclosed $1,868,263 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Coastal Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437958/000143795826000023/0001437958-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c83f3f166d29464ce7177e6f4dd586b8","headline":"Tandem Diabetes Care, Inc: $8,526,238 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Tandem Diabetes Care, Inc disclosed $8,526,238 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tandem Diabetes Care, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438133/000143813326000034/0001438133-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"26d2b19483eb999ed5c4fc2c0a40fec5","headline":"EVERSPIN TECHNOLOGIES, INC.: $3,022,589 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EVERSPIN TECHNOLOGIES, INC. disclosed $3,022,589 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVERSPIN TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438423/000162828026024076/0001628280-26-024076-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9084b8fdef67c4987c2ed2f3558429ff","headline":"TRAVERE THERAPEUTICS, INC.: $5,204,877 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TRAVERE THERAPEUTICS, INC. disclosed $5,204,877 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRAVERE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438533/000143853326000027/0001438533-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"de5aa85b8ea34cff5b51605cbaded62f","headline":"APPIAN CORPORATION: $1,150,276 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"APPIAN CORPORATION disclosed $1,150,276 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPIAN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1441683/000144168326000021/0001441683-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4b56b6eda47ad5c818550e9290df82b5","headline":"BOOZ ALLEN HAMILTON HOLDING CORPORATION: $13,999,139 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"BOOZ ALLEN HAMILTON HOLDING CORPORATION disclosed $13,999,139 ($14.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOOZ ALLEN HAMILTON HOLDING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1443646/000144364626000021/0001443646-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"cf5bdc8845375c33432edc2e78773389","headline":"IRONWOOD PHARMACEUTICALS, INC.: $6,083,631 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"IRONWOOD PHARMACEUTICALS, INC. disclosed $6,083,631 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IRONWOOD PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1446847/000110465926050325/0001104659-26-050325-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a0c2c24e28ea9085953b32a4214f4586","headline":"CASTLE BIOSCIENCES, INC.: $6,941,074 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CASTLE BIOSCIENCES, INC. disclosed $6,941,074 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASTLE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1447362/000162828026024166/0001628280-26-024166-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0c7d58af6ad83162db59a4f887cc0f5c","headline":"Embassy Bancorp, Inc.: $1,004,496 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Embassy Bancorp, Inc. disclosed $1,004,496 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Embassy Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1449794/000144979426000005/0001449794-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"64eeb08f6ac7a289402d37ae0eca1e53","headline":"SiTime Corporation: $12,758,288 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SiTime Corporation disclosed $12,758,288 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SiTime Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1451809/000145180926000026/0001451809-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"380e9b70fa3c34f3a57a07049bd85673","headline":"Xtant Medical Holdings, Inc.: $2,461,736 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Xtant Medical Holdings, Inc. disclosed $2,461,736 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xtant Medical Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1453593/000149315226029699/0001493152-26-029699-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"792b2e3b72f364e2e1e56428e5473626","headline":"CARTESIAN THERAPEUTICS, INC.: $7,314,211 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CARTESIAN THERAPEUTICS, INC. disclosed $7,314,211 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARTESIAN THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1453687/000145368726000072/0001453687-26-000072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"d5e3b580b177ff1cbecc5f418e3f46de","headline":"Alarm.com Holdings, Inc.: $3,029,015 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Alarm.com Holdings, Inc. disclosed $3,029,015 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alarm.com Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1459200/000110465926047867/0001104659-26-047867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f1daf1f8c2fb165d31104e285703a80b","headline":"FLUENT, INC.: $889,788 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FLUENT, INC. disclosed $889,788 ($890K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLUENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1460329/000143774926012972/0001437749-26-012972-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4cf5a5aeaa08ac1474e873b50e4da6b8","headline":"ALTISOURCE PORTFOLIO SOLUTIONS S.A.: $1,874,138 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALTISOURCE PORTFOLIO SOLUTIONS S.A. disclosed $1,874,138 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALTISOURCE PORTFOLIO SOLUTIONS S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1462418/000114036126013648/0001140361-26-013648-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2a7afc9fcbcf4c4ceebce426caf53728","headline":"ATLANTICUS HOLDINGS CORPORATION: $1,812,375 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ATLANTICUS HOLDINGS CORPORATION disclosed $1,812,375 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATLANTICUS HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1464343/000143774926012028/0001437749-26-012028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f51e066324086036be356cec76c41d6c","headline":"PennyMac Mortgage Investment Trust: $999,987 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PennyMac Mortgage Investment Trust disclosed $999,987 ($1000K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PennyMac Mortgage Investment Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1464423/000119312526166976/0001193125-26-166976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"333c44e0b0cd88ff9dfa44f4d5aeb85a","headline":"Dropbox, Inc.: $1,706,505 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Dropbox, Inc. disclosed $1,706,505 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dropbox, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467623/000146762326000020/0001467623-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"98cd01cf4ad87e093495a02578e8ff7c","headline":"Apollo Commercial Real Estate Finance, Inc.: $743,724 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Apollo Commercial Real Estate Finance, Inc. disclosed $743,724 ($744K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Apollo Commercial Real Estate Finance, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467760/000119312526248362/0001193125-26-248362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0f4b760396b04d3b4e48990dd875e9cc","headline":"GENERAL MOTORS COMPANY: $29,496,637 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GENERAL MOTORS COMPANY disclosed $29,496,637 ($29.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENERAL MOTORS COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467858/000146785826000022/0001467858-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0e71e2a1f28cafeec2ffc9d36e2b20cb","headline":"ADDUS HOMECARE CORPORATION: $5,549,980 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ADDUS HOMECARE CORPORATION disclosed $5,549,980 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADDUS HOMECARE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468328/000143774926013190/0001437749-26-013190-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"41d65fbac7bb77a1a61015a1e3066f5b","headline":"KODIAK SCIENCES INC.: $1,988,095 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KODIAK SCIENCES INC. disclosed $1,988,095 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KODIAK SCIENCES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468748/000119312526170429/0001193125-26-170429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"312d54bb65ba99b11ff76f8e19cfb58a","headline":"SUNRUN INC.: $5,471,217 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SUNRUN INC. disclosed $5,471,217 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUNRUN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1469367/000146936726000029/0001469367-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"8e233ffc17d34c5b77dc59204ed0bda0","headline":"PDS BIOTECHNOLOGY CORPORATION: $2,263,569 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PDS BIOTECHNOLOGY CORPORATION disclosed $2,263,569 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PDS BIOTECHNOLOGY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1472091/000114036126026564/0001140361-26-026564-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"61bf7eced82415357992f9242220c5d6","headline":"Pebblebrook Hotel Trust: $7,377,014 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Pebblebrook Hotel Trust disclosed $7,377,014 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pebblebrook Hotel Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474098/000147409826000030/0001474098-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b971e31c17515967391786450e557477","headline":"Everpure, Inc.: $14,054,606 total compensation for the principal executive officer, fiscal year ended 2025-02-02","summary":"Everpure, Inc. disclosed $14,054,606 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everpure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474432/000147443226000041/0001474432-26-000041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-02","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7630e2db35964250c260cbd4e3014e35","headline":"Generac Holdings Inc.: $9,297,966 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Generac Holdings Inc. disclosed $9,297,966 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Generac Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"WI","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474735/000110465926051499/0001104659-26-051499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"173e80ceb88c5a77e04d14c75b03d6c5","headline":"EXPENSIFY, INC.: $2,080,756 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EXPENSIFY, INC. disclosed $2,080,756 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXPENSIFY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1476840/000147684026000020/0001476840-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4220a7aeee1db18f9a7fcf5989ec8c75","headline":"CLOUDFLARE, INC.: $2,081,094 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CLOUDFLARE, INC. disclosed $2,081,094 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLOUDFLARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477333/000119312526263809/0001193125-26-263809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"6d1e0a7aefce647956544ee64fba7240","headline":"SWEETGREEN, INC.: $910,550 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"SWEETGREEN, INC. disclosed $910,550 ($911K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SWEETGREEN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477815/000114036126016260/0001140361-26-016260-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:33:20"},{"signal_id":"dbb8e42a164542589dabace97416d197","headline":"Adaptive Biotechnologies Corporation: $4,973,301 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Adaptive Biotechnologies Corporation disclosed $4,973,301 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Adaptive Biotechnologies Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1478320/000119312526177409/0001193125-26-177409-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"502c141530029d94382e582cf4646878","headline":"Quad/Graphics, Inc.: $8,180,265 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Quad/Graphics, Inc. disclosed $8,180,265 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quad/Graphics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1481792/000148179226000082/0001481792-26-000082-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"855a263abc57f7404f1cb5e38f20ddb1","headline":"Hudson Pacific Properties, Inc.: $24,801,634 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Hudson Pacific Properties, Inc. disclosed $24,801,634 ($24.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hudson Pacific Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482512/000110465926047885/0001104659-26-047885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f53ce59418ca5eb6784409fddb1d6478","headline":"The Vita Coco Company, Inc.: $3,582,394 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"The Vita Coco Company, Inc. disclosed $3,582,394 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Vita Coco Company, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482981/000148298126000107/0001482981-26-000107-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9267b96029cf7042fc72897d30880a7d","headline":"Outset Medical, Inc.: $4,002,620 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Outset Medical, Inc. disclosed $4,002,620 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Outset Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1484612/000119312526177150/0001193125-26-177150-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"e18b7212cbd5c88175bdaae3febde04c","headline":"VISHAY PRECISION GROUP, INC.: $2,130,225 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VISHAY PRECISION GROUP, INC. disclosed $2,130,225 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY PRECISION GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1487952/000143774926011815/0001437749-26-011815-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2475702be9da02c148c5d7ebd4219fcc","headline":"Customers Bancorp, Inc.: $3,362,649 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Customers Bancorp, Inc. disclosed $3,362,649 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Customers Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000048/0001488813-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"1a70a922a8f8bd2e65edc6d0d2a97130","headline":"SCHRODINGER, INC.: $4,407,100 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SCHRODINGER, INC. disclosed $4,407,100 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHRODINGER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1490978/000149097826000026/0001490978-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0f41931118a3d43a2dc76bfdf92ab823","headline":"LIVEONE, INC.: $558,584 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"LIVEONE, INC. disclosed $558,584 ($559K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIVEONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1491419/000121390026081875/0001213900-26-081875-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7d6da0345868c4492a3f758348f843cc","headline":"Sabra Health Care REIT, Inc.: $8,481,297 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Sabra Health Care REIT, Inc. disclosed $8,481,297 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sabra Health Care REIT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1492298/000119312526175398/0001193125-26-175398-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"82295bcc971db4b4476781326874de2b","headline":"LIFELOC TECHNOLOGIES, INC.: $296,764 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LIFELOC TECHNOLOGIES, INC. disclosed $296,764 ($297K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFELOC TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1493137/000107997326000586/0001079973-26-000586-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"981ed565638d04305887871070d77769","headline":"CARGURUS, INC.: $7,799,583 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CARGURUS, INC. disclosed $7,799,583 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARGURUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1494259/000119312526170400/0001193125-26-170400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"6052830f5a07f6b48155920b5a0cbde3","headline":"American Assets Trust, Inc.: $3,367,410 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"American Assets Trust, Inc. disclosed $3,367,410 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Assets Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500217/000150021726000023/0001500217-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"60c5e74a1f15b2111a1b71d2cfa5a117","headline":"GoPro, Inc.: $2,370,114 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GoPro, Inc. disclosed $2,370,114 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoPro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500435/000162828026026268/0001628280-26-026268-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c7327e3f8494c3925778f4ae8ded0fd9","headline":"CytomX Therapeutics, Inc.: $1,752,802 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CytomX Therapeutics, Inc. disclosed $1,752,802 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CytomX Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1501989/000114036126018237/0001140361-26-018237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"099e0cebe6b21be7839fb9c1998ca1a9","headline":"CONTANGO SILVER & GOLD INC.: $1,635,900 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CONTANGO SILVER & GOLD INC. disclosed $1,635,900 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONTANGO SILVER & GOLD INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1502377/000119312526197816/0001193125-26-197816-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"e0e07727d234a76a72f6d9518bdb2e09","headline":"Karyopharm Therapeutics Inc.: $2,069,341 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Karyopharm Therapeutics Inc. disclosed $2,069,341 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Karyopharm Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1503802/000150380226000023/0001503802-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f67db0647590b830d64c41659c61d689","headline":"BANKUNITED, INC.: $6,616,940 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BANKUNITED, INC. disclosed $6,616,940 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANKUNITED, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504008/000150400826000037/0001504008-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"bf232f4e5f2c2d8fb732473433e211be","headline":"LOOP INDUSTRIES, INC.: $444,769 total compensation for the principal executive officer, fiscal year ended 2025-02-28","summary":"LOOP INDUSTRIES, INC. disclosed $444,769 ($445K) in total compensation for its principal executive officer for the fiscal year ended 2025-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LOOP INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504678/000114036126024649/0001140361-26-024649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-28","captured_at":"2026-07-28 21:33:20"},{"signal_id":"53c2c9b7ff73092855420098a4f1dbba","headline":"Upland Software, Inc.: $3,903,514 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Upland Software, Inc. disclosed $3,903,514 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Upland Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1505155/000150515526000022/0001505155-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2e805aff94a94d439a5c75a30705970e","headline":"Bankwell Financial Group, Inc.: $1,003,069 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Bankwell Financial Group, Inc. disclosed $1,003,069 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bankwell Financial Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1505732/000150573226000064/0001505732-26-000064-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"e625913b3118e12fe7bd864186984841","headline":"GLUCOTRACK, INC.: $350,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GLUCOTRACK, INC. disclosed $350,000 ($350K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GLUCOTRACK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1506983/000149315226033763/0001493152-26-033763-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ccc3ae739c8ba14581ad8b1202725da0","headline":"SuRo     Capital Corp.: $3,164,407 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SuRo     Capital Corp. disclosed $3,164,407 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SuRo     Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509470/000149315226019603/0001493152-26-019603-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"01b7c006036f3e9e0d60da2aadb4cc1d","headline":"CYPHERPUNK TECHNOLOGIES INC.: $1,481,782 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CYPHERPUNK TECHNOLOGIES INC. disclosed $1,481,782 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CYPHERPUNK TECHNOLOGIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509745/000110465926051480/0001104659-26-051480-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"87d4dda67ab9bf18fb7ae57c0cb632b9","headline":"Kosmos Energy Ltd.: $8,580,195 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Kosmos Energy Ltd. disclosed $8,580,195 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kosmos Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509991/000114036126014971/0001140361-26-014971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"220289bb00e4311cf411d29f133b7386","headline":"CV SCIENCES, INC.: $457,667 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CV SCIENCES, INC. disclosed $457,667 ($458K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CV SCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1510964/000119312526155621/0001193125-26-155621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"bbb097a16170f103590103aa9b71c839","headline":"BLOCK, INC.: $2 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BLOCK, INC. disclosed $2 ($2) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLOCK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512673/000162828026027203/0001628280-26-027203-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"21bf7e1dc1235b42b6bdac4af86eafaf","headline":"Coherus Oncology, Inc.: $4,802,309 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Coherus Oncology, Inc. disclosed $4,802,309 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Coherus Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512762/000110465926045251/0001104659-26-045251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"1e3c6e5a0af8795a9f22244c42fc056a","headline":"SILO PHARMA, INC.: $630,051 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SILO PHARMA, INC. disclosed $630,051 ($630K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SILO PHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514183/000121390026073367/0001213900-26-073367-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"15331716c9cae1a308bd15d82b21c092","headline":"BANDWIDTH INC.: $2,093,184 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BANDWIDTH INC. disclosed $2,093,184 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANDWIDTH INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514416/000151441626000027/0001514416-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c46ccc303228e29bd9bcc6b341801b5e","headline":"Doximity, Inc.: $17,234,989 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Doximity, Inc. disclosed $17,234,989 ($17.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Doximity, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1516513/000151651326000032/0001516513-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"890adb3e156d570cc77749cd53bf372d","headline":"SKYE BIOSCIENCE, INC.: $6,139,625 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SKYE BIOSCIENCE, INC. disclosed $6,139,625 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SKYE BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1516551/000162828026025368/0001628280-26-025368-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2529e8e3730e59defdf63cbef2a92213","headline":"AKEBIA THERAPEUTICS, INC.: $4,260,114 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AKEBIA THERAPEUTICS, INC. disclosed $4,260,114 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AKEBIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517022/000151702226000034/0001517022-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"3d191d3b5dc7d9ea7a001f8a8174b5a8","headline":"ARTISAN PARTNERS ASSET MANAGEMENT INC.: $6,789,609 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARTISAN PARTNERS ASSET MANAGEMENT INC. disclosed $6,789,609 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARTISAN PARTNERS ASSET MANAGEMENT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517302/000151730226000079/0001517302-26-000079-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0fb092237e2379080a878cc4c514796e","headline":"ORCHID ISLAND CAPITAL, INC.: $220,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ORCHID ISLAND CAPITAL, INC. disclosed $220,000 ($220K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORCHID ISLAND CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1518621/000143774926013358/0001437749-26-013358-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"fb3eec39d3de3c1bed1025466e34f0a8","headline":"Matador Resources Company: $8,437,049 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Matador Resources Company disclosed $8,437,049 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Matador Resources Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520006/000152000626000013/0001520006-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"349701aaed1c0423fd7f2dd26c81fdb8","headline":"ALKERMES PLC: $10,131,193 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALKERMES PLC disclosed $10,131,193 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALKERMES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520262/000119312526143977/0001193125-26-143977-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"552ac11b22755810bb0182bd3a0daee6","headline":"Bristow Group Inc.: $5,548,829 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Bristow Group Inc. disclosed $5,548,829 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bristow Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1525221/000152522126000072/0001525221-26-000072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"adf24ccac07f57a76fbcb6b38c8fead9","headline":"ANNEXON, INC.: $3,672,746 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ANNEXON, INC. disclosed $3,672,746 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANNEXON, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528115/000114036126017085/0001140361-26-017085-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"fcb96a35e31d978a05993c4e8969aa79","headline":"Genie Energy Ltd.: $3,473,746 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Genie Energy Ltd. disclosed $3,473,746 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genie Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528356/000143774926014295/0001437749-26-014295-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"caac5764675ef09be9bcebae029905ec","headline":"SMART SAND, INC.: $2,276,267 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SMART SAND, INC. disclosed $2,276,267 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMART SAND, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1529628/000152962826000025/0001529628-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"da5c8317054411767f74ff383c92b8d2","headline":"FS BANCORP, INC.: $1,563,222 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FS BANCORP, INC. disclosed $1,563,222 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FS BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530249/000143774926011384/0001437749-26-011384-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"fe4fa2a47cb92006626f729fb5ef37c5","headline":"Capri Holdings Ltd: $9,058,699 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"Capri Holdings Ltd disclosed $9,058,699 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capri Holdings Ltd","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530721/000153072126000063/0001530721-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:20"},{"signal_id":"18d8052ac522692c904653b7ddf616a7","headline":"CrowdStrike Holdings, Inc.: $35,195,300 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"CrowdStrike Holdings, Inc. disclosed $35,195,300 ($35.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CrowdStrike Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535527/000110465926055599/0001104659-26-055599-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"111f9e6ae5f66d66e013d8296f707c5e","headline":"LIPOCINE INC.: $761,771 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LIPOCINE INC. disclosed $761,771 ($762K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIPOCINE INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535955/000149315226018335/0001493152-26-018335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"30e7a0a30cf3509d53fc81d0980ba86a","headline":"TECOGEN INC.: $203,498 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TECOGEN INC. disclosed $203,498 ($203K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TECOGEN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1537435/000153743526000029/0001537435-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"996fd59abec3294d5843053a115c0123","headline":"Oportun Financial Corporation: $1,894,102 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Oportun Financial Corporation disclosed $1,894,102 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oportun Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538716/000114036126026773/0001140361-26-026773-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"acbc3d58e22480eeb31c3619f9d0364c","headline":"Atlas Lithium Corporation: $14,663,975 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Atlas Lithium Corporation disclosed $14,663,975 ($14.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Atlas Lithium Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1540684/000149315226016835/0001493152-26-016835-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2e6916c84575170013b5c882ad516e82","headline":"SOUND FINANCIAL BANCORP, INC.: $1,007,836 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOUND FINANCIAL BANCORP, INC. disclosed $1,007,836 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUND FINANCIAL BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1541119/000154111926000012/0001541119-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"231ac175ca5de7576c30552c266b8315","headline":"Uber Technologies, Inc.: $39,408,629 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Uber Technologies, Inc. disclosed $39,408,629 ($39.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uber Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1543151/000130817926000303/0001308179-26-000303-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"31e378f203d39ae7125dc7c00c1067c9","headline":"SILVERCREST ASSET MANAGEMENT GROUP INC.: $3,988,958 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SILVERCREST ASSET MANAGEMENT GROUP INC. disclosed $3,988,958 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SILVERCREST ASSET MANAGEMENT GROUP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1549966/000119312526197178/0001193125-26-197178-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9aafc9cdc183eb0274f3f8a22f6315c4","headline":"PROGYNY, INC.: $1,361,112 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PROGYNY, INC. disclosed $1,361,112 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROGYNY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1551306/000155130626000055/0001551306-26-000055-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"95ee686c3bc312cbeee33a6c485b5f97","headline":"Relmada Therapeutics, Inc.: $1,800,723 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Relmada Therapeutics, Inc. disclosed $1,800,723 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Relmada Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1553643/000121390026045192/0001213900-26-045192-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4203fd8c2636841e29044c0434def2ee","headline":"Zoetis Inc.: $17,206,760 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Zoetis Inc. disclosed $17,206,760 ($17.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoetis Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1555280/000155528026000015/0001555280-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2c474d64a59132cb73b6daa45a1c61fe","headline":"Rithm Capital Corp.: $21,069,074 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Rithm Capital Corp. disclosed $21,069,074 ($21.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rithm Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556593/000110465926041536/0001104659-26-041536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"11a11c042eec12234f81461d306a5c3b","headline":"THRYV HOLDINGS, INC.: $5,467,614 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"THRYV HOLDINGS, INC. disclosed $5,467,614 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THRYV HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556739/000155673926000029/0001556739-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"042dd2630314339ccaa468360d8c3ff8","headline":"Airbnb, Inc.: $186,326 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Airbnb, Inc. disclosed $186,326 ($186K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Airbnb, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559720/000119312526175062/0001193125-26-175062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"bd3fc9262c81bc2f40c0bec6fef3e070","headline":"EVERTEC, Inc.: $8,968,814 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EVERTEC, Inc. disclosed $8,968,814 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVERTEC, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559865/000155986526000017/0001559865-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"5274f0201bb82265cc9def56d27ed435","headline":"electroCore, Inc.: $1,618,585 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"electroCore, Inc. disclosed $1,618,585 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"electroCore, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560258/000149315226033907/0001493152-26-033907-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"5df0dcd8ef3ef585bb469edae1c133aa","headline":"Rapid7, Inc: $14,854,209 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Rapid7, Inc disclosed $14,854,209 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rapid7, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560327/000156032726000019/0001560327-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"44c4caca0a9d28ec9d5f595775561218","headline":"Datadog, Inc.: $19,842,554 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Datadog, Inc. disclosed $19,842,554 ($19.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Datadog, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1561550/000162828026028118/0001628280-26-028118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b37a8aa0ba7fe49362a9e09028421b5d","headline":"TELA BIO, INC.: $2,105,341 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TELA BIO, INC. disclosed $2,105,341 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TELA BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1561921/000110465926053117/0001104659-26-053117-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ce449813ed576b87d96fe203445b5282","headline":"Duolingo, Inc.: $767,250 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Duolingo, Inc. disclosed $767,250 ($767K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Duolingo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562088/000162828026025728/0001628280-26-025728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9421a617ab696d54e16189daca709c3b","headline":"Crimson Wine Group, Ltd.: $617,036 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Crimson Wine Group, Ltd. disclosed $617,036 ($617K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crimson Wine Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562151/000162828026038779/0001628280-26-038779-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4b5958ce96a9bcf2c0c3f4156824bb85","headline":"TAYLOR MORRISON HOME CORPORATION: $15,415,093 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TAYLOR MORRISON HOME CORPORATION disclosed $15,415,093 ($15.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TAYLOR MORRISON HOME CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562476/000114036126014261/0001140361-26-014261-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"8ced2ea7e988eeb8c331b7440a0bf144","headline":"FRANKLIN BSP REALTY TRUST, INC.: $1,577,585 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FRANKLIN BSP REALTY TRUST, INC. disclosed $1,577,585 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRANKLIN BSP REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562528/000119312526161379/0001193125-26-161379-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"bab4745dd6a4d016ae475dbe9d79c71a","headline":"Synergy CHC Corp.: $1,321 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Synergy CHC Corp. disclosed $1,321 ($1K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Synergy CHC Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562733/000121390026050246/0001213900-26-050246-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0a9c245ef0bab4326c6124b476ecf3a2","headline":"CONSTELLIUM SE: $8,881,752 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CONSTELLIUM SE disclosed $8,881,752 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLIUM SE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563411/000156341126000142/0001563411-26-000142-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"5f9d479a17e6a4d9ae083b6b21cd7c5d","headline":"Harvard Apparatus Regenerative Technology, Inc.: $1,277,042 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Harvard Apparatus Regenerative Technology, Inc. disclosed $1,277,042 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Harvard Apparatus Regenerative Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563665/000143774926013125/0001437749-26-013125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"12de2a2f7904771a427d16ebb38fb572","headline":"TREVI THERAPEUTICS, INC.: $2,589,035 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TREVI THERAPEUTICS, INC. disclosed $2,589,035 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TREVI THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563880/000119312526166695/0001193125-26-166695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"31c8b86a7c030fdacea10e9c4557cd88","headline":"UNITED PARKS & RESORTS INC.: $1,078,031 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UNITED PARKS & RESORTS INC. disclosed $1,078,031 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNITED PARKS & RESORTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1564902/000119312526197833/0001193125-26-197833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"1adc381f542a9123256ea20cee8e1437","headline":"PagerDuty, Inc.: $19,791,007 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"PagerDuty, Inc. disclosed $19,791,007 ($19.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PagerDuty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1568100/000156810026000020/0001568100-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"94cad16b2a1a03b7cb3bae16c70b4cec","headline":"AH REALTY TRUST, INC.: $2,805,718 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AH REALTY TRUST, INC. disclosed $2,805,718 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AH REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569187/000156918726000061/0001569187-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"37c406d18b796a410b6c02faac064099","headline":"Waterstone Financial, Inc.: $714,583 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Waterstone Financial, Inc. disclosed $714,583 ($715K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Waterstone Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569994/000143774926011833/0001437749-26-011833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"240783235784bad3e023c4c00b1e5e72","headline":"EVOLUS, INC.: $6,998,877 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EVOLUS, INC. disclosed $6,998,877 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570562/000157056226000059/0001570562-26-000059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"dbd59a512578f1fc00248d521e4a2da0","headline":"LIBERTY GLOBAL LTD.: $45,693,754 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LIBERTY GLOBAL LTD. disclosed $45,693,754 ($45.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIBERTY GLOBAL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570585/000119312526191485/0001193125-26-191485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2b412668c95cc3b716332a354bf84e0a","headline":"Cherry Hill Mortgage Investment Corporation: $348,864 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cherry Hill Mortgage Investment Corporation disclosed $348,864 ($349K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cherry Hill Mortgage Investment Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571776/000114036126015895/0001140361-26-015895-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7dc2fa88aabb2e4ff5483d2d4f8cbe6f","headline":"Dell Technologies Inc.: $3,092,256 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"Dell Technologies Inc. disclosed $3,092,256 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dell Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571996/000119312526226734/0001193125-26-226734-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"882970f0a452b3130e996734b46b20c5","headline":"Sprouts Farmers Market, Inc.: $12,242,448 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"Sprouts Farmers Market, Inc. disclosed $12,242,448 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sprouts Farmers Market, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575515/000157551526000013/0001575515-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:33:20"},{"signal_id":"cedfa686311e7e2c31a8af10e2a5281e","headline":"Gaming and Leisure Properties, Inc.: $14,853,214 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Gaming and Leisure Properties, Inc. disclosed $14,853,214 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gaming and Leisure Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"PA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575965/000119312526177324/0001193125-26-177324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"6fb303c09a13e0e414032ad3d372ca71","headline":"Ladder Capital Corp: $15,511,342 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ladder Capital Corp disclosed $15,511,342 ($15.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ladder Capital Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1577670/000157767026000018/0001577670-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"e79dbaee57dd1a0364a50b831eb8f0cf","headline":"Emerald Holding, Inc.: $1,130,450 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Emerald Holding, Inc. disclosed $1,130,450 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Emerald Holding, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579214/000119312526149591/0001193125-26-149591-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"47a4aed0fd9c53e4d1a7d338e6416950","headline":"AXSOME THERAPEUTICS, INC.: $10,364,688 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AXSOME THERAPEUTICS, INC. disclosed $10,364,688 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AXSOME THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579428/000119312526177610/0001193125-26-177610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b1a509651a4d50f631152acaebd19fc3","headline":"USA TODAY Co., Inc.: $4,492,082 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"USA TODAY Co., Inc. disclosed $4,492,082 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"USA TODAY Co., Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579684/000157968426000022/0001579684-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b0957af5d5437f7ce6e47488d68dc482","headline":"Vital Farms, Inc.: $5,999,349 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"Vital Farms, Inc. disclosed $5,999,349 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vital Farms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579733/000119312526182023/0001193125-26-182023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:33:20"},{"signal_id":"324772dd8571b6691dd130ef8dc89490","headline":"FLYWIRE CORPORATION: $9,998,817 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FLYWIRE CORPORATION disclosed $9,998,817 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLYWIRE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580560/000119312526173788/0001193125-26-173788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"d9471b23c3aefacb017668c304bfce66","headline":"VROOM, INC.: $2,771,677 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VROOM, INC. disclosed $2,771,677 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VROOM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580864/000119312526187619/0001193125-26-187619-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"d7a545a9a4dce2eb4621d9bd7af11af3","headline":"Installed Building Products, Inc.: $6,174,107 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Installed Building Products, Inc. disclosed $6,174,107 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Installed Building Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580905/000158090526000022/0001580905-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c14d86e3a1719c579e34cf1a0e205824","headline":"Life360, Inc.: $4,412,802 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Life360, Inc. disclosed $4,412,802 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Life360, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581760/000158176026000063/0001581760-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"1b65dec5877d423d29723509882a1bcc","headline":"PLAINS GP HOLDINGS LP: $8,511,945 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PLAINS GP HOLDINGS LP disclosed $8,511,945 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS GP HOLDINGS LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581990/000110465926041724/0001104659-26-041724-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b29688f3a52e06cf1d0d424ca2c63ae7","headline":"THERAVANCE BIOPHARMA, INC.: $3,995,931 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"THERAVANCE BIOPHARMA, INC. disclosed $3,995,931 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THERAVANCE BIOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583107/000110465926050454/0001104659-26-050454-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"43cf9e0c21fc700ae63a97b355014de5","headline":"SENTINELONE, INC: $18,965,466 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"SENTINELONE, INC disclosed $18,965,466 ($19.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENTINELONE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583708/000158370826000031/0001583708-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9a2b5c6942244862f8fde8c45630f35a","headline":"OneMain Holdings, Inc.: $11,322,545 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OneMain Holdings, Inc. disclosed $11,322,545 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OneMain Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584207/000158420726000012/0001584207-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"08bcad15659ab8b092c2ac459d2abb7a","headline":"Village Farms International, Inc.: $1,693,552 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Village Farms International, Inc. disclosed $1,693,552 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Village Farms International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584549/000119312526192149/0001193125-26-192149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"1aa9477dfe989d8276bace29da160998","headline":"OXBRIDGE     RE HOLDINGS LIMITED: $657,424 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OXBRIDGE     RE HOLDINGS LIMITED disclosed $657,424 ($657K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OXBRIDGE     RE HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584831/000149315226019323/0001493152-26-019323-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b7b8070a925943ffd90d395ed4813066","headline":"Zoom Communications, Inc.: $3,428,169 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"Zoom Communications, Inc. disclosed $3,428,169 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoom Communications, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585521/000162828026028866/0001628280-26-028866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"282d0bd7060c01e6439886b53177e185","headline":"JAGUAR HEALTH, INC.: $875,320 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"JAGUAR HEALTH, INC. disclosed $875,320 ($875K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAGUAR HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585608/000119312526192753/0001193125-26-192753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9c343122c3b8cbc1c61c384ecf2f9f66","headline":"NEWTEKONE, INC.: $846,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NEWTEKONE, INC. disclosed $846,000 ($846K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEWTEKONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1587987/000162828026027133/0001628280-26-027133-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"756008d5d0c2a75e73b0ec3be7a037dc","headline":"FOCUS UNIVERSAL INC.: $170,615 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FOCUS UNIVERSAL INC. disclosed $170,615 ($171K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FOCUS UNIVERSAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590418/000168316826003202/0001683168-26-003202-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"f0768cf0e14ab29a6f47895dd0a58c75","headline":"UNIQURE N.V.: $3,075,938 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UNIQURE N.V. disclosed $3,075,938 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIQURE N.V.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590560/000110465926048969/0001104659-26-048969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"9f7a20f2f4c5c8c5bf3f81e7221957ca","headline":"Civeo Corporation: $3,887,328 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Civeo Corporation disclosed $3,887,328 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Civeo Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590584/000159058426000035/0001590584-26-000035-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"61403383851b62742edd288cd27d6975","headline":"CAESARS ENTERTAINMENT, INC.: $18,371,934 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CAESARS ENTERTAINMENT, INC. disclosed $18,371,934 ($18.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAESARS ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590895/000119312526174058/0001193125-26-174058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0186f081f0e05375f87ceacac50fb849","headline":"SPHERE 3D CORP.: $3,276,449 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SPHERE 3D CORP. disclosed $3,276,449 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPHERE 3D CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1591956/000118518526001404/0001185185-26-001404-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0bfaf2f39ae5c355482dd7e516280494","headline":"ATEA PHARMACEUTICALS, INC.: $4,202,323 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ATEA PHARMACEUTICALS, INC. disclosed $4,202,323 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATEA PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593899/000119312526182293/0001193125-26-182293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7ddc3475c024b70941cc364f876f9232","headline":"MAGNITE, INC.: $5,247,108 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MAGNITE, INC. disclosed $5,247,108 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAGNITE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1595974/000199937126008635/0001999371-26-008635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"53e4ee3996745b346d568381575be584","headline":"ARISTA NETWORKS, INC.: $8,949,403 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARISTA NETWORKS, INC. disclosed $8,949,403 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARISTA NETWORKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596532/000119312526158942/0001193125-26-158942-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"5571a839655299eb8131c797f27da651","headline":"Dorian LPG Ltd.: $5,304,620 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Dorian LPG Ltd. disclosed $5,304,620 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorian LPG Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596993/000110465926087088/0001104659-26-087088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"0496065f787f55f677c04bde2ce92e79","headline":"Minerva Neurosciences, Inc.: $1,209,984 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Minerva Neurosciences, Inc. disclosed $1,209,984 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Minerva Neurosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1598646/000119312526171799/0001193125-26-171799-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c9c2467d9b9de9cdb5a2ae48ee6ea953","headline":"Heritage Insurance Holdings, Inc.: $4,334,512 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Heritage Insurance Holdings, Inc. disclosed $4,334,512 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Heritage Insurance Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1598665/000119312526197339/0001193125-26-197339-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2d3c3decc198f675cfd19b608846b7db","headline":"DNOW Inc.: $6,081,037 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DNOW Inc. disclosed $6,081,037 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DNOW Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1599617/000119312526148976/0001193125-26-148976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"3d5e00a118b5abde5f87843c95705e05","headline":"e.l.f. Beauty, Inc.: $8,834,379 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"e.l.f. Beauty, Inc. disclosed $8,834,379 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"e.l.f. Beauty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600033/000160003326000030/0001600033-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4f11f7f3f06521a9a5d7596a4335d519","headline":"AURINIA PHARMACEUTICALS INC.: $6,417,897 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AURINIA PHARMACEUTICALS INC. disclosed $6,417,897 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AURINIA PHARMACEUTICALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600620/000160062026000039/0001600620-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c0b5db2e1d003f15891978d2a8ec038b","headline":"Recursion Pharmaceuticals, Inc.: $8,499,587 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Recursion Pharmaceuticals, Inc. disclosed $8,499,587 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Recursion Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1601830/000160183026000065/0001601830-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2d423bab2173ede7a3ece2f3992be7c7","headline":"INVESTAR HOLDING CORPORATION: $1,301,304 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INVESTAR HOLDING CORPORATION disclosed $1,301,304 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVESTAR HOLDING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1602658/000143774926011771/0001437749-26-011771-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"59905c19392982090556ee50b33ce562","headline":"Weatherford International plc: $14,778,004 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Weatherford International plc disclosed $14,778,004 ($14.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Weatherford International plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1603923/000119312526166847/0001193125-26-166847-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"98827d12f0583d78436209e48f597e77","headline":"AquaBounty Technologies, Inc.: $439,799 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AquaBounty Technologies, Inc. disclosed $439,799 ($440K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AquaBounty Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1603978/000160397826000056/0001603978-26-000056-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"631e5b12f71b2fb052e2ef5bee66e172","headline":"Qorvo, Inc.: $13,106,962 total compensation for the principal executive officer, fiscal year ended 2025-03-29","summary":"Qorvo, Inc. disclosed $13,106,962 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Qorvo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604778/000119312526285512/0001193125-26-285512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-29","captured_at":"2026-07-28 21:33:20"},{"signal_id":"c1251ee75581b46fb54438eddeecb7b7","headline":"NATERA, INC.: $13,032,674 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NATERA, INC. disclosed $13,032,674 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604821/000110465926047770/0001104659-26-047770-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"ccd8960676e3b2ce861ed97e89be6774","headline":"GROWGENERATION CORP.: $1,092,500 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GROWGENERATION CORP. disclosed $1,092,500 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GROWGENERATION CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604868/000160486826000007/0001604868-26-000007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"91a70c386a4c8b00ae68097e6367471c","headline":"PATHFINDER BANCORP, INC.: $615,069 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PATHFINDER BANCORP, INC. disclosed $615,069 ($615K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PATHFINDER BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609065/000119312526169428/0001193125-26-169428-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a4c66597df5dd2c4d980baaf2d86b892","headline":"GoDaddy Inc.: $19,465,233 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GoDaddy Inc. disclosed $19,465,233 ($19.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoDaddy Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609711/000160971126000030/0001609711-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"2a4a2f40da7a13a01a4412bb8891a32c","headline":"Orion S.A.: $4,558,951 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Orion S.A. disclosed $4,558,951 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Orion S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609804/000130817926000347/0001308179-26-000347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"86ab1605b1914a2f1bf0fe65aeb6d536","headline":"SOLANA COMPANY: $1,269,419 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOLANA COMPANY disclosed $1,269,419 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLANA COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1610853/000110465926041970/0001104659-26-041970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"8a0df03ac316a8ffa0802fc93a8984ff","headline":"Freshpet, Inc.: $2,266,662 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Freshpet, Inc. disclosed $2,266,662 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Freshpet, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1611647/000114036126017084/0001140361-26-017084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"886a37be7a1c1f0c5fb481c8ab07c166","headline":"NextDecade Corporation: $4,729,311 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NextDecade Corporation disclosed $4,729,311 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextDecade Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1612720/000161272026000018/0001612720-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7e5723da4273da61a1e58a008725c6a0","headline":"DBV Technologies S.A.: $1,622,146 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DBV Technologies S.A. disclosed $1,622,146 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DBV Technologies S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1613780/000119312526215657/0001193125-26-215657-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4be77b1d7e9b94b6614bd35d5de6a3c1","headline":"INSPIRED ENTERTAINMENT, INC.: $2,667,525 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INSPIRED ENTERTAINMENT, INC. disclosed $2,667,525 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPIRED ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615063/000149315226018334/0001493152-26-018334-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"5afa27175399cb4132d64200122315df","headline":"VERITONE, INC.: $3,804,665 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VERITONE, INC. disclosed $3,804,665 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERITONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615165/000114036126022660/0001140361-26-022660-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"3a43d408387c0a74ee49ce45538e0677","headline":"Decoy Therapeutics Inc.: $734,450 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Decoy Therapeutics Inc. disclosed $734,450 ($734K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Decoy Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615219/000119312526256541/0001193125-26-256541-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"4585280c16d676f6888b85bda8d10145","headline":"Senseonics Holdings, Inc.: $3,317,418 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Senseonics Holdings, Inc. disclosed $3,317,418 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Senseonics Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1616543/000110465926041541/0001104659-26-041541-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"b3829e540d776f641707e1b38bc3e23c","headline":"ZIPRECRUITER, INC.: $5,665,078 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ZIPRECRUITER, INC. disclosed $5,665,078 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZIPRECRUITER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1617553/000161755326000023/0001617553-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"e21247c74d13250ba606ac0f1067b4a3","headline":"RESTAURANT BRANDS INTERNATIONAL INC.: $14,469,867 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RESTAURANT BRANDS INTERNATIONAL INC. disclosed $14,469,867 ($14.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RESTAURANT BRANDS INTERNATIONAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1618756/000119312526171760/0001193125-26-171760-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"a3bd4f4a5d5f1fd8cf84ddb39a9e3a1c","headline":"NexPoint Residential Trust, Inc.: $3,452,019 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NexPoint Residential Trust, Inc. disclosed $3,452,019 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NexPoint Residential Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620393/000143774926012026/0001437749-26-012026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"55756e6b030142650cce4b2b57c31de2","headline":"ARTELO BIOSCIENCES, INC.: $1,060,470 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARTELO BIOSCIENCES, INC. disclosed $1,060,470 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARTELO BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621221/000164033426001007/0001640334-26-001007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"7d0b42f64e729d11f15ae2ab384abb8f","headline":"Black Stone Minerals, L.P.: $4,733,947 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Black Stone Minerals, L.P. disclosed $4,733,947 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Black Stone Minerals, L.P.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621434/000119312526197340/0001193125-26-197340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"bfde450a1529b1a5c2f32b550af07c1a","headline":"AQUA METALS, INC.: $1,460,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AQUA METALS, INC. disclosed $1,460,000 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AQUA METALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621832/000143774926023053/0001437749-26-023053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:20"},{"signal_id":"5806d7c02c677342d90ce4eb8b8d00b2","headline":"Cogent Biosciences, Inc.: $4,917,890 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cogent Biosciences, Inc. disclosed $4,917,890 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cogent Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1622229/000119312526173834/0001193125-26-173834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7e493aeffa239589588b6312d54547b7","headline":"BUSINESS FIRST BANCSHARES, INC.: $3,116,949 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BUSINESS FIRST BANCSHARES, INC. disclosed $3,116,949 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUSINESS FIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624322/000143774926011695/0001437749-26-011695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"584ccafac56f478a100188d4c5ead727","headline":"PAVMED INC.: $1,365,200 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PAVMED INC. disclosed $1,365,200 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAVMED INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624326/000149315226020705/0001493152-26-020705-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"31fd26b7bd359d6456633da1982faa71","headline":"CSW INDUSTRIALS, INC.: $6,330,479 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"CSW INDUSTRIALS, INC. disclosed $6,330,479 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CSW INDUSTRIALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624794/000119312526306099/0001193125-26-306099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b035ab81172656fe405c8a5d1d5c324c","headline":"PJT PARTNERS INC.: $1,030,510 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PJT PARTNERS INC. disclosed $1,030,510 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PJT PARTNERS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626115/000162828026028424/0001628280-26-028424-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"86693808b14740f214652249e47bf20f","headline":"Corvus Pharmaceuticals, Inc.: $3,073,170 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Corvus Pharmaceuticals, Inc. disclosed $3,073,170 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corvus Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626971/000110465926048595/0001104659-26-048595-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0619a57f6169f0d11ff26dbcc3725da0","headline":"UPWORK INC.: $9,931,909 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UPWORK INC. disclosed $9,931,909 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UPWORK INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1627475/000162747526000026/0001627475-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0df93581436330ce73cf81e922cee94d","headline":"REVOLUTION MEDICINES, INC.: $10,079,491 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"REVOLUTION MEDICINES, INC. disclosed $10,079,491 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLUTION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628171/000119312526182453/0001193125-26-182453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5f008f12b8ffcfd0d64bb269a3aaf724","headline":"EVOLENT HEALTH, INC.: $11,136,185 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EVOLENT HEALTH, INC. disclosed $11,136,185 ($11.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLENT HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628908/000119312526177267/0001193125-26-177267-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"11d7e056b74d1d4d1f6f41cbbe2af137","headline":"Merchants Bancorp: $2,939,929 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Merchants Bancorp disclosed $2,939,929 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Merchants Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1629019/000110465926042047/0001104659-26-042047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"d015586ef614ef7a9389cc1bf8c0f7b6","headline":"AVALON GLOBOCARE CORP.: $180,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AVALON GLOBOCARE CORP. disclosed $180,000 ($180K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AVALON GLOBOCARE CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630212/000121390026045175/0001213900-26-045175-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"885c9dbc719fa91a7faa3b4f5885f8df","headline":"Treace Medical Concepts, Inc.: $6,597,160 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Treace Medical Concepts, Inc. disclosed $6,597,160 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Treace Medical Concepts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630627/000163062726000005/0001630627-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2fac004da2e44548822d18b903dc6e91","headline":"BABCOCK & WILCOX ENTERPRISES, INC.: $2,882,638 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BABCOCK & WILCOX ENTERPRISES, INC. disclosed $2,882,638 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BABCOCK & WILCOX ENTERPRISES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630805/000110465926042128/0001104659-26-042128-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"999bb5a25fd40b74a5e644c8b903516a","headline":"CABLE ONE, INC.: $8,044,971 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CABLE ONE, INC. disclosed $8,044,971 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CABLE ONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632127/000163212726000015/0001632127-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5d24bdf216707ec875bf6c588b632838","headline":"AMERICAN HEALTHCARE REIT, INC.: $7,675,817 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AMERICAN HEALTHCARE REIT, INC. disclosed $7,675,817 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN HEALTHCARE REIT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632970/000119312526149677/0001193125-26-149677-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"c270e17b855bf67407b1674d9f197351","headline":"RIMINI STREET, INC.: $3,744,981 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RIMINI STREET, INC. disclosed $3,744,981 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RIMINI STREET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635282/000163528226000044/0001635282-26-000044-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"26aca82338f4f02e22361676cf135f05","headline":"HEALTH CATALYST, INC.: $5,494,141 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HEALTH CATALYST, INC. disclosed $5,494,141 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTH CATALYST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636422/000163642226000075/0001636422-26-000075-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"681befda972237424e55a95611c696fe","headline":"Ovid Therapeutics Inc.: $2,774,101 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ovid Therapeutics Inc. disclosed $2,774,101 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ovid Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636651/000162828026027621/0001628280-26-027621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a6759ef7b4917ffb9035b92871f3555e","headline":"ACV AUCTIONS INC.: $7,616,746 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ACV AUCTIONS INC. disclosed $7,616,746 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACV AUCTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1637873/000119312526158987/0001193125-26-158987-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"830444c0f48d77b914f001d89573e628","headline":"Surgery Partners, Inc.: $6,461,203 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Surgery Partners, Inc. disclosed $6,461,203 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Surgery Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638833/000163883326000039/0001638833-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"02dd5f472441eec5d1195411462142c4","headline":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.: $5,905,159 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC. disclosed $5,905,159 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639300/000114036126018292/0001140361-26-018292-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:21"},{"signal_id":"d6698315ec200a1d6cc254b90ad55714","headline":"CAVA GROUP, INC.: $1,924,218 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"CAVA GROUP, INC. disclosed $1,924,218 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAVA GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639438/000162828026027224/0001628280-26-027224-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:33:21"},{"signal_id":"d100f67e9610032b929a7e9e3252160a","headline":"Voyager Therapeutics, Inc.: $3,379,876 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Voyager Therapeutics, Inc. disclosed $3,379,876 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Voyager Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640266/000110465926050297/0001104659-26-050297-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"3396e6a38e1f39959db0d48e5c4cea75","headline":"LM FUNDING AMERICA, INC.: $1,305,311 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LM FUNDING AMERICA, INC. disclosed $1,305,311 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LM FUNDING AMERICA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640384/000119312526187628/0001193125-26-187628-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"899e8772bcb642b0ebf8c491151cc595","headline":"EverQuote, Inc.: $5,725,903 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EverQuote, Inc. disclosed $5,725,903 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EverQuote, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640428/000119312526173669/0001193125-26-173669-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b397a63d48a3a14dfe01f0dd32b7b3b8","headline":"SAMSARA INC.: $19,828,903 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"SAMSARA INC. disclosed $19,828,903 ($19.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAMSARA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1642896/000162828026039492/0001628280-26-039492-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f023f09c608eb2691deb9a49bdc823d5","headline":"NovoCure Limited: $1,539,088 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NovoCure Limited disclosed $1,539,088 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NovoCure Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645113/000164511326000033/0001645113-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"e88290e47387825e9037613586e23d3c","headline":"MONOPAR THERAPEUTICS INC.: $1,144,480 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MONOPAR THERAPEUTICS INC. disclosed $1,144,480 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MONOPAR THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645469/000143774926014183/0001437749-26-014183-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0fe92236716318eb236e1316a59e982d","headline":"Ondas Inc.: $219,288 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ondas Inc. disclosed $219,288 ($219K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ondas Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1646188/000121390026045735/0001213900-26-045735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"938ed42474c7e02ef03fd679c0903bb1","headline":"WillScot Holdings Corporation: $7,194,436 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"WillScot Holdings Corporation disclosed $7,194,436 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WillScot Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647088/000164708826000021/0001647088-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2f58b329f66c93ab6ce3986ef8b45f78","headline":"Upstart Holdings, Inc.: $7,110,135 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Upstart Holdings, Inc. disclosed $7,110,135 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Upstart Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647639/000119312526158972/0001193125-26-158972-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"89cbc4d1bd35af25d445e668a53b4bd2","headline":"VAXCYTE, INC.: $39,639,512 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VAXCYTE, INC. disclosed $39,639,512 ($39.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VAXCYTE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649094/000119312526173672/0001193125-26-173672-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"82d10082326312ac6315d78c1ac6b3a2","headline":"Clipper Realty Inc.: $3,450,307 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Clipper Realty Inc. disclosed $3,450,307 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Clipper Realty Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649096/000143774926014021/0001437749-26-014021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"3636651046741a2ebb5ce5001722f44e","headline":"FB FINANCIAL CORPORATION: $3,946,912 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FB FINANCIAL CORPORATION disclosed $3,946,912 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FB FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649749/000164974926000027/0001649749-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"669056f480adc902f615c8b899763bc4","headline":"RHYTHM PHARMACEUTICALS, INC.: $14,663,742 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RHYTHM PHARMACEUTICALS, INC. disclosed $14,663,742 ($14.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RHYTHM PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649904/000162828026028375/0001628280-26-028375-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0c8463f0f5169e0f4f244c2e2339c12d","headline":"Four Corners Property Trust, Inc.: $4,616,714 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Four Corners Property Trust, Inc. disclosed $4,616,714 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Four Corners Property Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650132/000114036126015137/0001140361-26-015137-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"8366253608edeeed371fe8588b616ac6","headline":"TOAST, INC.: $11,274,304 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TOAST, INC. disclosed $11,274,304 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TOAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650164/000165016426000098/0001650164-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f123586fc08fdef999c8975f358b9edb","headline":"4D MOLECULAR THERAPEUTICS, INC.: $1,009,004 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"4D MOLECULAR THERAPEUTICS, INC. disclosed $1,009,004 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"4D MOLECULAR THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650648/000114036126017427/0001140361-26-017427-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"aac485e6891891625da8318433396d23","headline":"Laird Superfood, Inc.: $3,057,208 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Laird Superfood, Inc. disclosed $3,057,208 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Laird Superfood, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650696/000143774926018290/0001437749-26-018290-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9ca2bac798cb8a931e2ff319de4a7580","headline":"BEONE MEDICINES LTD.: $20,836,439 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BEONE MEDICINES LTD. disclosed $20,836,439 ($20.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEONE MEDICINES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651308/000110465926049655/0001104659-26-049655-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"e462d95ef2df876a60c173792c8d1362","headline":"COURSERA, INC.: $660,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COURSERA, INC. disclosed $660,000 ($660K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COURSERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651562/000165156226000036/0001651562-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"e31ce782423698972c1e9cf5aa2e4e62","headline":"Alphabet Inc.: $10,800,694 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Alphabet Inc. disclosed $10,800,694 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alphabet Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652044/000130817926000342/0001308179-26-000342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"d2be6091b294cb9830f8920327edb739","headline":"INTELLIA THERAPEUTICS, INC.: $15,330,547 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTELLIA THERAPEUTICS, INC. disclosed $15,330,547 ($15.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652130/000119312526197283/0001193125-26-197283-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b662deb8ac3e79070a2b919ffd09c69a","headline":"ALECTOR, INC.: $3,666,341 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALECTOR, INC. disclosed $3,666,341 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALECTOR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653087/000119312526186928/0001193125-26-186928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5c1aa15dbe6d28beda2fb3bb4c5af35d","headline":"Priority Technology Holdings, Inc.: $5,003,399 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Priority Technology Holdings, Inc. disclosed $5,003,399 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Priority Technology Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653558/000165355826000090/0001653558-26-000090-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"444fac1627542fad82ac1ca748919dbc","headline":"RED ROCK RESORTS, INC.: $3,330,623 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RED ROCK RESORTS, INC. disclosed $3,330,623 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RED ROCK RESORTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653653/000119312526173964/0001193125-26-173964-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"168afd12e75af93f6ef6757dd78d8cd8","headline":"BEYOND MEAT, INC.: $5,016,951 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BEYOND MEAT, INC. disclosed $5,016,951 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEYOND MEAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655210/000119312526150400/0001193125-26-150400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"fbb472fb75dffb0ae72971e400333d74","headline":"ARVINAS, INC.: $12,746,981 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARVINAS, INC. disclosed $12,746,981 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARVINAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655759/000162828026028156/0001628280-26-028156-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2da180c36ca7bb628ca182a35244e3ca","headline":"Xometry, Inc.: $3,828,021 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Xometry, Inc. disclosed $3,828,021 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xometry, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1657573/000119312526191498/0001193125-26-191498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9045607c1bf8fb77adccd7d1533b532a","headline":"Crinetics Pharmaceuticals, Inc.: $10,533,579 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Crinetics Pharmaceuticals, Inc. disclosed $10,533,579 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crinetics Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1658247/000165824726000030/0001658247-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f345d47ecdae14d418ae536337fda12c","headline":"OKTA, INC.: $23,319,458 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"OKTA, INC. disclosed $23,319,458 ($23.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OKTA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1660134/000166013426000036/0001660134-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a2f9dbef39fdbd1f60e07154cc02b453","headline":"NextCure, Inc.: $1,510,939 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NextCure, Inc. disclosed $1,510,939 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextCure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661059/000110465926048591/0001104659-26-048591-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"8a2636812cad7d76ac6e0284d6f6bbaf","headline":"ORGANOGENESIS HOLDINGS INC.: $6,993,679 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ORGANOGENESIS HOLDINGS INC. disclosed $6,993,679 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORGANOGENESIS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661181/000119312526197357/0001193125-26-197357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9bca5c1d9c3859f5f34e9d211a227493","headline":"C4 THERAPEUTICS, INC.: $4,633,005 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"C4 THERAPEUTICS, INC. disclosed $4,633,005 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"C4 THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662579/000162828026028104/0001628280-26-028104-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f8087fcf7a10cbc2a86fab2fc2f7a1e4","headline":"KULR TECHNOLOGY GROUP, INC.: $475,239 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KULR TECHNOLOGY GROUP, INC. disclosed $475,239 ($475K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KULR TECHNOLOGY GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662684/000110465926061342/0001104659-26-061342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5758f17fae83167407b0c14ef1c8cbef","headline":"QUINCE THERAPEUTICS, INC.: $2,732,125 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"QUINCE THERAPEUTICS, INC. disclosed $2,732,125 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QUINCE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662774/000119312526182255/0001193125-26-182255-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6092ffaf8ad6613aad7eeea88820d4ff","headline":"Bloom Energy Corporation: $44,961,745 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Bloom Energy Corporation disclosed $44,961,745 ($45.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bloom Energy Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664703/000162828026024237/0001628280-26-024237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"286cf44085501d1644106b59b81d375c","headline":"Keros Therapeutics, Inc.: $6,273,192 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Keros Therapeutics, Inc. disclosed $6,273,192 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Keros Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664710/000110465926046791/0001104659-26-046791-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"da64f82c09cd77cdf81790c84499e9a3","headline":"Claros Mortgage Trust, Inc.: $2,556,914 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Claros Mortgage Trust, Inc. disclosed $2,556,914 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Claros Mortgage Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1666291/000119312526170371/0001193125-26-170371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a401d8b82825f87475efc973c5c8ccec","headline":"UROGEN PHARMA LTD.: $4,149,858 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UROGEN PHARMA LTD. disclosed $4,149,858 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UROGEN PHARMA LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1668243/000143774926014237/0001437749-26-014237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"8cd8ec55cf110cf9561103218b8fcc7a","headline":"Kinsale Capital Group, Inc.: $6,773,862 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Kinsale Capital Group, Inc. disclosed $6,773,862 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kinsale Capital Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669162/000166916226000020/0001669162-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"31c4ff70a8571450a2217ebdc0cc7815","headline":"CAMPING WORLD HOLDINGS, INC.: $13,414 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CAMPING WORLD HOLDINGS, INC. disclosed $13,414 ($13K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAMPING WORLD HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669779/000110465926041491/0001104659-26-041491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"762d2ba83dbbd132cc063b4c1883d86f","headline":"Quoin Pharmaceuticals Ltd.: $1,406,801 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Quoin Pharmaceuticals Ltd. disclosed $1,406,801 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quoin Pharmaceuticals Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671502/000110465926084078/0001104659-26-084078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"18fb37e8e8b3468cf531b91006ce9753","headline":"Immunocore Holdings plc: $12,852,234 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Immunocore Holdings plc disclosed $12,852,234 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Immunocore Holdings plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671927/000114036126015122/0001140361-26-015122-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6b3c1faa6e736e98390f0c2d0bc535fa","headline":"TRADE DESK, INC.: $6,756,299 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TRADE DESK, INC. disclosed $6,756,299 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRADE DESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671933/000167193326000034/0001671933-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"55c8c06eebc045be4c4e5d64612da4ef","headline":"Acushnet Holdings Corp.: $9,741,876 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Acushnet Holdings Corp. disclosed $9,741,876 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Acushnet Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672013/000167201326000106/0001672013-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"4e33b715e68bab587d70d975d0fffaaa","headline":"Canterbury Park Holding Corporation: $566,988 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Canterbury Park Holding Corporation disclosed $566,988 ($567K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Canterbury Park Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672909/000143774926013251/0001437749-26-013251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"17909da01bc8d463e87aaa1371012b25","headline":"Yum China Holdings, Inc.: $14,222,077 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Yum China Holdings, Inc. disclosed $14,222,077 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Yum China Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673358/000119312526157856/0001193125-26-157856-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"02977149da193509466739acb382cd5c","headline":"AdvanSix Inc.: $5,590,035 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AdvanSix Inc. disclosed $5,590,035 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AdvanSix Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673985/000167398526000022/0001673985-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"8ccd79d8d9dc90a034a7bace3025d4ea","headline":"Vertiv Holdings Co: $12,276,743 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Vertiv Holdings Co disclosed $12,276,743 ($12.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vertiv Holdings Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674101/000119312526174898/0001193125-26-174898-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"c3d946f908353fc01c2993c7d7698918","headline":"CRISPR THERAPEUTICS AG: $33,175,626 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CRISPR THERAPEUTICS AG disclosed $33,175,626 ($33.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRISPR THERAPEUTICS AG","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674416/000119312526165158/0001193125-26-165158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"dd2864124002eb1d195882c26c2bc337","headline":"AiRWA INC.: $2,520,000 total compensation for the principal executive officer, fiscal year ended 2025-04-30","summary":"AiRWA INC. disclosed $2,520,000 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AiRWA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674440/000149315226015343/0001493152-26-015343-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-04-30","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f985e00c7c0c5bf778666a751c427b29","headline":"FVCBankcorp, Inc.: $1,491,661 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FVCBankcorp, Inc. disclosed $1,491,661 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FVCBankcorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1675644/000167564426000039/0001675644-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9d550a488b54cfcc2cb0e110962df63f","headline":"BRAZE, INC.: $11,046,877 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"BRAZE, INC. disclosed $11,046,877 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRAZE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676238/000114036126021908/0001140361-26-021908-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"26187daa52cb3b745518be77a3325364","headline":"IDEAYA BIOSCIENCES, INC.: $16,930,872 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"IDEAYA BIOSCIENCES, INC. disclosed $16,930,872 ($16.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IDEAYA BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676725/000119312526191501/0001193125-26-191501-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5366db6420e9c93373d3b39017341817","headline":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.: $4,999,273 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INNOVATIVE INDUSTRIAL PROPERTIES, INC. disclosed $4,999,273 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677576/000162828026026588/0001628280-26-026588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"67dba465697e2faf0716ba560405104d","headline":"Conduent Incorporated: $6,751,797 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Conduent Incorporated disclosed $6,751,797 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Conduent Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677703/000167770326000049/0001677703-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"c133fc80824677b8ad47e38c0f100d64","headline":"INTERNATIONAL SEAWAYS, INC.: $3,993,171 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTERNATIONAL SEAWAYS, INC. disclosed $3,993,171 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL SEAWAYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679049/000114036126017661/0001140361-26-017661-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"43a89bbc97afd843767076a940c4d166","headline":"COINBASE GLOBAL, INC.: $7,235,090 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COINBASE GLOBAL, INC. disclosed $7,235,090 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COINBASE GLOBAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679788/000167978826000045/0001679788-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6d391ff2597a841c7526e2ff3d8534ee","headline":"VERRA MOBILITY CORPORATION: $5,562,902 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"VERRA MOBILITY CORPORATION disclosed $5,562,902 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERRA MOBILITY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1682745/000119312526143753/0001193125-26-143753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9d6f7100388a14b3eb56fb239af354f1","headline":"Cars.com Inc.: $9,531,072 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cars.com Inc. disclosed $9,531,072 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cars.com Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1683606/000114036126015383/0001140361-26-015383-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"e0e7c699f2b168f85c46f18473f39180","headline":"ZOMEDICA CORP.: $647,985 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ZOMEDICA CORP. disclosed $647,985 ($648K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZOMEDICA CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1684144/000165495426003502/0001654954-26-003502-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a5dcf1e1d0e373dd22d1a8dfb5c352a1","headline":"Brighthouse Financial, Inc.: $10,068,833 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Brighthouse Financial, Inc. disclosed $10,068,833 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brighthouse Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1685040/000119312526154952/0001193125-26-154952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0e5e14dcf9fa87428a5dcb48501df81f","headline":"Ramaco Resources, Inc.: $7,755,393 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ramaco Resources, Inc. disclosed $7,755,393 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ramaco Resources, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1687187/000121390026047772/0001213900-26-047772-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0f5a4fd5b0f868d1e58c1d4ff6245436","headline":"Establishment Labs Holdings Inc.: $2,601,271 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Establishment Labs Holdings Inc. disclosed $2,601,271 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Establishment Labs Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1688757/000168875726000028/0001688757-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"70925aae0b6491853338fe8bc441cc1d","headline":"PRAXIS PRECISION MEDICINES, INC.: $13,427,668 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PRAXIS PRECISION MEDICINES, INC. disclosed $13,427,668 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRAXIS PRECISION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1689548/000168954826000039/0001689548-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"4b584a2f2b84812c295ca6b7b9ead36c","headline":"SEACOR Marine Holdings Inc.: $3,758,334 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SEACOR Marine Holdings Inc. disclosed $3,758,334 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEACOR Marine Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690334/000119312526159284/0001193125-26-159284-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"c27dcb69e6e6f65f7fcd6acf58ccfbe8","headline":"Newmark Group, Inc.: $20,000,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Newmark Group, Inc. disclosed $20,000,000 ($20.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Newmark Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690680/000121390026050004/0001213900-26-050004-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"67a67857de551397a0d97485535cdcd4","headline":"Velocity Financial, Inc.: $5,374,001 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Velocity Financial, Inc. disclosed $5,374,001 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Velocity Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692376/000119312526150488/0001193125-26-150488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6e3fdc351603cb22e59abd92dcb3ca84","headline":"KINETIK HOLDINGS INC.: $7,243,604 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KINETIK HOLDINGS INC. disclosed $7,243,604 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINETIK HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692787/000169278726000086/0001692787-26-000086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9c691f833eebee2b255734da2f3497f9","headline":"MAINSTREET BANCSHARES, INC.: $741,955 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MAINSTREET BANCSHARES, INC. disclosed $741,955 ($742K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAINSTREET BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1693577/000143774926012635/0001437749-26-012635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"e8c8f91d9caf84991587c66e7cad882f","headline":"Jerash Holdings (US), Inc.: $495,000 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Jerash Holdings (US), Inc. disclosed $495,000 ($495K) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jerash Holdings (US), Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1696558/000121390026081992/0001213900-26-081992-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a48ed4c613d99402f827fc5ab70696a5","headline":"INGERSOLL RAND INC.: $16,720,080 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INGERSOLL RAND INC. disclosed $16,720,080 ($16.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INGERSOLL RAND INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699150/000114036126016726/0001140361-26-016726-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"832c81081bd37e659a612981e1583956","headline":"PMV PHARMACEUTICALS, INC.: $4,760,281 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PMV PHARMACEUTICALS, INC. disclosed $4,760,281 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PMV PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699382/000114036126016038/0001140361-26-016038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a7b53ba5a46a15bfcc1de26cd9ee100d","headline":"THE LOVESAC COMPANY: $4,671,414 total compensation for the principal executive officer, fiscal year ended 2025-02-02","summary":"THE LOVESAC COMPANY disclosed $4,671,414 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE LOVESAC COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701758/000130817926000324/0001308179-26-000324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-02","captured_at":"2026-07-28 21:33:21"},{"signal_id":"ceea2ba7d48c99e7fe1f358cc38c6b6e","headline":"ADT INC.: $16,144,638 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ADT INC. disclosed $16,144,638 ($16.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703056/000170305626000032/0001703056-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f3aaf6bb469ba8ba21f1e48108dfa845","headline":"AbCellera Biologics Inc.: $8,245,492 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AbCellera Biologics Inc. disclosed $8,245,492 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AbCellera Biologics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703057/000170305726000020/0001703057-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"60c99af1e17d7df554b8fb98fa1d0c31","headline":"Granite Point Mortgage Trust Inc.: $4,545,594 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Granite Point Mortgage Trust Inc. disclosed $4,545,594 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Granite Point Mortgage Trust Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703644/000110465926045496/0001104659-26-045496-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"bc2db141465488ac2bc42297df27ea04","headline":"ZAI LAB LIMITED: $9,079,948 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ZAI LAB LIMITED disclosed $9,079,948 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZAI LAB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1704292/000170429226000030/0001704292-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5d4ba33617665764905f3921b00f463a","headline":"SOLID BIOSCIENCES INC.: $4,869,909 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOLID BIOSCIENCES INC. disclosed $4,869,909 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLID BIOSCIENCES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1707502/000119312526173642/0001193125-26-173642-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"efdd44f323e0d8ba81752c55d7b5c3c9","headline":"EDGEWISE THERAPEUTICS, INC.: $7,601,200 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EDGEWISE THERAPEUTICS, INC. disclosed $7,601,200 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EDGEWISE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710072/000110465926047688/0001104659-26-047688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"69cb10e56fce6b33e92815f89d1e5661","headline":"ETON PHARMACEUTICALS, INC.: $2,411,923 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ETON PHARMACEUTICALS, INC. disclosed $2,411,923 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ETON PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710340/000143774926013313/0001437749-26-013313-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"81cf2436c9f0a7f58fe25f6ea25e1a3e","headline":"Liberty Latin America Ltd.: $18,487,068 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Liberty Latin America Ltd. disclosed $18,487,068 ($18.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Liberty Latin America Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712184/000171218426000065/0001712184-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2a61559a68aa345a0888dc466f3ac801","headline":"Target Hospitality Corp.: $4,070,302 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Target Hospitality Corp. disclosed $4,070,302 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Target Hospitality Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712189/000110465926040125/0001104659-26-040125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"978617158d90b0abc8844251c8328abe","headline":"Ranpak Holdings Corp.: $2,147,373 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ranpak Holdings Corp. disclosed $2,147,373 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ranpak Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712463/000114036126014014/0001140361-26-014014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5c6040af6c508b53241ff1cfff52ec41","headline":"Denali Therapeutics Inc.: $6,557,662 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Denali Therapeutics Inc. disclosed $6,557,662 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Denali Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1714899/000171489926000054/0001714899-26-000054-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"94d48f31984a07773a681700556b4614","headline":"Gates Industrial Corporation plc: $9,962,638 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"Gates Industrial Corporation plc disclosed $9,962,638 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gates Industrial Corporation plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1718512/000162828026026015/0001628280-26-026015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:21"},{"signal_id":"1da21d4d8fd0ed930eb951ed961dce69","headline":"MEREO BIOPHARMA GROUP PLC: $3,163,111 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MEREO BIOPHARMA GROUP PLC disclosed $3,163,111 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEREO BIOPHARMA GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1719714/000119312526148832/0001193125-26-148832-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"30fb03cee1cd7776f0eb1066735eafc5","headline":"Red Violet, Inc.: $1,934,426 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Red Violet, Inc. disclosed $1,934,426 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Red Violet, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720116/000119312526167043/0001193125-26-167043-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"4cff2cb8750e2d54d26d30e3de8426fb","headline":"Adicet Bio, Inc.: $4,644,365 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Adicet Bio, Inc. disclosed $4,644,365 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Adicet Bio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720580/000172058026000027/0001720580-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f5ec00e50312a877085842bfd6314d8f","headline":"REPAY HOLDINGS CORPORATION: $8,614,814 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"REPAY HOLDINGS CORPORATION disclosed $8,614,814 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REPAY HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720592/000119312526215760/0001193125-26-215760-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"d0a984b81f08ed0a2f51104340ad2ed9","headline":"COLUMBIA FINANCIAL, INC.: $2,759,021 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COLUMBIA FINANCIAL, INC. disclosed $2,759,021 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NJ","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1723596/000119312526197874/0001193125-26-197874-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"fcd55699da91f50231feee20768ef9bb","headline":"Arcus Biosciences, Inc.: $7,279,504 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Arcus Biosciences, Inc. disclosed $7,279,504 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Arcus Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1724521/000172452126000025/0001724521-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"1bbcb490bb91769e3c0298a240a1d06e","headline":"Seer, Inc.: $3,549,950 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Seer, Inc. disclosed $3,549,950 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seer, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1726445/000119312526255770/0001193125-26-255770-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"3d6d4cb350d5a38e916fc4ea65ed3f69","headline":"Gossamer Bio, Inc.: $2,005,432 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Gossamer Bio, Inc. disclosed $2,005,432 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gossamer Bio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1728117/000172811726000052/0001728117-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0e96e84975806958051752c20aefbd1a","headline":"Viemed Healthcare, Inc.: $2,616,985 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Viemed Healthcare, Inc. disclosed $2,616,985 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Viemed Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1729149/000172914926000022/0001729149-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"de9a8fa56f4ced4df78fa5ee3fa43650","headline":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC: $7,009,672 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC disclosed $7,009,672 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730430/000110465926044410/0001104659-26-044410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"574fd798afb55a10af6084adabcb9521","headline":"BAYCOM CORP: $1,150,161 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BAYCOM CORP disclosed $1,150,161 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BAYCOM CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730984/000173098426000039/0001730984-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7544121972735410569da27d667555a1","headline":"GARRETT MOTION INC.: $8,664,235 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GARRETT MOTION INC. disclosed $8,664,235 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARRETT MOTION INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1735707/000114036126014250/0001140361-26-014250-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"c6c0f7c2b37640f59593a07535ec0170","headline":"ARLO TECHNOLOGIES, INC.: $23,268,296 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARLO TECHNOLOGIES, INC. disclosed $23,268,296 ($23.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARLO TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736946/000114036126016680/0001140361-26-016680-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"4b2cbd0a0cea29633b41ae744860edf1","headline":"ALLOGENE THERAPEUTICS, INC.: $4,482,208 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ALLOGENE THERAPEUTICS, INC. disclosed $4,482,208 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALLOGENE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737287/000162828026028948/0001628280-26-028948-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"12d6dd96584b761cdbee23b2fccdd756","headline":"Seadrill Limited: $8,337,369 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Seadrill Limited disclosed $8,337,369 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seadrill Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737706/000114036126015486/0001140361-26-015486-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6d50b62546871160fa8575a7a47bd1d5","headline":"REPLIMUNE GROUP, INC.: $3,697,661 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"REPLIMUNE GROUP, INC. disclosed $3,697,661 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REPLIMUNE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737953/000110465926083158/0001104659-26-083158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"46bbe9ec041f0614d0c15b573307bbfe","headline":"Elanco Animal Health Inc: $14,833,704 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Elanco Animal Health Inc disclosed $14,833,704 ($14.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Elanco Animal Health Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1739104/000173910426000016/0001739104-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"10ebd4d41dcaf529cfdee515e2625daa","headline":"Resideo Technologies, Inc.: $15,000,857 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Resideo Technologies, Inc. disclosed $15,000,857 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Resideo Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1740332/000114036126016160/0001140361-26-016160-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"ffb1789725194d46a3a562b07b7739ae","headline":"Corsair Gaming, Inc.: $5,975,495 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Corsair Gaming, Inc. disclosed $5,975,495 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corsair Gaming, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743759/000119312526197141/0001193125-26-197141-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7722247b292758ccac1c32d36b3f67df","headline":"BridgeBio Pharma, Inc.: $15,581,922 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BridgeBio Pharma, Inc. disclosed $15,581,922 ($15.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BridgeBio Pharma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743881/000114036126016723/0001140361-26-016723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2eba332eebd90ec8bdd6cea53975c35f","headline":"PennyMac Financial Services, Inc.: $10,595,840 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PennyMac Financial Services, Inc. disclosed $10,595,840 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PennyMac Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745916/000119312526164086/0001193125-26-164086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"c83b661ad66686a485cfa52eb765d37e","headline":"BEAM THERAPEUTICS INC.: $6,409,631 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BEAM THERAPEUTICS INC. disclosed $6,409,631 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEAM THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745999/000119312526161512/0001193125-26-161512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0b43790f7af43d4c5a7e57ba214bb9c6","headline":"BANK FIRST CORPORATION: $1,699,536 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BANK FIRST CORPORATION disclosed $1,699,536 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANK FIRST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746109/000110465926048526/0001104659-26-048526-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"4a1154fea31e042bdbc45b629f666880","headline":"EQUILLIUM, INC.: $684,392 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EQUILLIUM, INC. disclosed $684,392 ($684K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EQUILLIUM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746466/000119312526156092/0001193125-26-156092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9c46d93cb0e06cde2945ed9ec60599ba","headline":"Pliant Therapeutics, Inc.: $6,614,704 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Pliant Therapeutics, Inc. disclosed $6,614,704 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pliant Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746473/000174647326000076/0001746473-26-000076-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9aabab44fe9fe781324d48b94a1ebe2f","headline":"REVOLVE GROUP, INC.: $482,412 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"REVOLVE GROUP, INC. disclosed $482,412 ($482K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLVE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746618/000119312526177284/0001193125-26-177284-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"88ed37f8af8bda73d8e8a470c263d81c","headline":"MetroCity Bankshares, Inc.: $2,274,100 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MetroCity Bankshares, Inc. disclosed $2,274,100 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MetroCity Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1747068/000110465926045475/0001104659-26-045475-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9749baa1a28a37f577eb0f53baae7860","headline":"ACADIAN ASSET MANAGEMENT INC.: $792,500 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ACADIAN ASSET MANAGEMENT INC. disclosed $792,500 ($792K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACADIAN ASSET MANAGEMENT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1748824/000162828026028368/0001628280-26-028368-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a659d4108c30c33ce544f939892cd824","headline":"Olema Pharmaceuticals, Inc.: $8,130,556 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Olema Pharmaceuticals, Inc. disclosed $8,130,556 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Olema Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750284/000119312526191956/0001193125-26-191956-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6e66bb8e4c95c97330835f6a063d28db","headline":"Meridian Corp: $1,364,062 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Meridian Corp disclosed $1,364,062 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meridian Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750735/000175073526000027/0001750735-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"d4dbb0a92d1d62d2d763895945f9bda2","headline":"AppLovin Corporation: $11,202,098 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AppLovin Corporation disclosed $11,202,098 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AppLovin Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1751008/000175100826000028/0001751008-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"13a1d058ffd34998716a7fb33abcb5a7","headline":"BLACKSKY TECHNOLOGY INC.: $2,539,303 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BLACKSKY TECHNOLOGY INC. disclosed $2,539,303 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACKSKY TECHNOLOGY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1753539/000175353926000108/0001753539-26-000108-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b50d0d6b4e721ba6c98d1905cabc5c2b","headline":"AerSale Corporation: $5,388,760 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"AerSale Corporation disclosed $5,388,760 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AerSale Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754170/000110465926050451/0001104659-26-050451-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"63907253b25a00a74657018fc5db1cbd","headline":"TRULIEVE CANNABIS CORP.: $5,143,273 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TRULIEVE CANNABIS CORP. disclosed $5,143,273 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRULIEVE CANNABIS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754195/000175419526000025/0001754195-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"74892fad354649202710e7526259fe7b","headline":"TRANSMEDICS GROUP, INC.: $8,199,136 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TRANSMEDICS GROUP, INC. disclosed $8,199,136 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSMEDICS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1756262/000119312526150357/0001193125-26-150357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"fe6860d6c241b8b1be31dcd5ee742b81","headline":"QUANTUM COMPUTING INC.: $444,403 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"QUANTUM COMPUTING INC. disclosed $444,403 ($444K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QUANTUM COMPUTING INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1758009/000121390026050296/0001213900-26-050296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9e78613196c00192a19ff3620f2b5698","headline":"CABALETTA BIO, INC.: $8,096,947 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CABALETTA BIO, INC. disclosed $8,096,947 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CABALETTA BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759138/000119312526183557/0001193125-26-183557-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"10a9c04cd9c2afdc4b61f4f9ac1f83f8","headline":"Mirum Pharmaceuticals, Inc.: $6,598,551 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Mirum Pharmaceuticals, Inc. disclosed $6,598,551 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mirum Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759425/000175942526000027/0001759425-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"ab25ddc0337b906a3209d67c2aba307b","headline":"Hyliion Holdings Corp.: $2,655,900 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Hyliion Holdings Corp. disclosed $2,655,900 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hyliion Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759631/000162828026024125/0001628280-26-024125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7f6d0670c736185b8215be3e1f2f3414","headline":"Alta Equipment Group Inc.: $2,356,051 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Alta Equipment Group Inc. disclosed $2,356,051 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alta Equipment Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759824/000119312526157108/0001193125-26-157108-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"38cdfb45107d1cc455613bd288296fb8","headline":"Palomar Holdings, Inc.: $5,469,403 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Palomar Holdings, Inc. disclosed $5,469,403 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palomar Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1761312/000207187626000105/0002071876-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"d7e6c9295a63d1c3969a62ad57bc349b","headline":"Bicycle Therapeutics plc: $4,857,218 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Bicycle Therapeutics plc disclosed $4,857,218 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bicycle Therapeutics plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1761612/000110465926046806/0001104659-26-046806-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"c9da15528413dca10723dd16e01ff92a","headline":"CHEWY, INC.: $29,738,828 total compensation for the principal executive officer, fiscal year ended 2025-02-02","summary":"CHEWY, INC. disclosed $29,738,828 ($29.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEWY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766502/000114036126022529/0001140361-26-022529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-02","captured_at":"2026-07-28 21:33:21"},{"signal_id":"814416828bde359fab928320e15e9c94","headline":"XPEL, INC.: $2,214,766 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"XPEL, INC. disclosed $2,214,766 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XPEL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1767258/000176725826000020/0001767258-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"3dcb6c64128f5e0f3321a08c308035db","headline":"Pioneer Bancorp, Inc./MD: $2,803,317 total compensation for the principal executive officer, fiscal year ended 2024-06-30","summary":"Pioneer Bancorp, Inc./MD disclosed $2,803,317 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pioneer Bancorp, Inc./MD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1769663/000110465926040117/0001104659-26-040117-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-06-30","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b42da7d4ff254945ceee52b3e53ded18","headline":"10x Genomics, Inc.: $7,929,349 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"10x Genomics, Inc. disclosed $7,929,349 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"10x Genomics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770787/000162828026027201/0001628280-26-027201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"204ac67482e5afd0da714dad2f31da7e","headline":"ADC Therapeutics SA: $1,837,628 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ADC Therapeutics SA disclosed $1,837,628 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADC Therapeutics SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1771910/000114036126015491/0001140361-26-015491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"199a016522edc2a993f96ef041d5fe58","headline":"HIMS & HERS HEALTH, INC.: $24,609,077 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HIMS & HERS HEALTH, INC. disclosed $24,609,077 ($24.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIMS & HERS HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1773751/000177375126000060/0001773751-26-000060-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"1ca7e7a0cf1140a58d94316cf61d7b15","headline":"PERELLA WEINBERG PARTNERS: $27,381,184 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PERELLA WEINBERG PARTNERS disclosed $27,381,184 ($27.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PERELLA WEINBERG PARTNERS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777835/000177783526000029/0001777835-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"aa5595b04ef77a3045e726242bde3311","headline":"WM Technology, Inc.: $7,509,027 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"WM Technology, Inc. disclosed $7,509,027 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WM Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1779474/000114036126017432/0001140361-26-017432-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b4fc2b8e8df07bfb4ec39846ce637cdf","headline":"MOMENTUS INC.: $919,310 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MOMENTUS INC. disclosed $919,310 ($919K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MOMENTUS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781162/000114036126014277/0001140361-26-014277-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"ddac326d5886649b0c8429e94efe64f5","headline":"Otis Worldwide Corporation: $42,102,257 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Otis Worldwide Corporation disclosed $42,102,257 ($42.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Otis Worldwide Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781335/000114036126015389/0001140361-26-015389-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"97c789d5214db676e0bc5bf41e87179d","headline":"THE BALDWIN INSURANCE GROUP, INC.: $5,707,414 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"THE BALDWIN INSURANCE GROUP, INC. disclosed $5,707,414 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE BALDWIN INSURANCE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781755/000178175526000027/0001781755-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"da5e2d63c511385399f5d266022b424f","headline":"REMITLY GLOBAL, INC.: $296,100 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"REMITLY GLOBAL, INC. disclosed $296,100 ($296K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REMITLY GLOBAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1782170/000178217026000048/0001782170-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7468f2ab52e05e4d56d96e1cdc9b4759","headline":"Phathom Pharmaceuticals, Inc.: $3,564,883 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Phathom Pharmaceuticals, Inc. disclosed $3,564,883 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Phathom Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783183/000119312526144570/0001193125-26-144570-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5a82efe0f5735baad3dd7edfeee52a72","headline":"UWM Holdings Corporation: $13,150,935 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"UWM Holdings Corporation disclosed $13,150,935 ($13.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UWM Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783398/000119312526176695/0001193125-26-176695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6253365d57191114c050bfeffa1c4d96","headline":"Robinhood Markets, Inc.: $2,137,451 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Robinhood Markets, Inc. disclosed $2,137,451 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Robinhood Markets, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783879/000178387926000053/0001783879-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"969acf27d8bad0204ed0c26744a521aa","headline":"Porch Group, Inc.: $12,760,578 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Porch Group, Inc. disclosed $12,760,578 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Porch Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784535/000178453526000021/0001784535-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7609485d62a37eafd1b401d79a789006","headline":"INTERACTIVE STRENGTH INC.: $300,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"INTERACTIVE STRENGTH INC. disclosed $300,000 ($300K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERACTIVE STRENGTH INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1785056/000119312526177084/0001193125-26-177084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"1a41aef631d80244d36aa5c58daf2c57","headline":"TRINITY CAPITAL INC.: $6,972,944 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TRINITY CAPITAL INC. disclosed $6,972,944 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRINITY CAPITAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786108/000114036126017966/0001140361-26-017966-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7b47765f73872b9d2de08fc69aba36cb","headline":"Vontier Corporation: $9,943,569 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Vontier Corporation disclosed $9,943,569 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vontier Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786842/000162828026024579/0001628280-26-024579-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"517a0a5c2fb2acb1a31bffaf308ae2e8","headline":"ARCUTIS BIOTHERAPEUTICS, INC.: $3,689,490 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARCUTIS BIOTHERAPEUTICS, INC. disclosed $3,689,490 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARCUTIS BIOTHERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787306/000178730626000028/0001787306-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"28427040275c1d2ba54b8f19320f6b12","headline":"JASPER THERAPEUTICS, INC.: $3,215,003 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"JASPER THERAPEUTICS, INC. disclosed $3,215,003 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JASPER THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1788028/000121390026068765/0001213900-26-068765-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"acf457968d48645b2a6f0f89e9fc45a1","headline":"ROOT, INC.: $10,653,120 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ROOT, INC. disclosed $10,653,120 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROOT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1788882/000178888226000033/0001788882-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2a205402b865752e4f2d0d8c4572cfbf","headline":"Aeva Technologies, Inc.: $1,513,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Aeva Technologies, Inc. disclosed $1,513,000 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aeva Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789029/000114036126017859/0001140361-26-017859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"5a2d7fb28a17e0fd2b92687d24e966a6","headline":"First Watch Restaurant Group, Inc.: $4,922,838 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"First Watch Restaurant Group, Inc. disclosed $4,922,838 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Watch Restaurant Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789940/000178994026000048/0001789940-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a0bc177b840c93aa6f1c9480f0543e48","headline":"CULLINAN THERAPEUTICS, INC.: $7,684,366 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CULLINAN THERAPEUTICS, INC. disclosed $7,684,366 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CULLINAN THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789972/000119312526183465/0001193125-26-183465-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9ff4ece1793c3625c889cca8feab50dc","headline":"DoorDash, Inc.: $318,518 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DoorDash, Inc. disclosed $318,518 ($319K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DoorDash, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792789/000179278926000018/0001792789-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"72af90640dd65386006e770fa3ff9c42","headline":"HighPeak Energy, Inc.: $5,274,399 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HighPeak Energy, Inc. disclosed $5,274,399 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HighPeak Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792849/000143774926014193/0001437749-26-014193-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2408596bf56cb46a7c554eca9a4936f2","headline":"Rush Street Interactive, Inc.: $9,029,774 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Rush Street Interactive, Inc. disclosed $9,029,774 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Street Interactive, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1793659/000179365926000016/0001793659-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"8a79f7aace33c3d6d055beeb9496c476","headline":"GREEN THUMB INDUSTRIES INC.: $10,388,077 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GREEN THUMB INDUSTRIES INC. disclosed $10,388,077 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREEN THUMB INDUSTRIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795139/000119312526178679/0001193125-26-178679-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9cc01ca2a953522fc068f2cf40f57da3","headline":"SPHERE ENTERTAINMENT CO.: $27,441,193 total compensation for the principal executive officer, fiscal year ended 2024-06-30","summary":"SPHERE ENTERTAINMENT CO. disclosed $27,441,193 ($27.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPHERE ENTERTAINMENT CO.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795250/000162828026027969/0001628280-26-027969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-06-30","captured_at":"2026-07-28 21:33:21"},{"signal_id":"73eab0a98fd22dcee8f9ed9cbad91be1","headline":"IAC Inc.: $4,975,418 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"IAC Inc. disclosed $4,975,418 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IAC Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800227/000119312526251426/0001193125-26-251426-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"efa3a3594d9902ef8166a5ed4f7751b4","headline":"JFROG LTD.: $10,292,799 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"JFROG LTD. disclosed $10,292,799 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JFROG LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800667/000119312526145562/0001193125-26-145562-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"8d4a2695743247a44b62804c7f204a91","headline":"CLOVER HEALTH INVESTMENTS, CORP./DE: $9,476,723 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CLOVER HEALTH INVESTMENTS, CORP./DE disclosed $9,476,723 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLOVER HEALTH INVESTMENTS, CORP./DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801170/000180117026000102/0001801170-26-000102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b78ce6bf8a686d3eeaae742647ee0625","headline":"MP Materials Corp. / DE: $6,044,484 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MP Materials Corp. / DE disclosed $6,044,484 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MP Materials Corp. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801368/000180136826000020/0001801368-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"cbed59191d2cb6f8cc2ecba03edeb2b9","headline":"SKILLZ INC.: $530,452 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SKILLZ INC. disclosed $530,452 ($530K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SKILLZ INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801661/000114036126018357/0001140361-26-018357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0e5aaf40fdd260acda3df4f516564d0c","headline":"TALKSPACE, INC.: $1,893,057 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TALKSPACE, INC. disclosed $1,893,057 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TALKSPACE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803901/000119312526197712/0001193125-26-197712-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"642a3031efdd01aed6af317ce8fc50aa","headline":"PLAYBOY, INC.: $2,364,766 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PLAYBOY, INC. disclosed $2,364,766 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAYBOY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803914/000162828026028967/0001628280-26-028967-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"4d1c9d2f4cfcf0a9dff0bbd22fb312e7","headline":"EOS ENERGY ENTERPRISES, INC.: $5,452,189 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EOS ENERGY ENTERPRISES, INC. disclosed $5,452,189 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EOS ENERGY ENTERPRISES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805077/000162828026025071/0001628280-26-025071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"91d1a78dc5e990bb6640500c506bf3c0","headline":"FARADAY FUTURE INTELLIGENT ELECTRIC INC.: $552,407 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FARADAY FUTURE INTELLIGENT ELECTRIC INC. disclosed $552,407 ($552K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FARADAY FUTURE INTELLIGENT ELECTRIC INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805521/000121390026048534/0001213900-26-048534-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"022ca0a5d38578ed7357be6b1c437a9e","headline":"LYELL IMMUNOPHARMA, INC.: $1,495,376 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LYELL IMMUNOPHARMA, INC. disclosed $1,495,376 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LYELL IMMUNOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1806952/000114036126016686/0001140361-26-016686-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"44f904127df203172c6c8a3a4468a3fe","headline":"GoHealth, Inc.: $6,262,772 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GoHealth, Inc. disclosed $6,262,772 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoHealth, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1808220/000114036126018208/0001140361-26-018208-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6c41f1160c6e94ce3d3dece9dc78529f","headline":"NUVATION BIO INC.: $3,717,354 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NUVATION BIO INC. disclosed $3,717,354 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVATION BIO INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811063/000114036126014157/0001140361-26-014157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0135db0dcee41ce222dbb94fd9a24a00","headline":"RELAY THERAPEUTICS, INC.: $13,079,301 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"RELAY THERAPEUTICS, INC. disclosed $13,079,301 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RELAY THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1812364/000119312526186929/0001193125-26-186929-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7c2b9485ac2397b3c2a10e66adf87095","headline":"KYMERA THERAPEUTICS, INC.: $15,433,147 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"KYMERA THERAPEUTICS, INC. disclosed $15,433,147 ($15.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KYMERA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1815442/000119312526191495/0001193125-26-191495-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"14938f3ffe6e884e29ecfb962e7e0172","headline":"OUSTER, INC.: $1,910,447 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"OUSTER, INC. disclosed $1,910,447 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OUSTER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816581/000114036126017433/0001140361-26-017433-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"df5ed772c975dc2830fc468bea560b0d","headline":"COMPASS PATHWAYS PLC: $4,339,303 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COMPASS PATHWAYS PLC disclosed $4,339,303 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMPASS PATHWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816590/000119312526157123/0001193125-26-157123-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"b56f6fd1901dd042dbb0e07f150a1d81","headline":"DISC MEDICINE, INC.: $9,065,924 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DISC MEDICINE, INC. disclosed $9,065,924 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DISC MEDICINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816736/000119312526187646/0001193125-26-187646-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"3ed176f2e20af001c50818aa4aa8d802","headline":"Janux Therapeutics, Inc.: $8,974,873 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Janux Therapeutics, Inc. disclosed $8,974,873 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Janux Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1817713/000119312526187095/0001193125-26-187095-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"571f0b8fc6c1321a2c936eb7fc87bca4","headline":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.: $946,288 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC. disclosed $946,288 ($946K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818201/000114036126013493/0001140361-26-013493-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"055cab4db88d28af4ac2eeac0abf40d6","headline":"GENEDX HOLDINGS CORP.: $4,421,800 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GENEDX HOLDINGS CORP. disclosed $4,421,800 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENEDX HOLDINGS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818331/000181833126000030/0001818331-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"ac4f33add30ec036bec9870f3090c4f1","headline":"SoFi Technologies, Inc.: $28,072,183 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SoFi Technologies, Inc. disclosed $28,072,183 ($28.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SoFi Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818874/000181887426000032/0001818874-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f8bb261709fce58aae1e51c1c05623dd","headline":"TANGO THERAPEUTICS, INC.: $6,541,200 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TANGO THERAPEUTICS, INC. disclosed $6,541,200 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TANGO THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819133/000119312526160287/0001193125-26-160287-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"bec9bc7de42a7acb3ccc17dc9b1474eb","headline":"LIQUIDIA CORPORATION: $6,751,230 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LIQUIDIA CORPORATION disclosed $6,751,230 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIQUIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819576/000110465926048597/0001104659-26-048597-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"11f253c2b47fd6cf048e6294ff507d29","headline":"TARSUS PHARMACEUTICALS, INC.: $7,896,192 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TARSUS PHARMACEUTICALS, INC. disclosed $7,896,192 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TARSUS PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819790/000181979026000028/0001819790-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"15c339514920f6c5434836c7732cb787","headline":"GCM Grosvenor Inc.: $5,470,026 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GCM Grosvenor Inc. disclosed $5,470,026 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GCM Grosvenor Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819796/000114036126016693/0001140361-26-016693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"918e0e57591c704fcf072de5f56dfc89","headline":"JOBY AVIATION, INC.: $3,706,090 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"JOBY AVIATION, INC. disclosed $3,706,090 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JOBY AVIATION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819848/000181984826000313/0001819848-26-000313-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"1b6874219f0534b8aca36514735b2785","headline":"DOUBLEVERIFY HOLDINGS, INC.: $1,077,618 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DOUBLEVERIFY HOLDINGS, INC. disclosed $1,077,618 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DOUBLEVERIFY HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819928/000110465926040372/0001104659-26-040372-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"876ad8afabacef95388f081714fa580d","headline":"Cipher Digital Inc.: $17,347,733 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cipher Digital Inc. disclosed $17,347,733 ($17.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cipher Digital Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819989/000181998926000016/0001819989-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"375d130c44f89f765b587ace2c259850","headline":"ROCKET LAB CORPORATION: $20,110,758 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ROCKET LAB CORPORATION disclosed $20,110,758 ($20.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROCKET LAB CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819994/000162828026023922/0001628280-26-023922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9ffd604349a026dc8d40fd3b7e4555f4","headline":"GRINDR INC.: $6,539,444 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GRINDR INC. disclosed $6,539,444 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GRINDR INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820144/000114036126018315/0001140361-26-018315-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2aff48db8702de9407e6b83f27c364bc","headline":"MoonLake Immunotherapeutics: $1,406,038 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"MoonLake Immunotherapeutics disclosed $1,406,038 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MoonLake Immunotherapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1821586/000114036126015916/0001140361-26-015916-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"f5f1299b34859799cf54e70322c46595","headline":"SOTERA HEALTH COMPANY: $10,392,468 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOTERA HEALTH COMPANY disclosed $10,392,468 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOTERA HEALTH COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822479/000110465926040937/0001104659-26-040937-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"29f762732c01d5f84e6f2cf58dc987b0","headline":"NuScale Power Corporation: $3,428,071 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NuScale Power Corporation disclosed $3,428,071 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NuScale Power Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822966/000182296626000042/0001822966-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"9637d0bc610f2531010bba26e060ca04","headline":"GPGI, INC.: $6,531,146 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GPGI, INC. disclosed $6,531,146 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GPGI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823144/000110465926048561/0001104659-26-048561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"63abd5abecfd942bfed744d25e8e2d6d","headline":"Affinity Bancshares, Inc.: $660,604 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Affinity Bancshares, Inc. disclosed $660,604 ($661K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Affinity Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"GA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823406/000119312526161629/0001193125-26-161629-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"61b4cbfa4a9a10836eebb1a83b3d086e","headline":"ARKO Corp.: $4,795,166 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ARKO Corp. disclosed $4,795,166 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARKO Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823794/000119312526162839/0001193125-26-162839-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"4ed4fe25de28f55f8e40bc403939b6fc","headline":"Offerpad Solutions Inc.: $1,060,725 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Offerpad Solutions Inc. disclosed $1,060,725 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Offerpad Solutions Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825024/000119312526170316/0001193125-26-170316-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"7b76fbbb7c9cb0d0b0fb3cb322824cf7","headline":"DREAM FINDERS HOMES, INC.: $12,879,808 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DREAM FINDERS HOMES, INC. disclosed $12,879,808 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DREAM FINDERS HOMES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825088/000162828026025557/0001628280-26-025557-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"a2fa5988ee9730f29a2839fd6e8187b8","headline":"Beachbody Company, Inc.: $805,942 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Beachbody Company, Inc. disclosed $805,942 ($806K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Beachbody Company, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826889/000119312526170532/0001193125-26-170532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"3d029a3ffb84eb6ee55a82217776b309","headline":"BIOATLA, INC.: $1,952,798 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BIOATLA, INC. disclosed $1,952,798 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIOATLA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826892/000119312526255422/0001193125-26-255422-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"70ec7ebbea0be29ae261d8b28f527718","headline":"PLAYTIKA HOLDING CORP.: $84,141,574 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PLAYTIKA HOLDING CORP. disclosed $84,141,574 ($84.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAYTIKA HOLDING CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828016/000182801626000024/0001828016-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"11417e175d7eab408c750b098b297312","headline":"HIPPO HOLDINGS INC.: $2,849,375 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"HIPPO HOLDINGS INC. disclosed $2,849,375 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIPPO HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828105/000119312526170319/0001193125-26-170319-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"e17cc1de8062b84d432e79c10b7adaa6","headline":"FINANCE OF AMERICA COMPANIES INC.: $4,431,850 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"FINANCE OF AMERICA COMPANIES INC. disclosed $4,431,850 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FINANCE OF AMERICA COMPANIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828937/000114036126013675/0001140361-26-013675-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"167849f0586b2a617a4efe88148bf47e","headline":"CRICUT, INC.: $21,699,888 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CRICUT, INC. disclosed $21,699,888 ($21.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRICUT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828962/000182896226000030/0001828962-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"80fcd9a3790947ebae23bb67a74f169c","headline":"CARTER BANKSHARES, INC.: $1,307,912 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CARTER BANKSHARES, INC. disclosed $1,307,912 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARTER BANKSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1829576/000182957626000027/0001829576-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0887103537cb00702a2faf396adc878b","headline":"GINKGO BIOWORKS HOLDINGS, INC.: $1,231,000 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GINKGO BIOWORKS HOLDINGS, INC. disclosed $1,231,000 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GINKGO BIOWORKS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1830214/000162828026028377/0001628280-26-028377-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"0efe5426f635d1866e4f96d47dd201d4","headline":"Vera Therapeutics, Inc.: $5,648,201 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Vera Therapeutics, Inc. disclosed $5,648,201 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vera Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831828/000114036126014002/0001140361-26-014002-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"3dfa39a63d9f9292f92530f94935b03a","headline":"Cytek Biosciences, Inc.: $6,084,671 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Cytek Biosciences, Inc. disclosed $6,084,671 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytek Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831915/000114036126017479/0001140361-26-017479-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"1005417934b67669a6b040a470fcfb06","headline":"Aveanna Healthcare Holdings Inc.: $4,543,047 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"Aveanna Healthcare Holdings Inc. disclosed $4,543,047 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aveanna Healthcare Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832332/000119312526161632/0001193125-26-161632-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6414b78af8460c8a358aaddcc7ab6ea5","headline":"Alignment Healthcare, Inc.: $6,369,165 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Alignment Healthcare, Inc. disclosed $6,369,165 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alignment Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832466/000162828026027058/0001628280-26-027058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6c6729c9f3672824873ba8f201ae685c","headline":"P3 Health Partners Inc.: $10,754,366 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"P3 Health Partners Inc. disclosed $10,754,366 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"P3 Health Partners Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832511/000114036126018240/0001140361-26-018240-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"1a11759ba52c1326ee74f44482017fb2","headline":"N-ABLE, INC.: $6,395,926 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"N-ABLE, INC. disclosed $6,395,926 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"N-ABLE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834488/000183448826000018/0001834488-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"55283e570c077e3ffafbc45583c89f4d","headline":"COUPANG, INC.: $2,071,499 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"COUPANG, INC. disclosed $2,071,499 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COUPANG, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834584/000114036126017102/0001140361-26-017102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:21"},{"signal_id":"2760de759cbe45e1587ae02d4f54bdc6","headline":"Marvell Technology, Inc.: $32,160,142 total compensation for the principal executive officer, fiscal year ended 2025-02-01","summary":"Marvell Technology, Inc. disclosed $32,160,142 ($32.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Marvell Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835632/000110465926060253/0001104659-26-060253-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-01","captured_at":"2026-07-28 21:33:21"},{"signal_id":"6f3033f0964052a8c3fc22ffd82d1cc1","headline":"Klaviyo, Inc.: $78,030 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Klaviyo, Inc. disclosed $78,030 ($78K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Klaviyo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835830/000183583026000018/0001835830-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"92e6c3dbb2fa8d5cfb87aaf8524534d3","headline":"PLANET LABS PBC: $4,746,341 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"PLANET LABS PBC disclosed $4,746,341 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLANET LABS PBC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1836833/000119312526241945/0001193125-26-241945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"855a0474a782d9495b1f9d1c3d16d93a","headline":"Janus International Group, Inc.: $6,446,421 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"Janus International Group, Inc. disclosed $6,446,421 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Janus International Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839839/000114036126016709/0001140361-26-016709-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a8b895e460e3b94e319e2e620e1ffb4a","headline":"Taboola.com Ltd.: $10,491,344 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Taboola.com Ltd. disclosed $10,491,344 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Taboola.com Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840502/000114036126018296/0001140361-26-018296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e5e98d74c06eda57bfe407475e871d04","headline":"Hagerty, Inc.: $3,206,990 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Hagerty, Inc. disclosed $3,206,990 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hagerty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840776/000162828026028911/0001628280-26-028911-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"68ce258f7710e7295d12458eb4e099d8","headline":"SOUNDHOUND AI, INC.: $7,716,875 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SOUNDHOUND AI, INC. disclosed $7,716,875 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUNDHOUND AI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840856/000121390026041978/0001213900-26-041978-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"1481ac0e18eeee8e851afb71ad76e647","headline":"PAYMENTUS HOLDINGS, INC.: $1,209,210 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PAYMENTUS HOLDINGS, INC. disclosed $1,209,210 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAYMENTUS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841156/000119312526170573/0001193125-26-170573-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"bf783d0a462266f6c8cc40326daf1631","headline":"Dave Inc./DE: $11,710,777 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Dave Inc./DE disclosed $11,710,777 ($11.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dave Inc./DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841408/000119312526164199/0001193125-26-164199-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"6dd6afb53ede75f8c70dc0d3412f4b39","headline":"APA CORPORATION: $11,440,709 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"APA CORPORATION disclosed $11,440,709 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841666/000119312526149453/0001193125-26-149453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"bd8a2c0c8ce3523c146a8e71216d7308","headline":"indie Semiconductor, Inc.: $3,098,993 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"indie Semiconductor, Inc. disclosed $3,098,993 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"indie Semiconductor, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841925/000119312526161644/0001193125-26-161644-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"fa6ad6f37be62a84531b59dd58f0cc34","headline":"LanzaTech     Global, Inc.: $5,071,031 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"LanzaTech     Global, Inc. disclosed $5,071,031 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LanzaTech     Global, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1843724/000153949726001238/0001539497-26-001238-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"cd81e14a5cc8bf1657fd46850431660b","headline":"DAY ONE BIOPHARMACEUTICALS, INC.: $6,560,577 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"DAY ONE BIOPHARMACEUTICALS, INC. disclosed $6,560,577 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAY ONE BIOPHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1845337/000119312526161471/0001193125-26-161471-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a62bc3d653076cddd0c901ee92e4aacd","headline":"Zeta Global Holdings Corp.: $26,156,274 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Zeta Global Holdings Corp. disclosed $26,156,274 ($26.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zeta Global Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851003/000119312526177408/0001193125-26-177408-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"713691b6267a0e68e1b948f0ec4bdfcd","headline":"Nextpower Inc.: $20,097,412 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Nextpower Inc. disclosed $20,097,412 ($20.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nextpower Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852131/000185213126000038/0001852131-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"00e57ae38d449a126372898ca0b25de1","headline":"CLEAR SECURE, INC.: $6,162,675 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CLEAR SECURE, INC. disclosed $6,162,675 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAR SECURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856314/000119312526170704/0001193125-26-170704-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"137528072f27c7e5e1cfd203b3509d74","headline":"Core & Main, Inc.: $5,374,471 total compensation for the principal executive officer, fiscal year ended 2025-02-02","summary":"Core & Main, Inc. disclosed $5,374,471 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-02-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Core & Main, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856525/000185652526000046/0001856525-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-02-02","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2bf9649a3b81bef878f493d12c8fe796","headline":"Indaptus Therapeutics, Inc.: $1,157,217 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Indaptus Therapeutics, Inc. disclosed $1,157,217 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Indaptus Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857044/000149315226033545/0001493152-26-033545-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"cbded734cfa7dce728e097acfcf22f0b","headline":"GIGACLOUD TECHNOLOGY INC: $3,481,027 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"GIGACLOUD TECHNOLOGY INC disclosed $3,481,027 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GIGACLOUD TECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857816/000185781626000047/0001857816-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"32566934fc325f5a2c902b6e321fdc6d","headline":"NUVALENT, Inc.: $17,279,869 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NUVALENT, Inc. disclosed $17,279,869 ($17.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVALENT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1861560/000186156026000013/0001861560-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ae49db7cc80b8c520ab6e55d5382f093","headline":"CONSENSUS CLOUD SOLUTIONS, INC.: $2,170,729 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"CONSENSUS CLOUD SOLUTIONS, INC. disclosed $2,170,729 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSENSUS CLOUD SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866633/000114036126016729/0001140361-26-016729-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ec632d0f8856ec6d5240df0fa7cbbf4c","headline":"Amplitude, Inc.: $393,750 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Amplitude, Inc. disclosed $393,750 ($394K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amplitude, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866692/000114036126016728/0001140361-26-016728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"768256aa2fb230e209e21c69a7daa78c","headline":"Kyndryl Holdings, Inc.: $15,803,726 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Kyndryl Holdings, Inc. disclosed $15,803,726 ($15.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kyndryl Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867072/000114036126025446/0001140361-26-025446-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e9b0861b942d9743cd96be892433065a","headline":"Portillo’s Inc.: $5,871,407 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"Portillo’s Inc. disclosed $5,871,407 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Portillo’s Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1871509/000187150926000024/0001871509-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:33:22"},{"signal_id":"b7e9fc34b4b73d38affc65771918681b","headline":"Ponce Financial Group, Inc.: $1,185,667 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Ponce Financial Group, Inc. disclosed $1,185,667 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ponce Financial Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874071/000119312526168750/0001193125-26-168750-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"89fc01b9189ac2e267abd58d6c817121","headline":"Rivian Automotive, Inc. / DE: $14,892,215 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Rivian Automotive, Inc. / DE disclosed $14,892,215 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rivian Automotive, Inc. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874178/000187417826000023/0001874178-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f48ad3c462dd3353c3119d5949838e83","headline":"TPG INC.: $32,754,716 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TPG INC. disclosed $32,754,716 ($32.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TPG INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1880661/000119312526166834/0001193125-26-166834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"d433ac28637041aa3f3000c0a296632d","headline":"ProFrac Holding Corp.: $1,386,010 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"ProFrac Holding Corp. disclosed $1,386,010 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ProFrac Holding Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1881487/000110465926049044/0001104659-26-049044-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"73b7eb88d9d74070b0db400c61abfd11","headline":"Pagaya Technologies Ltd.: $4,704,773 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Pagaya Technologies Ltd. disclosed $4,704,773 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pagaya Technologies Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1883085/000188308526000039/0001883085-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"06938bdb43f84eb7e937703c5cced105","headline":"Savers Value Village, Inc.: $5,093,172 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"Savers Value Village, Inc. disclosed $5,093,172 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Savers Value Village, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1883313/000188331326000034/0001883313-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"b0491911dffc93d776bf0d38d6e50c0e","headline":"EXCELERATE ENERGY, INC.: $5,438,007 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"EXCELERATE ENERGY, INC. disclosed $5,438,007 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXCELERATE ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1888447/000119312526159047/0001193125-26-159047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"db2b4834eaa418127f3027a9f314f5ce","headline":"Structure Therapeutics Inc.: $5,738,850 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Structure Therapeutics Inc. disclosed $5,738,850 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Structure Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1888886/000110465926047740/0001104659-26-047740-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"8fc503544975bc42700a228bdb34cffe","headline":"M-tron Industries, Inc.: $376,300 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"M-tron Industries, Inc. disclosed $376,300 ($376K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"M-tron Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1902314/000143774926014017/0001437749-26-014017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"9c9c1de26773de88380ea05a42abc1fd","headline":"nCino, Inc.: $8,499,099 total compensation for the principal executive officer, fiscal year ended 2025-01-31","summary":"nCino, Inc. disclosed $8,499,099 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"nCino, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1902733/000119312526214613/0001193125-26-214613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"69c6c384622a0e10478559d5478ce91c","headline":"D-Wave Quantum Inc.: $1,722,500 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"D-Wave Quantum Inc. disclosed $1,722,500 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"D-Wave Quantum Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1907982/000190798226000040/0001907982-26-000040-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ef330b9713fa6711838e00b51b7a929d","headline":"Mobileye Global Inc.: $15,078,205 total compensation for the principal executive officer, fiscal year ended 2024-12-28","summary":"Mobileye Global Inc. disclosed $15,078,205 ($15.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mobileye Global Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1910139/000110465926048118/0001104659-26-048118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f7c67fff61e8976d4c44ad1c18d680e1","headline":"NEURAXIS, INC.: $578,376 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NEURAXIS, INC. disclosed $578,376 ($578K) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEURAXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1933567/000114036126017498/0001140361-26-017498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"51036e4da6e2dc23ae5704eee03c3fb0","headline":"F&G Annuities & Life, Inc.: $11,177,736 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"F&G Annuities & Life, Inc. disclosed $11,177,736 ($11.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"F&G Annuities & Life, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1934850/000110465926052877/0001104659-26-052877-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"9df16689432eec40d12330af610952bf","headline":"NewAmsterdam Pharma Company N.V.: $6,469,297 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"NewAmsterdam Pharma Company N.V. disclosed $6,469,297 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NewAmsterdam Pharma Company N.V.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1936258/000119312526207562/0001193125-26-207562-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"03890f4f0c1758b3e8cfea0f4cc13492","headline":"MasterBrand, Inc.: $6,521,598 total compensation for the principal executive officer, fiscal year ended 2024-12-29","summary":"MasterBrand, Inc. disclosed $6,521,598 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MasterBrand, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1941365/000119312526170568/0001193125-26-170568-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-29","captured_at":"2026-07-28 21:33:22"},{"signal_id":"63b2ac9aa659c1bc6c0dbb0838a9739d","headline":"Knife River Corporation: $6,941,573 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Knife River Corporation disclosed $6,941,573 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Knife River Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1955520/000162828026023783/0001628280-26-023783-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"d97c997bed3547fe7205b1ca9babf38a","headline":"SHARKNINJA, INC.: $33,469,277 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SHARKNINJA, INC. disclosed $33,469,277 ($33.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SHARKNINJA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1957132/000195713226000022/0001957132-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"efc8e3a6086c670bd7f80a3518310dc4","headline":"Burke & Herbert Financial Services Corp.: $2,868,146 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Burke & Herbert Financial Services Corp. disclosed $2,868,146 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Burke & Herbert Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1964333/000196433326000052/0001964333-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3128dfb25e23d80900b1f1dd73c1a035","headline":"PHINIA Inc.: $9,729,623 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PHINIA Inc. disclosed $9,729,623 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PHINIA Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1968915/000196891526000061/0001968915-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c6d3b4a2d1dcffee8c62f31f605d1faa","headline":"SINCLAIR, INC.: $10,547,393 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"SINCLAIR, INC. disclosed $10,547,393 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SINCLAIR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1971213/000197121326000017/0001971213-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"72155df0c323188ff87590e4ee842b21","headline":"TKO Group Holdings, Inc.: $18,129,271 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"TKO Group Holdings, Inc. disclosed $18,129,271 ($18.1M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TKO Group Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1973266/000119312526173833/0001193125-26-173833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7d1fe3db073c618b1199ee8c923d30f5","headline":"Apogee Therapeutics, Inc.: $13,207,682 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Apogee Therapeutics, Inc. disclosed $13,207,682 ($13.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Apogee Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1974640/000119312526177342/0001193125-26-177342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"64d2de4777ecbb87bbbca2ad3c0df2cb","headline":"BUNGE GLOBAL SA: $16,812,348 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BUNGE GLOBAL SA disclosed $16,812,348 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUNGE GLOBAL SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1996862/000162828026024588/0001628280-26-024588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3556516d3df8a8b945c5172a4458676a","headline":"BLACKROCK, INC.: $30,768,546 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"BLACKROCK, INC. disclosed $30,768,546 ($30.8M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACKROCK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2012383/000130817926000262/0001308179-26-000262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3b3dc7fccfa60b6a5d1a1501ddfc5d0f","headline":"Uniti Group Inc.: $11,274,640 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Uniti Group Inc. disclosed $11,274,640 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uniti Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2020795/000110465926045735/0001104659-26-045735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3ec33c9ccb2d4fe5442da16901b77268","headline":"Summit Midstream Corporation: $6,963,993 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"Summit Midstream Corporation disclosed $6,963,993 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Summit Midstream Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024218/000121390026042530/0001213900-26-042530-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"0e75deae79fd39c80fbe48223d88173c","headline":"Lionsgate Studios Corp.: $9,823,232 total compensation for the principal executive officer, fiscal year ended 2025-03-31","summary":"Lionsgate Studios Corp. disclosed $9,823,232 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lionsgate Studios Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2052959/000119312526321010/0001193125-26-321010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"516aa59d875e0b7b38ca632640ed2e71","headline":"PINNACLE FINANCIAL PARTNERS, INC.: $6,188,319 total compensation for the principal executive officer, fiscal year ended 2024-12-31","summary":"PINNACLE FINANCIAL PARTNERS, INC. disclosed $6,188,319 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2024-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PINNACLE FINANCIAL PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2082866/000208286626000031/0002082866-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2024-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4652016a3e5fd1d793fa3c51bb42dd30","headline":"ALEXANDER’S, INC.: $195,744 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALEXANDER’S, INC. disclosed $195,744 ($196K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALEXANDER’S, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3499/000119312526145567/0001193125-26-145567-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e83189a87a53d863846b5db6c8ccf5d7","headline":"Cheniere Energy, Inc.: $25,647,769 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cheniere Energy, Inc. disclosed $25,647,769 ($25.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cheniere Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/3570/000119312526144572/0001193125-26-144572-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c8b138c14e675296d623cd7242947031","headline":"UNUM GROUP: $19,417,476 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UNUM GROUP disclosed $19,417,476 ($19.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNUM GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5513/000000551326000026/0000005513-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"b1b787d37bdeb4d0b88d33e2ddad82be","headline":"AMERICAN VANGUARD CORPORATION: $1,069,480 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMERICAN VANGUARD CORPORATION disclosed $1,069,480 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN VANGUARD CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/5981/000119312526173620/0001193125-26-173620-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"75f97e19d509c12afbca21c1caa09245","headline":"ARMSTRONG WORLD INDUSTRIES, INC.: $8,537,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARMSTRONG WORLD INDUSTRIES, INC. disclosed $8,537,000 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARMSTRONG WORLD INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/7431/000119312526193741/0001193125-26-193741-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"66f38f0c069036867c6eb0f6054644c2","headline":"ASTRONICS CORPORATION: $4,564,990 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ASTRONICS CORPORATION disclosed $4,564,990 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ASTRONICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8063/000114036126015301/0001140361-26-015301-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"22bb47611d11da558914acd7c8aa729a","headline":"AZZ INC.: $5,513,156 total compensation for the principal executive officer, fiscal year ended 2026-02-28","summary":"AZZ INC. disclosed $5,513,156 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AZZ INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8947/000110465926066068/0001104659-26-066068-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4b871a9a7b926ac5bad316e9ec3fd949","headline":"BALCHEM CORPORATION: $7,894,874 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BALCHEM CORPORATION disclosed $7,894,874 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BALCHEM CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/9326/000114036126017099/0001140361-26-017099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"34db5659a6bc3ce825589b7222236095","headline":"BERKLEY W R CORP: $16,823,866 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BERKLEY W R CORP disclosed $16,823,866 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BERKLEY W R CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/11544/000119312526170583/0001193125-26-170583-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"8d5a17dfcb5fd19bc207ab7375d676a3","headline":"Brown-Forman Corporation: $25,304,881 total compensation for the principal executive officer, fiscal year ended 2026-04-30","summary":"Brown-Forman Corporation disclosed $25,304,881 ($25.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brown-Forman Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14693/000119312526275853/0001193125-26-275853-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-04-30","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3a3646c23b1380eefdacf870834f231b","headline":"BRT APARTMENTS CORP.: $1,912,560 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BRT APARTMENTS CORP. disclosed $1,912,560 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRT APARTMENTS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/14846/000114036126015498/0001140361-26-015498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a0299347389b7cc336937684baaeed8e","headline":"MASTEC, INC.: $11,544,386 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MASTEC, INC. disclosed $11,544,386 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MASTEC, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/15615/000114036126014022/0001140361-26-014022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"cb8394bb7af9d65ed82cac379168b0d6","headline":"CONSTELLATION BRANDS, INC.: $14,209,126 total compensation for the principal executive officer, fiscal year ended 2026-02-28","summary":"CONSTELLATION BRANDS, INC. disclosed $14,209,126 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLATION BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/16918/000001691826000023/0000016918-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"9d9babd4c4c1d6e43a55e9633c47d6a9","headline":"CAPITAL SOUTHWEST CORPORATION: $3,791,870 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"CAPITAL SOUTHWEST CORPORATION disclosed $3,791,870 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAPITAL SOUTHWEST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/17313/000001731326000042/0000017313-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a4dd37241b9e095cf77d4460584b747d","headline":"The CATO Corporation: $1,486,624 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"The CATO Corporation disclosed $1,486,624 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The CATO Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18255/000120677426000206/0001206774-26-000206-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7b7002ae1b0abd6ca61be9d9a27a5aff","headline":"Genesco Inc.: $4,444,023 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Genesco Inc. disclosed $4,444,023 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genesco Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18498/000119312526271251/0001193125-26-271251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"8b238dd49ca9f4104ea34ffbd06ab827","headline":"Chemed Corporation: $12,904,720 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Chemed Corporation disclosed $12,904,720 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Chemed Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19584/000156276226000052/0001562762-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"19175cd3a5cbecc037b445c017e917a7","headline":"JPMORGAN CHASE & CO: $40,632,724 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"JPMORGAN CHASE & CO disclosed $40,632,724 ($40.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JPMORGAN CHASE & CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/19617/000001961726000096/0000019617-26-000096-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ae06db485ebb3ba9ebb3b8f36f24c362","headline":"COMSTOCK RESOURCES, INC.: $21,934,257 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COMSTOCK RESOURCES, INC. disclosed $21,934,257 ($21.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSTOCK RESOURCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23194/000119312526170561/0001193125-26-170561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7e6468f61dbed2129016c8abc6e0b1ee","headline":"CTO REALTY GROWTH, INC.: $3,905,735 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CTO REALTY GROWTH, INC. disclosed $3,905,735 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CTO REALTY GROWTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23795/000110465926050405/0001104659-26-050405-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"74ff4ec9187f8161a6428cf4934f2081","headline":"Crown Crafts, Inc.: $475,379 total compensation for the principal executive officer, fiscal year ended 2026-03-29","summary":"Crown Crafts, Inc. disclosed $475,379 ($475K) in total compensation for its principal executive officer for the fiscal year ended 2026-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crown Crafts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/25895/000143774926021757/0001437749-26-021757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-29","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ce5bd1203768a3ea7d924abbf42ffd43","headline":"TARGET CORPORATION: $21,830,088 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"TARGET CORPORATION disclosed $21,830,088 ($21.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TARGET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27419/000162828026027508/0001628280-26-027508-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"263bb483f09aee69161c16f286e22a61","headline":"Delta Air Lines, Inc.: $19,222,401 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Delta Air Lines, Inc. disclosed $19,222,401 ($19.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Delta Air Lines, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/27904/000130817926000345/0001308179-26-000345-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2411721b07bf6088a076f4a7c291e389","headline":"Dillard’s, Inc.: $9,101,150 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Dillard’s, Inc. disclosed $9,101,150 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dillard’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/28917/000110465926039765/0001104659-26-039765-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"85bba3094659caff6e6f69712fdf5ce9","headline":"Eastman Kodak Company: $6,824,970 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Eastman Kodak Company disclosed $6,824,970 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Eastman Kodak Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31235/000114036126013928/0001140361-26-013928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"60c539ceba1047790a5bb97e696d57c2","headline":"Educational Development Corporation: $332,800 total compensation for the principal executive officer, fiscal year ended 2026-02-28","summary":"Educational Development Corporation disclosed $332,800 ($333K) in total compensation for its principal executive officer for the fiscal year ended 2026-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Educational Development Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/31667/000118518526002148/0001185185-26-002148-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"5cacdaafaf00ef16e19274ea41bf64a6","headline":"EXXON MOBIL CORPORATION: $32,998,628 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EXXON MOBIL CORPORATION disclosed $32,998,628 ($33.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXXON MOBIL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34088/000119312526147614/0001193125-26-147614-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3c79ae1fd8b7aa8cbcc010fd9345a67e","headline":"TENAX THERAPEUTICS, INC.: $8,079,633 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TENAX THERAPEUTICS, INC. disclosed $8,079,633 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TENAX THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/34956/000119312526168580/0001193125-26-168580-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"6f3c9af991c43aebb254561df6f9b542","headline":"FRIEDMAN INDUSTRIES INC: $2,709,607 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"FRIEDMAN INDUSTRIES INC disclosed $2,709,607 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRIEDMAN INDUSTRIES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/39092/000143774926024581/0001437749-26-024581-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"d2feab0b16cb46bf933d1682360ea83f","headline":"HAWKINS, INC.: $3,607,894 total compensation for the principal executive officer, fiscal year ended 2026-03-29","summary":"HAWKINS, INC. disclosed $3,607,894 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-29, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAWKINS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46250/000004625026000026/0000046250-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-29","captured_at":"2026-07-28 21:33:22"},{"signal_id":"772e1c7514976eefe7006df708275567","headline":"EASTGROUP PROPERTIES, INC.: $9,437,394 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EASTGROUP PROPERTIES, INC. disclosed $9,437,394 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EASTGROUP PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/49600/000004960026000019/0000049600-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f13c3712b755c072306a21062503677a","headline":"Kewaunee Scientific Corporation: $1,965,495 total compensation for the principal executive officer, fiscal year ended 2026-04-30","summary":"Kewaunee Scientific Corporation disclosed $1,965,495 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kewaunee Scientific Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/55529/000114036126027713/0001140361-26-027713-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-04-30","captured_at":"2026-07-28 21:33:22"},{"signal_id":"70544776c9d09b7ca1abc4000772f86e","headline":"PRIMEENERGY RESOURCES CORPORATION: $4,962,790 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PRIMEENERGY RESOURCES CORPORATION disclosed $4,962,790 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRIMEENERGY RESOURCES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/56868/000143774926013252/0001437749-26-013252-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3081348e4300664f7a41d7d5acb4db27","headline":"LOWES COMPANIES INC: $21,581,889 total compensation for the principal executive officer, fiscal year ended 2026-01-30","summary":"LOWES COMPANIES INC disclosed $21,581,889 ($21.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LOWES COMPANIES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60667/000006066726000056/0000060667-26-000056-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-30","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2c491e14ad4351cc0d6230e388719429","headline":"LSB Industries, Inc.: $5,327,795 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LSB Industries, Inc. disclosed $5,327,795 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LSB Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/60714/000119312526151347/0001193125-26-151347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"394baecad4c354cd3c63205161b6742d","headline":"MARCUS CORP: $4,840,339 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MARCUS CORP disclosed $4,840,339 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MARCUS CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/62234/000006223426000018/0000062234-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"1c133a3130ee7a5b06fe136463c27584","headline":"MATTEL INC /DE/: $15,060,621 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MATTEL INC /DE/ disclosed $15,060,621 ($15.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MATTEL INC /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63276/000130817926000276/0001308179-26-000276-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3f2bec5057982d1a95e5615109e4fcd6","headline":"McDonald’s Corporation: $20,574,525 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"McDonald’s Corporation disclosed $20,574,525 ($20.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McDonald’s Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63908/000119312526145548/0001193125-26-145548-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"dc2d5faa909377cc4967e3326de6fd5b","headline":"MICROVISION, INC.: $2,486,790 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MICROVISION, INC. disclosed $2,486,790 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MICROVISION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/65770/000149315226028274/0001493152-26-028274-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7f7ca90ae8cf719289e86c1581ec7f6f","headline":"Middlesex Water Company: $1,906,024 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Middlesex Water Company disclosed $1,906,024 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middlesex Water Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/66004/000130817926000211/0001308179-26-000211-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"63180da18f254bee3c5cfb27f74e80cd","headline":"Dycom Industries, Inc.: $8,011,338 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Dycom Industries, Inc. disclosed $8,011,338 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dycom Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67215/000006721526000017/0000067215-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"bf0a942f78023b84d816a554fa837916","headline":"Modine Manufacturing Company: $10,159,548 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Modine Manufacturing Company disclosed $10,159,548 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Modine Manufacturing Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/67347/000110465926082630/0001104659-26-082630-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"355d7c08b386ee9dc7e94c6ccc9deef9","headline":"NUVERA COMMUNICATIONS, INC.: $482,780 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NUVERA COMMUNICATIONS, INC. disclosed $482,780 ($483K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVERA COMMUNICATIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/71557/000143774926011856/0001437749-26-011856-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"20e9413a67de592d3e4c9a085671744a","headline":"MOVADO GROUP, INC.: $5,228,254 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"MOVADO GROUP, INC. disclosed $5,228,254 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MOVADO GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/72573/000114036126019208/0001140361-26-019208-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"9861b149dc24f826f02ccb86e265c2a8","headline":"Oxford Industries, Inc.: $5,529,136 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Oxford Industries, Inc. disclosed $5,529,136 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oxford Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/75288/000007528826000032/0000075288-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"42830847e569deb0bce56da88b19e909","headline":"Park Aerospace Corp.: $331,592 total compensation for the principal executive officer, fiscal year ended 2026-03-01","summary":"Park Aerospace Corp. disclosed $331,592 ($332K) in total compensation for its principal executive officer for the fiscal year ended 2026-03-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Park Aerospace Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/76267/000207709626000207/0002077096-26-000207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-01","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4642eda3117666d7be99367d9ab157b3","headline":"TUTOR PERINI CORPORATION: $10,041,405 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TUTOR PERINI CORPORATION disclosed $10,041,405 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TUTOR PERINI CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/77543/000007754326000088/0000077543-26-000088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"0ed3701a424cd9ebba1e00b6826cb60b","headline":"PVH Corp.: $16,165,385 total compensation for the principal executive officer, fiscal year ended 2026-02-01","summary":"PVH Corp. disclosed $16,165,385 ($16.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PVH Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78239/000121390026053710/0001213900-26-053710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-01","captured_at":"2026-07-28 21:33:22"},{"signal_id":"b6ff6981379b9726bc61d2f2ad62aa5a","headline":"AGILYSYS, INC.: $1,213,846 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"AGILYSYS, INC. disclosed $1,213,846 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AGILYSYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/78749/000119312526306113/0001193125-26-306113-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"29143aea2944d5a9cc56ec8246e9d5ec","headline":"National Presto Industries, Inc.: $754,299 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"National Presto Industries, Inc. disclosed $754,299 ($754K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"National Presto Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/80172/000143774926012242/0001437749-26-012242-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a5673973de0924f00e9be52e55709b5a","headline":"RESERVE PETROLEUM CO: $305,807 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RESERVE PETROLEUM CO disclosed $305,807 ($306K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RESERVE PETROLEUM CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/83350/000008335026000005/0000083350-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"14e387b89d97151ebfe146f76ed88750","headline":"Travelers Companies, Inc.: $26,968,756 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Travelers Companies, Inc. disclosed $26,968,756 ($27.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travelers Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/86312/000008631226000103/0000086312-26-000103-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ba1a30c04566dca0efa50755984e8254","headline":"Horizon Kinetics Holding Corporation: $410,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Horizon Kinetics Holding Corporation disclosed $410,000 ($410K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Horizon Kinetics Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88000/000119312526164084/0001193125-26-164084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"8d6fa61aa39b23c3b8e44cdced26ab56","headline":"SENECA FOODS CORPORATION: $1,304,968 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"SENECA FOODS CORPORATION disclosed $1,304,968 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENECA FOODS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/88948/000143774926022933/0001437749-26-022933-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"6d2f7edd7d5c8234d96633e2b51ab6d9","headline":"SMITHFIELD FOODS, INC.: $19,337,548 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"SMITHFIELD FOODS, INC. disclosed $19,337,548 ($19.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMITHFIELD FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91388/000009138826000022/0000091388-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"bbc51b4fc64d1f5ff73f650011a0beff","headline":"THE J. M. SMUCKER COMPANY: $10,935,216 total compensation for the principal executive officer, fiscal year ended 2026-04-30","summary":"THE J. M. SMUCKER COMPANY disclosed $10,935,216 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE J. M. SMUCKER COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/91419/000119312526283858/0001193125-26-283858-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-04-30","captured_at":"2026-07-28 21:33:22"},{"signal_id":"90b0b1c6350fad121d2fa43898724cd4","headline":"Southern California Gas Company: $4,988,761 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Southern California Gas Company disclosed $4,988,761 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern California Gas Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92108/000119312526154917/0001193125-26-154917-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"8b087ad5f5174f091f8fca1724bf3811","headline":"STANDARD MOTOR PRODUCTS, INC.: $2,339,731 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"STANDARD MOTOR PRODUCTS, INC. disclosed $2,339,731 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STANDARD MOTOR PRODUCTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93389/000009338926000052/0000093389-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"b52cb0c82438052c07dfa519ca82151a","headline":"CHEVRON CORPORATION: $26,828,240 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CHEVRON CORPORATION disclosed $26,828,240 ($26.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEVRON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93410/000119312526145617/0001193125-26-145617-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2f0a79517831577c4f00b93c7b665712","headline":"STATE STREET CORPORATION: $19,529,070 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"STATE STREET CORPORATION disclosed $19,529,070 ($19.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STATE STREET CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93751/000114036126013817/0001140361-26-013817-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f371db48c3b3fa39ab697fefd238e034","headline":"Teleflex Incorporated: $6,732,419 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Teleflex Incorporated disclosed $6,732,419 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Teleflex Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/96943/000009694326000039/0000096943-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"50ec41b17ee9747a1719dfa2b62b7ec6","headline":"TEREX CORPORATION: $7,294,990 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TEREX CORPORATION disclosed $7,294,990 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEREX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97216/000009721626000071/0000097216-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"daf4154e0f4304b9d2a034a2d0fb33f0","headline":"Thermo Fisher Scientific Inc.: $79,923,350 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Thermo Fisher Scientific Inc. disclosed $79,923,350 ($79.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Thermo Fisher Scientific Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/97745/000119312526144585/0001193125-26-144585-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"92557325118e7da19f394a38999a2c2b","headline":"TIDEWATER INC.: $5,732,208 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TIDEWATER INC. disclosed $5,732,208 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TIDEWATER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/98222/000110465926050441/0001104659-26-050441-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"d1430750cc4542a24a0eeb3a6163f268","headline":"TRANSCAT, INC.: $5,862,200 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"TRANSCAT, INC. disclosed $5,862,200 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSCAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/99302/000114036126029371/0001140361-26-029371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f00e1ac8e70acb897cf20ad021017c0e","headline":"United Airlines Holdings, Inc.: $32,282,253 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"United Airlines Holdings, Inc. disclosed $32,282,253 ($32.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Airlines Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/100517/000110465926040467/0001104659-26-040467-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"bae2045bfcdb82c8e3756a9a2b6b0563","headline":"UNITED STATES ANTIMONY CORPORATION: $5,038,488 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UNITED STATES ANTIMONY CORPORATION disclosed $5,038,488 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNITED STATES ANTIMONY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101538/000114036126015650/0001140361-26-015650-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"b9d03d879f189144a355be27b544b482","headline":"US Energy Corp: $1,420,426 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"US Energy Corp disclosed $1,420,426 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"US Energy Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101594/000143774926011411/0001437749-26-011411-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e7f7561835505f7a33930e81a42511a7","headline":"VISHAY INTERTECHNOLOGY INC: $10,335,059 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VISHAY INTERTECHNOLOGY INC disclosed $10,335,059 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY INTERTECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/103730/000010373026000029/0000103730-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4f7bc71abde954ce3fe72b3c8234a7aa","headline":"Walmart Inc.: $29,240,930 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Walmart Inc. disclosed $29,240,930 ($29.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Walmart Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/104169/000119312526173673/0001193125-26-173673-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c4507d76f291e03068dc72482a9fcf31","headline":"Watsco, Inc.: $833,620 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Watsco, Inc. disclosed $833,620 ($834K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Watsco, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105016/000119312526174970/0001193125-26-174970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"79e15a8b74e638773fa245b82a0c63f8","headline":"EMCOR GROUP, INC.: $14,380,630 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EMCOR GROUP, INC. disclosed $14,380,630 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EMCOR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/105634/000114036126015809/0001140361-26-015809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"93a697496699cd4970b1f24ed4b6ed86","headline":"World Acceptance Corporation: $6,713,430 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"World Acceptance Corporation disclosed $6,713,430 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Acceptance Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/108385/000010838526000029/0000108385-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7dcd56c42dc1005b87673337d9d5af86","headline":"SPECTRUM BRANDS HOLDINGS, INC.: $8,757,036 total compensation for the principal executive officer, fiscal year ended 2025-09-30","summary":"SPECTRUM BRANDS HOLDINGS, INC. disclosed $8,757,036 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPECTRUM BRANDS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109177/000010917726000030/0000109177-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-09-30","captured_at":"2026-07-28 21:33:22"},{"signal_id":"42cb7a738ff31c5665f8ae65015c4444","headline":"The TJX Companies, Inc.: $26,603,537 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"The TJX Companies, Inc. disclosed $26,603,537 ($26.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The TJX Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109198/000010919826000015/0000109198-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a7fea700e285b582d60a9d6b5ff98136","headline":"GT BIOPHARMA, INC.: $1,727,646 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GT BIOPHARMA, INC. disclosed $1,727,646 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GT BIOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/109657/000149315226031922/0001493152-26-031922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"49a8a3ff71307edd92de8952ef8db47e","headline":"GRAYBAR ELECTRIC COMPANY, INC.: $12,485,834 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GRAYBAR ELECTRIC COMPANY, INC. disclosed $12,485,834 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GRAYBAR ELECTRIC COMPANY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/205402/000020540226000028/0000205402-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"986d82c6134351b024dbbd71273e6dec","headline":"Cavco Industries, Inc.: $7,958,712 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"Cavco Industries, Inc. disclosed $7,958,712 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cavco Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/278166/000162828026043437/0001628280-26-043437-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e52c5f3de725de1bfbf68666aca890d9","headline":"HAEMONETICS CORPORATION: $12,044,701 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"HAEMONETICS CORPORATION disclosed $12,044,701 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HAEMONETICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/313143/000031314326000074/0000313143-26-000074-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e418e0640cf4e202e9ba815ee3420409","headline":"McEwen Inc.: $685,848 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"McEwen Inc. disclosed $685,848 ($686K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McEwen Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314203/000110465926048627/0001104659-26-048627-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"8f8ea6811a2cbcce6d98a8700af548b8","headline":"First Busey Corporation: $4,030,080 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"First Busey Corporation disclosed $4,030,080 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Busey Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314489/000031448926000021/0000314489-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"22e8b7e7e0fa7cb3a03be33ceb5ae555","headline":"ROBERT HALF INC.: $6,236,917 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ROBERT HALF INC. disclosed $6,236,917 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBERT HALF INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315213/000031521326000010/0000315213-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ac59e075f9658f7b1315375bfb57821c","headline":"Aon plc: $73,742,639 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Aon plc disclosed $73,742,639 ($73.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aon plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315293/000119312526187428/0001193125-26-187428-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"dfc8814adf8f7d5a8e56dc57ddb23b12","headline":"Provectus Biopharmaceuticals, Inc.: $315,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Provectus Biopharmaceuticals, Inc. disclosed $315,000 ($315K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Provectus Biopharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315545/000149315226019805/0001493152-26-019805-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"cbc4c260e398dfa56273964e891e9f49","headline":"INTERNATIONAL BANCSHARES CORPORATION: $2,504,340 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTERNATIONAL BANCSHARES CORPORATION disclosed $2,504,340 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL BANCSHARES CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315709/000110465926045414/0001104659-26-045414-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7adfb9a2a95cfc52cb9b234c0d020181","headline":"CREDITRISKMONITOR.COM, INC.: $284,679 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CREDITRISKMONITOR.COM, INC. disclosed $284,679 ($285K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CREDITRISKMONITOR.COM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/315958/000114036126026642/0001140361-26-026642-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2e9d8ac6953f4cfcba5889904c2cbdbd","headline":"SCHWAB CHARLES CORP: $18,755,222 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SCHWAB CHARLES CORP disclosed $18,755,222 ($18.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHWAB CHARLES CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/316709/000119312526142826/0001193125-26-142826-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"6e47fded621ffba23b2ba379222f3872","headline":"DIGITAL TURBINE, INC.: $4,789,499 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"DIGITAL TURBINE, INC. disclosed $4,789,499 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIGITAL TURBINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/317788/000162828026048037/0001628280-26-048037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c3c86d4a72814af6de62bdb088a25d25","headline":"AMGEN INC.: $24,693,120 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMGEN INC. disclosed $24,693,120 ($24.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMGEN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318154/000119312526145588/0001193125-26-145588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"eb3945fcfebec8e6d498b74aa8bc9c64","headline":"ABEONA THERAPEUTICS INC.: $3,991,516 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ABEONA THERAPEUTICS INC. disclosed $3,991,516 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ABEONA THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318306/000149315226019153/0001493152-26-019153-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"00da229c6a207d19781f344eb5078b00","headline":"SECURITY NATIONAL FINANCIAL CORPORATION: $2,224,959 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SECURITY NATIONAL FINANCIAL CORPORATION disclosed $2,224,959 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SECURITY NATIONAL FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318673/000149315226019219/0001493152-26-019219-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a9d8b4f69923647fe4e23b422bdade76","headline":"TEAM, INC.: $1,265,655 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TEAM, INC. disclosed $1,265,655 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEAM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/318833/000031883326000014/0000318833-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c813003bd4cb825e27cb0e771c8d4546","headline":"AMERIS BANCORP: $6,077,507 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMERIS BANCORP disclosed $6,077,507 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERIS BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351569/000114036126013509/0001140361-26-013509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"8dba7bdb032be6c9303d6f49316cb0e8","headline":"Data I/O Corporation: $593,892 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Data I/O Corporation disclosed $593,892 ($594K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Data I/O Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351998/000165495426005545/0001654954-26-005545-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f5c9e6bf71942ecb11895f955195347a","headline":"L.B. FOSTER COMPANY: $2,920,512 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"L.B. FOSTER COMPANY disclosed $2,920,512 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"L.B. FOSTER COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/352825/000114036126014171/0001140361-26-014171-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"520c8ee76965ffe9b33c1405a5c17446","headline":"CVB FINANCIAL CORP.: $3,803,565 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CVB FINANCIAL CORP. disclosed $3,803,565 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVB FINANCIAL CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354647/000119312526144078/0001193125-26-144078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"44383b2f2820616f941e109382a12698","headline":"Hawaiian Electric Industries, Inc.: $4,430,919 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Hawaiian Electric Industries, Inc. disclosed $4,430,919 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hawaiian Electric Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/354707/000110465926051288/0001104659-26-051288-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4035b99bcf3dd54cb5b79edbc276debe","headline":"GENTEX CORPORATION: $5,945,970 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GENTEX CORPORATION disclosed $5,945,970 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENTEX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/355811/000035581126000016/0000355811-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ca7cf5669e040a6b122f2ebaf0d36aff","headline":"Trico Bancshares: $2,981,248 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Trico Bancshares disclosed $2,981,248 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trico Bancshares","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/356171/000035617126000033/0000356171-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4eff085a61d81d60bf806b66057c66f4","headline":"OLD SECOND BANCORP INC: $3,108,135 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OLD SECOND BANCORP INC disclosed $3,108,135 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLD SECOND BANCORP INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/357173/000110465926039829/0001104659-26-039829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"425d312f5597075e3f3c8bc6dbdcb68b","headline":"KORU Medical Systems, Inc.: $1,737,883 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KORU Medical Systems, Inc. disclosed $1,737,883 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KORU Medical Systems, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/704440/000116169726000091/0001161697-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"0775321656e241740aea459ee16afc7b","headline":"Onto Innovation Inc.: $7,813,551 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Onto Innovation Inc. disclosed $7,813,551 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Onto Innovation Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/704532/000119312526143699/0001193125-26-143699-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"acfa7f9268575b63e2d8faca82c5824c","headline":"Union Bankshares, Inc.: $869,347 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Union Bankshares, Inc. disclosed $869,347 ($869K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Union Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/706863/000070686326000034/0000706863-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2dcb97640b1ac9ce3aecc148080c3db8","headline":"AMERISERV FINANCIAL INC /PA/: $626,931 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMERISERV FINANCIAL INC /PA/ disclosed $626,931 ($627K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERISERV FINANCIAL INC /PA/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/707605/000114036126024337/0001140361-26-024337-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3ffa62abbca8554fbd6d8c83fb1888b7","headline":"PAR TECHNOLOGY CORPORATION: $14,164,778 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PAR TECHNOLOGY CORPORATION disclosed $14,164,778 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAR TECHNOLOGY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708821/000070882126000048/0000708821-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"9825dab2d21878065dd74d695e5f42f5","headline":"First Financial Bancorp.: $3,279,532 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"First Financial Bancorp. disclosed $3,279,532 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Financial Bancorp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/708955/000110465926043973/0001104659-26-043973-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2f5fec6250b2c0da512823f979fbffa2","headline":"Colony Bankcorp, Inc.: $1,008,595 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Colony Bankcorp, Inc. disclosed $1,008,595 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Colony Bankcorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/711669/000110465926044388/0001104659-26-044388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"58a9a1702726361a4604f43626c0ef00","headline":"ELECTRONIC ARTS INC.: $38,649,984 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"ELECTRONIC ARTS INC. disclosed $38,649,984 ($38.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ELECTRONIC ARTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712515/000130817926000382/0001308179-26-000382-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"81af24674eab7d3b5949bac00976d555","headline":"One Liberty Properties, Inc.: $2,009,253 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"One Liberty Properties, Inc. disclosed $2,009,253 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"One Liberty Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712770/000114036126015499/0001140361-26-015499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a8bdec0758b415bbc738c29ecc19e12e","headline":"ConnectOne Bancorp, Inc.: $4,399,936 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ConnectOne Bancorp, Inc. disclosed $4,399,936 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ConnectOne Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712771/000143774926011892/0001437749-26-011892-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"fc33bd9ae4ce9bef9112a3edeedb912f","headline":"Arrow Financial Corporation: $1,572,406 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Arrow Financial Corporation disclosed $1,572,406 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Arrow Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/717538/000071753826000045/0000717538-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4a5ce8a1b973b1a6474f98e406f06208","headline":"Community Bancorp /VT: $641,473 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Community Bancorp /VT disclosed $641,473 ($641K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Community Bancorp /VT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/718413/000207709626000057/0002077096-26-000057-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7f56c7121c3f2bcb065e7d28f17948f3","headline":"APYX MEDICAL CORPORATION: $1,233,863 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"APYX MEDICAL CORPORATION disclosed $1,233,863 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APYX MEDICAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719135/000143774926021840/0001437749-26-021840-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c9f53fa8e258451faa190c86c64ee719","headline":"Williams-Sonoma, Inc.: $33,297,422 total compensation for the principal executive officer, fiscal year ended 2026-02-01","summary":"Williams-Sonoma, Inc. disclosed $33,297,422 ($33.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Williams-Sonoma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/719955/000071995526000109/0000719955-26-000109-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-01","captured_at":"2026-07-28 21:33:22"},{"signal_id":"cf18e6e073bac7c5aac201dd78a2b967","headline":"Stifel Financial Corp.: $18,908,297 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Stifel Financial Corp. disclosed $18,908,297 ($18.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Stifel Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720672/000119312526191643/0001193125-26-191643-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"fdd6aacabc32de1ed5feb1c6d378953a","headline":"INVESTORS TITLE COMPANY: $952,842 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INVESTORS TITLE COMPANY disclosed $952,842 ($953K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVESTORS TITLE COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/720858/000114036126014376/0001140361-26-014376-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"467905d5c111fa06e0fea8df258cc999","headline":"MESA LABORATORIES, INC.: $6,643,208 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"MESA LABORATORIES, INC. disclosed $6,643,208 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MESA LABORATORIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724004/000072400426000071/0000724004-26-000071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"35c37b0cf119896d6295fd36b6b8bc19","headline":"NVE Corporation: $585,775 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"NVE Corporation disclosed $585,775 ($586K) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NVE Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/724910/000137647426000455/0001376474-26-000455-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a7ec616cc036d4d36b07c21163d14ece","headline":"CEL-SCI CORPORATION: $919,854 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CEL-SCI CORPORATION disclosed $919,854 ($920K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CEL-SCI CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/725363/000165495426006496/0001654954-26-006496-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"76bccc05febdce0652bcd2bab8dd1ced","headline":"CASEY'S GENERAL STORES, INC.: $14,741,268 total compensation for the principal executive officer, fiscal year ended 2026-04-30","summary":"CASEY'S GENERAL STORES, INC. disclosed $14,741,268 ($14.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-04-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASEY'S GENERAL STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/726958/000114036126029280/0001140361-26-029280-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-04-30","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a47a69932c009f6d4f14ee1a5ee3f785","headline":"SEACOAST BANKING CORPORATION OF FLORIDA: $4,481,361 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SEACOAST BANKING CORPORATION OF FLORIDA disclosed $4,481,361 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEACOAST BANKING CORPORATION OF FLORIDA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/730708/000162828026024690/0001628280-26-024690-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"887a6ee38209848e3742b48cd4a6c04b","headline":"HEALTHCARE SERVICES GROUP, INC.: $4,725,723 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HEALTHCARE SERVICES GROUP, INC. disclosed $4,725,723 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHCARE SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/731012/000073101226000021/0000731012-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c951972961e85ae9b7a9a0bb9203049f","headline":"LiveRamp Holdings, Inc.: $10,351,021 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"LiveRamp Holdings, Inc. disclosed $10,351,021 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LiveRamp Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/733269/000110465926080505/0001104659-26-080505-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"afd97e00e19c290cbcfe1af42ff9224f","headline":"Aemetis, Inc.: $1,869,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Aemetis, Inc. disclosed $1,869,000 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aemetis, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/738214/000143774926011626/0001437749-26-011626-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"389b4fbefc238df2a7162a59df10be83","headline":"R F INDUSTRIES LTD: $1,342,917 total compensation for the principal executive officer, fiscal year ended 2025-10-31","summary":"R F INDUSTRIES LTD disclosed $1,342,917 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-10-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"R F INDUSTRIES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/740664/000143774926024661/0001437749-26-024661-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-10-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4f751b2a600cfec3f4e90f5cd483d9f3","headline":"REX American Resources Corporation: $5,275,200 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"REX American Resources Corporation disclosed $5,275,200 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REX American Resources Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744187/000093041326001049/0000930413-26-001049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e799c20d1bbe6a8112f6574ab521b8cd","headline":"Celldex Therapeutics, Inc.: $5,366,709 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Celldex Therapeutics, Inc. disclosed $5,366,709 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celldex Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744218/000110465926050884/0001104659-26-050884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"5195c140e122694488f8f6a8d5a17683","headline":"AMERICAN SHARED HOSPITAL SERVICES: $526,400 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMERICAN SHARED HOSPITAL SERVICES disclosed $526,400 ($526K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN SHARED HOSPITAL SERVICES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/744825/000143774926014145/0001437749-26-014145-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"552915c6feb232283308f665278c584e","headline":"ROSS STORES, INC.: $17,406,705 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"ROSS STORES, INC. disclosed $17,406,705 ($17.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROSS STORES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/745732/000074573226000013/0000745732-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"4ae30ac167120da2762e19cd6ced4c5b","headline":"RED CAT HOLDINGS, INC.: $6,805,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RED CAT HOLDINGS, INC. disclosed $6,805,500 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RED CAT HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/748268/000162828026028755/0001628280-26-028755-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"54319ca7819507ed2059304359534261","headline":"GARTNER, INC.: $19,226,580 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GARTNER, INC. disclosed $19,226,580 ($19.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARTNER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/749251/000074925126000159/0000749251-26-000159-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"1d079257ff0e8af7f3986339a3f6042b","headline":"QNB Corp.: $925,072 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"QNB Corp. disclosed $925,072 ($925K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QNB Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/750558/000119312526194037/0001193125-26-194037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"251a94c7fb92d0e95c21b861444b9c19","headline":"VIRCO MFG. CORPORATION: $374,735 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"VIRCO MFG. CORPORATION disclosed $374,735 ($375K) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VIRCO MFG. CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/751365/000162828026029844/0001628280-26-029844-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"aa576e2045edb4e052f3dd79383fa21c","headline":"Vicor Corporation: $702,202 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Vicor Corporation disclosed $702,202 ($702K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vicor Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/751978/000119312526194790/0001193125-26-194790-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ff2fa5620741974db8265c1066f6c970","headline":"UMH Properties, Inc.: $2,909,784 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UMH Properties, Inc. disclosed $2,909,784 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UMH Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752642/000149315226017167/0001493152-26-017167-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f51ca0a4720bdec5fd4836ee278a72b1","headline":"McGrath RentCorp: $6,519,633 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"McGrath RentCorp disclosed $6,519,633 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McGrath RentCorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/752714/000119312526177073/0001193125-26-177073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"60cee6dcd8cf8893cc58ac0ad5fdac79","headline":"CHEMUNG FINANCIAL CORP: $1,417,130 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CHEMUNG FINANCIAL CORP disclosed $1,417,130 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEMUNG FINANCIAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/763563/000076356326000009/0000763563-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2c453e057ae557da95a96514599b9e08","headline":"BEST BUY CO., INC.: $17,346,126 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"BEST BUY CO., INC. disclosed $17,346,126 ($17.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEST BUY CO., INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/764478/000114036126018265/0001140361-26-018265-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"fb57065643f228f7a0955fd091645a68","headline":"Welltower Inc: $821,090,355 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Welltower Inc disclosed $821,090,355 ($821.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Welltower Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/766704/000076670426000014/0000766704-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a9050f928db66805b32ff9e1612aa5ad","headline":"AUTODESK, INC.: $30,091,165 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"AUTODESK, INC. disclosed $30,091,165 ($30.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AUTODESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769397/000076939726000030/0000769397-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"739799a5375580eee5e69f4a7f01a7c5","headline":"Middleby Corp.: $8,207,849 total compensation for the principal executive officer, fiscal year ended 2026-01-03","summary":"Middleby Corp. disclosed $8,207,849 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Middleby Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/769520/000130817926000231/0001308179-26-000231-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-03","captured_at":"2026-07-28 21:33:22"},{"signal_id":"2d0327fa497786db18ff3da973902cc2","headline":"Cirrus Logic, Inc.: $10,769,395 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"Cirrus Logic, Inc. disclosed $10,769,395 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cirrus Logic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/772406/000077240626000024/0000772406-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"1524e1bc03a3ca84f89347bbd8da79ad","headline":"HBT Financial, Inc.: $1,294,800 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HBT Financial, Inc. disclosed $1,294,800 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HBT Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/775215/000077521526000037/0000775215-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"9e8ddf717355dba6be5e1170412bdaef","headline":"Encompass Health Corporation: $10,297,258 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Encompass Health Corporation disclosed $10,297,258 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Encompass Health Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/785161/000078516126000105/0000785161-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"667fe0174be6decdd3d69ead952ee936","headline":"HALLADOR ENERGY CO: $1,442,407 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HALLADOR ENERGY CO disclosed $1,442,407 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HALLADOR ENERGY CO","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/788965/000110465926043867/0001104659-26-043867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ef00162f01c7bab0c00e0142424319db","headline":"World Kinect Corporation: $6,430,180 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"World Kinect Corporation disclosed $6,430,180 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"World Kinect Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/789460/000119312526187092/0001193125-26-187092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7b306e464605a3e660aa19786837d274","headline":"RADNET, INC.: $12,087,934 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RADNET, INC. disclosed $12,087,934 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RADNET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790526/000168316826003086/0001683168-26-003086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"14cfb0569066d861d6f1f8eef88b3ae7","headline":"Brandywine Realty Trust: $5,812,631 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Brandywine Realty Trust disclosed $5,812,631 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brandywine Realty Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/790816/000119312526145566/0001193125-26-145566-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"62410a2d244615a9e3c84fcd8fea411a","headline":"HG HOLDINGS, INC.: $125,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HG HOLDINGS, INC. disclosed $125,000 ($125K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HG HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/797465/000143774926020859/0001437749-26-020859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"be4dbea126efcd4b6a8b474e93f611d0","headline":"Lakeland Industries, Inc.: $2,045,308 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Lakeland Industries, Inc. disclosed $2,045,308 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lakeland Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798081/000079808126000008/0000798081-26-000008-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3b144b92390485dedc2907f4039dd722","headline":"ODYSSEY MARINE EXPLORATION, INC.: $1,550,709 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ODYSSEY MARINE EXPLORATION, INC. disclosed $1,550,709 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ODYSSEY MARINE EXPLORATION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798528/000119312526166743/0001193125-26-166743-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"a5f897dc3ceabc4a54f0e45a83138dff","headline":"Universal Health Realty Income Trust: $268,766 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Universal Health Realty Income Trust disclosed $268,766 ($269K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Universal Health Realty Income Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/798783/000119312526183412/0001193125-26-183412-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"c4000a5305e700d7e850442c262f9f7f","headline":"M/I Homes, Inc.: $9,914,773 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"M/I Homes, Inc. disclosed $9,914,773 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"M/I Homes, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799292/000119312526150356/0001193125-26-150356-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"73e11541b2ad980fc4062820f247cc43","headline":"ChoiceOne Financial Services, Inc.: $1,181,700 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ChoiceOne Financial Services, Inc. disclosed $1,181,700 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ChoiceOne Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/803164/000114036126014320/0001140361-26-014320-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"583d5aa65c62a02167342ca3a9910bbc","headline":"SONO TEK CORP: $408,100 total compensation for the principal executive officer, fiscal year ended 2026-02-28","summary":"SONO TEK CORP disclosed $408,100 ($408K) in total compensation for its principal executive officer for the fiscal year ended 2026-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SONO TEK CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/806172/000117152026000185/0001171520-26-000185-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-28","captured_at":"2026-07-28 21:33:22"},{"signal_id":"092e928c5190a2c2a2ffab3971ea1198","headline":"Kaiser Aluminum Corporation: $7,914,836 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Kaiser Aluminum Corporation disclosed $7,914,836 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kaiser Aluminum Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/811596/000119312526187425/0001193125-26-187425-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"793c93ae33ed28baaa5d9e07f35e0151","headline":"SOLIGENIX, INC.: $1,089,332 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOLIGENIX, INC. disclosed $1,089,332 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLIGENIX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/812796/000110465926086341/0001104659-26-086341-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"ceb3a01b1fc2e74f069b8939955b2db3","headline":"DESTINATION XL GROUP, INC.: $2,184,463 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"DESTINATION XL GROUP, INC. disclosed $2,184,463 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DESTINATION XL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"MA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/813298/000119312526239304/0001193125-26-239304-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"189ac2aae595b75a49600feae553dfb8","headline":"LIFEWAY FOODS, INC.: $3,389,132 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LIFEWAY FOODS, INC. disclosed $3,389,132 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFEWAY FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/814586/000168316826003375/0001683168-26-003375-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"958e4f0b1cd9eadb0daeb0110c875144","headline":"CONMED CORPORATION: $7,634,873 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CONMED CORPORATION disclosed $7,634,873 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONMED CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/816956/000081695626000047/0000816956-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"7adc359ca989cda78741662c0a6ecf00","headline":"Amphenol Corporation: $22,351,288 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Amphenol Corporation disclosed $22,351,288 ($22.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amphenol Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/820313/000110465926040688/0001104659-26-040688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"3fb8041436cd7f1a67d7e3e2f252a125","headline":"G III APPAREL GROUP LTD /DE/: $12,508,253 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"G III APPAREL GROUP LTD /DE/ disclosed $12,508,253 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"G III APPAREL GROUP LTD /DE/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/821002/000110465926055621/0001104659-26-055621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"fad4e01791966eff1f30c695856ef2f1","headline":"Inuvo, Inc.: $568,788 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Inuvo, Inc. disclosed $568,788 ($569K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Inuvo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/829323/000165495426004157/0001654954-26-004157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"84994cb09c068205788933ad6d9b9b6f","headline":"SCI Engineered Materials, Inc.: $484,582 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SCI Engineered Materials, Inc. disclosed $484,582 ($485K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCI Engineered Materials, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/830616/000120677426000195/0001206774-26-000195-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"e69fa6305634dd5972bf32c8cac61a04","headline":"UTG, INC: $588,331 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UTG, INC disclosed $588,331 ($588K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UTG, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832480/000083248026000016/0000832480-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"62b505640c3c08f648ca54a4c462a5b7","headline":"GEOVAX LABS, INC.: $840,686 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GEOVAX LABS, INC. disclosed $840,686 ($841K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GEOVAX LABS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832489/000143774926017622/0001437749-26-017622-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f1dce659dd5003506d40dda3749c43a8","headline":"Meritage Homes Corporation: $8,114,286 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Meritage Homes Corporation disclosed $8,114,286 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meritage Homes Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/833079/000083307926000098/0000833079-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"f728642fd4c8c38bceb34a90ad7db8b4","headline":"Callaway Golf Company: $13,970,138 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Callaway Golf Company disclosed $13,970,138 ($14.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Callaway Golf Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/837465/000083746526000013/0000837465-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:22"},{"signal_id":"cd1eb01ab99fe6dea63a4587bd270986","headline":"FirstCash Holdings, Inc.: $15,658,761 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FirstCash Holdings, Inc. disclosed $15,658,761 ($15.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FirstCash Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/840489/000110465926049885/0001104659-26-049885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0b4703bd0cc032acdebb711aa6770912","headline":"FRP HOLDINGS, INC.: $1,181,300 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FRP HOLDINGS, INC. disclosed $1,181,300 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRP HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844059/000084405926000045/0000844059-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"776096d29f6478c6bec71c9ae62fbcb8","headline":"TETRA TECHNOLOGIES, INC.: $5,133,908 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TETRA TECHNOLOGIES, INC. disclosed $5,133,908 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TETRA TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/844965/000084496526000026/0000844965-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"79d8efd5a3355210e19293cbc9db7780","headline":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION: $4,025,608 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION disclosed $4,025,608 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FEDERAL AGRICULTURAL MORTGAGE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/845877/000084587726000078/0000845877-26-000078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f9956bdc0947a09bc0d8d959d6eb5ef2","headline":"FUEL TECH, INC.: $788,338 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FUEL TECH, INC. disclosed $788,338 ($788K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FUEL TECH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/846913/000143774926012157/0001437749-26-012157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"eda011eae0d6a5e771021fcb5c6ca851","headline":"Gen Digital Inc.: $83,577,342 total compensation for the principal executive officer, fiscal year ended 2026-04-03","summary":"Gen Digital Inc. disclosed $83,577,342 ($83.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-04-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gen Digital Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/849399/000114036126029830/0001140361-26-029830-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-04-03","captured_at":"2026-07-28 21:33:23"},{"signal_id":"6b5417d4bc6074864b9d263f747f6f9c","headline":"Horace Mann Educators Corporation: $8,453,113 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Horace Mann Educators Corporation disclosed $8,453,113 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Horace Mann Educators Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/850141/000085014126000014/0000850141-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"d1d6876051fe58da4db56a0f4bf160f8","headline":"Exponent, Inc.: $3,736,574 total compensation for the principal executive officer, fiscal year ended 2026-01-02","summary":"Exponent, Inc. disclosed $3,736,574 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Exponent, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/851520/000119312526163945/0001193125-26-163945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-02","captured_at":"2026-07-28 21:33:23"},{"signal_id":"10c83b7fda66276921f74f29dbff7ae4","headline":"Milestone Scientific Inc.: $795,019 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Milestone Scientific Inc. disclosed $795,019 ($795K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Milestone Scientific Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/855683/000149315226029558/0001493152-26-029558-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"6a1b5bb04d34601da88fa94f277c11af","headline":"CATHAY GENERAL BANCORP: $4,145,991 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CATHAY GENERAL BANCORP disclosed $4,145,991 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CATHAY GENERAL BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/861842/000143774926012477/0001437749-26-012477-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"aeef8898c3abc38cd2e3f21cc15ff809","headline":"FINANCIAL INSTITUTIONS, INC.: $2,385,669 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FINANCIAL INSTITUTIONS, INC. disclosed $2,385,669 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FINANCIAL INSTITUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/862831/000119312526143723/0001193125-26-143723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1908fd0933167091dabcfaaf60568b78","headline":"Sypris Solutions, Inc.: $728,728 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Sypris Solutions, Inc. disclosed $728,728 ($729K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sypris Solutions, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864240/000119312526195346/0001193125-26-195346-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a4202475bbb5b86ea872081134608d9d","headline":"Trimble Inc.: $19,129,944 total compensation for the principal executive officer, fiscal year ended 2026-01-02","summary":"Trimble Inc. disclosed $19,129,944 ($19.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Trimble Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/864749/000086474926000042/0000864749-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-02","captured_at":"2026-07-28 21:33:23"},{"signal_id":"bfa1b76db416e8d47b6aa6af9a46f116","headline":"FLEX LTD.: $44,391,138 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"FLEX LTD. disclosed $44,391,138 ($44.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLEX LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/866374/000130817926000365/0001308179-26-000365-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"cfc8397749e9a5a77ac0bfdb96d8e7ca","headline":"Dorman Products, Inc.: $6,745,783 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Dorman Products, Inc. disclosed $6,745,783 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorman Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/868780/000114036126013339/0001140361-26-013339-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"3ff1654c91161ad5946cfc3485bb2d02","headline":"REGENERON PHARMACEUTICALS, INC.: $7,280,549 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"REGENERON PHARMACEUTICALS, INC. disclosed $7,280,549 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REGENERON PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/872589/000130817926000340/0001308179-26-000340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ccdde57f204a194f3508a3a2ae2a5930","headline":"SAREPTA THERAPEUTICS, INC.: $7,840,666 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SAREPTA THERAPEUTICS, INC. disclosed $7,840,666 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAREPTA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873303/000119312526177247/0001193125-26-177247-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"c852d805b6dddd8ad87a6de3182b011e","headline":"ONITY     GROUP INC.: $7,554,146 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ONITY     GROUP INC. disclosed $7,554,146 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ONITY     GROUP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/873860/000149315226016598/0001493152-26-016598-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"8b74da15b86fbbffa1cdcfa7d350769a","headline":"Ionis Pharmaceuticals, Inc.: $13,350,777 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ionis Pharmaceuticals, Inc. disclosed $13,350,777 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ionis Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874015/000114036126016388/0001140361-26-016388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"374758a9d9cbd6919d9ffaac668054a7","headline":"LIFETIME BRANDS, INC.: $3,038,451 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LIFETIME BRANDS, INC. disclosed $3,038,451 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFETIME BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874396/000119312526177145/0001193125-26-177145-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"4fc3a591c8e3407b1c39e2927cf82cf8","headline":"OCTAVE SPECIALTY GROUP, INC.: $10,356,228 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OCTAVE SPECIALTY GROUP, INC. disclosed $10,356,228 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OCTAVE SPECIALTY GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874501/000162828026024684/0001628280-26-024684-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"2c4bdde754e8cab87bf6d36acc2b736f","headline":"The Hartford Insurance Group, Inc.: $22,114,212 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"The Hartford Insurance Group, Inc. disclosed $22,114,212 ($22.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Hartford Insurance Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874766/000087476626000025/0000874766-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a873755abcb19613900c14a9e9b41ef0","headline":"CORVEL CORPORATION: $1,285,043 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"CORVEL CORPORATION disclosed $1,285,043 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORVEL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874866/000119312526285509/0001193125-26-285509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"8985df801c1630cb47bd2b621e324b00","headline":"ULTRALIFE CORPORATION: $434,114 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ULTRALIFE CORPORATION disclosed $434,114 ($434K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ULTRALIFE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/875657/000143774926019134/0001437749-26-019134-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f4c1785d515fa9f30a6c42d2d9b02a12","headline":"Lineage Cell Therapeutics, Inc.: $2,111,170 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Lineage Cell Therapeutics, Inc. disclosed $2,111,170 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lineage Cell Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876343/000119312526191556/0001193125-26-191556-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"275457fe82640e2a1a8774ea30df9ad6","headline":"Monro, Inc.: $6,539,830 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"Monro, Inc. disclosed $6,539,830 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876427/000119312526293555/0001193125-26-293555-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:23"},{"signal_id":"8e77607fc2026616af5121300dc65eeb","headline":"STAGWELL INC: $7,221,971 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"STAGWELL INC disclosed $7,221,971 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"STAGWELL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/876883/000110465926050360/0001104659-26-050360-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"298bf66048aa59e26744e5571751436e","headline":"KIMCO     REALTY CORP: $11,581,750 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KIMCO     REALTY CORP disclosed $11,581,750 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KIMCO     REALTY CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879101/000120677426000197/0001206774-26-000197-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"912886a06873aafa52c7dfd34d7dd313","headline":"ATN International, Inc.: $3,035,458 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ATN International, Inc. disclosed $3,035,458 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATN International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/879585/000110465926050554/0001104659-26-050554-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fbcf7439b657546ea1c8ecfa08311519","headline":"WisdomTree, Inc.: $6,704,625 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WisdomTree, Inc. disclosed $6,704,625 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WisdomTree, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880631/000121465926005251/0001214659-26-005251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"98a80aa4c5fe3b0187c48781daffaab6","headline":"EAGLE FINANCIAL SERVICES, INC.: $1,118,007 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EAGLE FINANCIAL SERVICES, INC. disclosed $1,118,007 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAGLE FINANCIAL SERVICES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/880641/000088064126000009/0000880641-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"cfdfeac621e02a56ba84118a7690b41e","headline":"BIOCRYST PHARMACEUTICALS, INC.: $12,951,082 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BIOCRYST PHARMACEUTICALS, INC. disclosed $12,951,082 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIOCRYST PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882796/000162828026026822/0001628280-26-026822-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"6fefd610b7f54ff0b1e6a596f48762b4","headline":"ROPER TECHNOLOGIES, INC.: $26,205,765 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ROPER TECHNOLOGIES, INC. disclosed $26,205,765 ($26.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROPER TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/882835/000119312526145481/0001193125-26-145481-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"930bd13fad5ff2059ae688aefa9dac97","headline":"VIRTUS INVESTMENT PARTNERS, INC.: $6,309,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VIRTUS INVESTMENT PARTNERS, INC. disclosed $6,309,500 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VIRTUS INVESTMENT PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/883237/000119312526145685/0001193125-26-145685-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"dba6bb534ae638839be27dc7a1687088","headline":"ALPHA PRO TECH, LTD.: $970,945 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALPHA PRO TECH, LTD. disclosed $970,945 ($971K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALPHA PRO TECH, LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/884269/000143774926014020/0001437749-26-014020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fad61ee4b72f6816f410bb75a5d0f080","headline":"BUCKLE, INC: $11,706,282 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"BUCKLE, INC disclosed $11,706,282 ($11.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUCKLE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885245/000088524526000016/0000885245-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a6834e1cbb0d13b8793a92d3a38cec3a","headline":"Stratus Properties Inc.: $1,607,659 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Stratus Properties Inc. disclosed $1,607,659 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Stratus Properties Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885508/000119312526174846/0001193125-26-174846-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"abfbcf43450c69d153cceb71189a5dca","headline":"U S PHYSICAL THERAPY INC /NV: $4,468,314 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"U S PHYSICAL THERAPY INC /NV disclosed $4,468,314 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"U S PHYSICAL THERAPY INC /NV","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/885978/000114036126014952/0001140361-26-014952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"b53ab73ef24bedaac54a8fcf57b08f20","headline":"SAGA COMMUNICATIONS, INC.: $1,433,041 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SAGA COMMUNICATIONS, INC. disclosed $1,433,041 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAGA COMMUNICATIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/886136/000114036126015641/0001140361-26-015641-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0fc114e9554e814b350348d8b1346267","headline":"The Cheesecake Factory Incorporated: $8,419,852 total compensation for the principal executive officer, fiscal year ended 2025-12-30","summary":"The Cheesecake Factory Incorporated disclosed $8,419,852 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Cheesecake Factory Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887596/000110465926042016/0001104659-26-042016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-30","captured_at":"2026-07-28 21:33:23"},{"signal_id":"2b1c7cca722bd9ca5e2cc180324cf2ac","headline":"FTI CONSULTING, INC.: $10,273,735 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FTI CONSULTING, INC. disclosed $10,273,735 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FTI CONSULTING, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/887936/000119312526165147/0001193125-26-165147-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"c5d6a5da0826c5520aa7b77ca5bafd22","headline":"PATTERSON-UTI ENERGY, INC.: $12,077,321 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PATTERSON-UTI ENERGY, INC. disclosed $12,077,321 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PATTERSON-UTI ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/889900/000088990026000020/0000889900-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"cdc4017aa15ed3fe07edb0ac3faa9ed0","headline":"Everforth, Inc.: $10,475,672 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Everforth, Inc. disclosed $10,475,672 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everforth, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/890564/000089056426000031/0000890564-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"c34caad61893071ded34efab9ac90084","headline":"UNIVERSAL INSURANCE HOLDINGS, INC.: $5,240,829 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UNIVERSAL INSURANCE HOLDINGS, INC. disclosed $5,240,829 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL INSURANCE HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891166/000119312526177529/0001193125-26-177529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"9a571b41f4647ddfd365240d366169b3","headline":"FULL HOUSE RESORTS, INC.: $1,702,637 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FULL HOUSE RESORTS, INC. disclosed $1,702,637 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FULL HOUSE RESORTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891482/000089148226000018/0000891482-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"52f7ca2c996139206d0a483432a5594a","headline":"PERMA FIX ENVIRONMENTAL SERVICES INC: $453,081 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PERMA FIX ENVIRONMENTAL SERVICES INC disclosed $453,081 ($453K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PERMA FIX ENVIRONMENTAL SERVICES INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/891532/000149315226028364/0001493152-26-028364-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fc7e947915f3f77f2e166f034a7dd206","headline":"THERIVA BIOLOGICS, INC.: $903,011 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"THERIVA BIOLOGICS, INC. disclosed $903,011 ($903K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THERIVA BIOLOGICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/894158/000110465926078859/0001104659-26-078859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"2395f444db8b7b70eb9c53a0ee2b3f21","headline":"Rocky Brands, Inc.: $1,252,229 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Rocky Brands, Inc. disclosed $1,252,229 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rocky Brands, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/895456/000143774926013668/0001437749-26-013668-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"5db33269d42c264ab507ad153f031fa9","headline":"UWHARRIE CAPITAL CORP: $749,260 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UWHARRIE CAPITAL CORP disclosed $749,260 ($749K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UWHARRIE CAPITAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898171/000119312526149273/0001193125-26-149273-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"8dd5de4ca5bea9b15a9f993f10887910","headline":"REINSURANCE GROUP OF AMERICA,INCORPORATED: $13,063,229 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"REINSURANCE GROUP OF AMERICA,INCORPORATED disclosed $13,063,229 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REINSURANCE GROUP OF AMERICA,INCORPORATED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898174/000089817426000017/0000898174-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"42b0da7b659bcf00f11f2d5edab3ade4","headline":"Anika Therapeutics, Inc.: $4,887,318 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Anika Therapeutics, Inc. disclosed $4,887,318 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Anika Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898437/000114036126017488/0001140361-26-017488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"46851dbc2dbb47e628741fec68e878f0","headline":"The Allstate Corporation: $22,920,898 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"The Allstate Corporation disclosed $22,920,898 ($22.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Allstate Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899051/000089905126000063/0000899051-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e7594eca50e069efc23f9758f7090986","headline":"MANNKIND CORPORATION: $9,300,485 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MANNKIND CORPORATION disclosed $9,300,485 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MANNKIND CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899460/000119312526145613/0001193125-26-145613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"89fefd167adabaff4c3dd8eb18eb0233","headline":"VORNADO REALTY TRUST: $3,135,628 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VORNADO REALTY TRUST disclosed $3,135,628 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VORNADO REALTY TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899689/000110465926040386/0001104659-26-040386-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"9b87cd7b78742a5ac3d43c738b224860","headline":"TITAN INTERNATIONAL INC: $2,446,411 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TITAN INTERNATIONAL INC disclosed $2,446,411 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/899751/000089975126000033/0000899751-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"55e580856a5f7a5caf766b2480966f01","headline":"Innodata Inc.: $12,053,670 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Innodata Inc. disclosed $12,053,670 ($12.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Innodata Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/903651/000110465926048201/0001104659-26-048201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"13a1363b0608bc0f82e9280335540653","headline":"EQUITY RESIDENTIAL: $12,759,187 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EQUITY RESIDENTIAL disclosed $12,759,187 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EQUITY RESIDENTIAL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906107/000119312526155007/0001193125-26-155007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0773ddebeeb75cca0f9b6d94e81bd6c5","headline":"Nektar Therapeutics: $6,256,954 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Nektar Therapeutics disclosed $6,256,954 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nektar Therapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906709/000114036126016708/0001140361-26-016708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"67968ba174f5cb451a4e30f13bac25f3","headline":"Monarch Casino & Resort, Inc.: $3,610,936 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Monarch Casino & Resort, Inc. disclosed $3,610,936 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Monarch Casino & Resort, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/907242/000110465926042561/0001104659-26-042561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"826f9848eef57b6d00bbcffbd023f22c","headline":"Sirius XM Holdings Inc.: $8,012,795 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Sirius XM Holdings Inc. disclosed $8,012,795 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sirius XM Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908937/000110465926041777/0001104659-26-041777-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"77a7037532d89b5459464e1ac581884a","headline":"DIAMOND HILL INVESTMENT GROUP, INC.: $6,955,598 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DIAMOND HILL INVESTMENT GROUP, INC. disclosed $6,955,598 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DIAMOND HILL INVESTMENT GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/909108/000119312526152869/0001193125-26-152869-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"aaf34cca664554cc43bfbea5498d1e75","headline":"MEDIFAST, INC.: $5,584,551 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MEDIFAST, INC. disclosed $5,584,551 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDIFAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910329/000162828026023890/0001628280-26-023890-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e8fccfac975888c77459cd6f54650ec7","headline":"DECKERS OUTDOOR CORPORATION: $11,904,992 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"DECKERS OUTDOOR CORPORATION disclosed $11,904,992 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DECKERS OUTDOOR CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910521/000091052126000018/0000910521-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"da79d1f702c2457065b849f6f709952e","headline":"CBL & ASSOCIATES PROPERTIES, INC.: $4,604,645 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CBL & ASSOCIATES PROPERTIES, INC. disclosed $4,604,645 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CBL & ASSOCIATES PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910612/000119312526170410/0001193125-26-170410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"cec5bed955feefe655a7ecf49add7416","headline":"3D SYSTEMS CORPORATION: $1,487,950 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"3D SYSTEMS CORPORATION disclosed $1,487,950 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"3D SYSTEMS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910638/000119312526146294/0001193125-26-146294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"c64c4e4787502bff92e922d7885c5546","headline":"CASELLA WASTE SYSTEMS, INC.: $4,405,946 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CASELLA WASTE SYSTEMS, INC. disclosed $4,405,946 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASELLA WASTE SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911177/000119312526161565/0001193125-26-161565-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"605fb0478bc7f6a2d68aa9401edfbcca","headline":"PALATIN     TECHNOLOGIES, INC.: $738,500 total compensation for the principal executive officer, fiscal year ended 2025-06-30","summary":"PALATIN     TECHNOLOGIES, INC. disclosed $738,500 ($738K) in total compensation for its principal executive officer for the fiscal year ended 2025-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PALATIN     TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/911216/000149315226030126/0001493152-26-030126-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-06-30","captured_at":"2026-07-28 21:33:23"},{"signal_id":"4c7219f4c997f77aada60c64f68577f6","headline":"Gibraltar Industries, Inc.: $4,731,001 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Gibraltar Industries, Inc. disclosed $4,731,001 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gibraltar Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/912562/000091256226000083/0000912562-26-000083-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"8c1e5526b0870e31526fac1c98e10f31","headline":"Steven Madden, Ltd.: $8,164,373 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Steven Madden, Ltd. disclosed $8,164,373 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Steven Madden, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913241/000149315226015299/0001493152-26-015299-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e87bc4bd8c58aaf80b6c58d221054bcf","headline":"CLARUS CORPORATION: $1,870,105 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CLARUS CORPORATION disclosed $1,870,105 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLARUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913277/000110465926048192/0001104659-26-048192-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"722020203ee3d6c6d77205c6f339afd7","headline":"UFP TECHNOLOGIES, INC.: $7,648,440 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UFP TECHNOLOGIES, INC. disclosed $7,648,440 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UFP TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914156/000162828026028710/0001628280-26-028710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"2286e824cd147335c2322fb57a6cb4fc","headline":"Martin Marietta Materials, Inc.: $14,264,065 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Martin Marietta Materials, Inc. disclosed $14,264,065 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Martin Marietta Materials, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/916076/000119312526157039/0001193125-26-157039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"c83548bee710cfd460184b6720fefbba","headline":"SOLITARIO RESOURCES CORP.: $342,246 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOLITARIO RESOURCES CORP. disclosed $342,246 ($342K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLITARIO RESOURCES CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/917225/000165495426004066/0001654954-26-004066-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"786db23a7b5ea27edfea643e77c91b86","headline":"EAGLE MATERIALS INC.: $10,302,728 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"EAGLE MATERIALS INC. disclosed $10,302,728 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAGLE MATERIALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/918646/000119312526271073/0001193125-26-271073-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a20aea48af16b4fa2f10c2ceaae64f48","headline":"AMERICAN EAGLE OUTFITTERS, INC.: $12,662,838 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"AMERICAN EAGLE OUTFITTERS, INC. disclosed $12,662,838 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN EAGLE OUTFITTERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/919012/000119312526227158/0001193125-26-227158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fc604067e933ab660771fce267b021b7","headline":"Labcorp Holdings Inc.: $18,339,913 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Labcorp Holdings Inc. disclosed $18,339,913 ($18.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Labcorp Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/920148/000119312526150752/0001193125-26-150752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fdbd1565f19f49e7c5a20ec5829383c3","headline":"IMAX CORPORATION: $8,655,929 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"IMAX CORPORATION disclosed $8,655,929 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMAX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921582/000162828026027220/0001628280-26-027220-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"7a28a1c7e0bbef759894d3adc6f4ce80","headline":"PENN ENTERTAINMENT, INC.: $24,126,651 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PENN ENTERTAINMENT, INC. disclosed $24,126,651 ($24.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PENN ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/921738/000114036126016846/0001140361-26-016846-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"50e064bd3f1eb8700dcf859d5b1b58a2","headline":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY: $10,762,352 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY disclosed $10,762,352 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APARTMENT INVESTMENT AND MANAGEMENT COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/922864/000119312526177149/0001193125-26-177149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"07184eb78eda32a3c0d3bbe9e3c0fcbe","headline":"SMITH-MIDLAND CORPORATION: $628,280 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SMITH-MIDLAND CORPORATION disclosed $628,280 ($628K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMITH-MIDLAND CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/924719/000165495426005625/0001654954-26-005625-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"bd9b85ef06e9cc08c06fbe23fe89c32e","headline":"OMNICELL, INC.: $7,531,852 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OMNICELL, INC. disclosed $7,531,852 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMNICELL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/926326/000110465926042631/0001104659-26-042631-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"75b2cb2c553fa6e89043c0567ee4db17","headline":"MIND Technology, Inc.: $815,491 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"MIND Technology, Inc. disclosed $815,491 ($815K) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MIND Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/926423/000143774926019049/0001437749-26-019049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"5706703f9ae3d28f96c8a62383ad9f18","headline":"DAVITA INC.: $18,210,597 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DAVITA INC. disclosed $18,210,597 ($18.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAVITA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927066/000092706626000053/0000927066-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"932f528abf246259411bdfa0406e2069","headline":"McKESSON CORPORATION: $24,213,044 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"McKESSON CORPORATION disclosed $24,213,044 ($24.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"McKESSON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927653/000092765326000169/0000927653-26-000169-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"185c1d38cc4dacc34744fe44c6957495","headline":"CONSOLIDATED WATER CO. LTD.: $1,222,966 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CONSOLIDATED WATER CO. LTD. disclosed $1,222,966 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSOLIDATED WATER CO. LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928340/000110465926046528/0001104659-26-046528-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"7fd52cb9af6a4b88d5020cd9940d21f1","headline":"Covenant Logistics Group, Inc.: $1,794,678 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Covenant Logistics Group, Inc. disclosed $1,794,678 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Covenant Logistics Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/928658/000143774926011971/0001437749-26-011971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1fa37b55d935c06a7217cee20f242ba8","headline":"WESCO INTERNATIONAL, INC.: $12,308,747 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WESCO INTERNATIONAL, INC. disclosed $12,308,747 ($12.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WESCO INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/929008/000119312526159688/0001193125-26-159688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0928b6bb5ae0f1136f9bfa2232acf931","headline":"RCI Hospitality Holdings, Inc.: $1,990,503 total compensation for the principal executive officer, fiscal year ended 2025-09-30","summary":"RCI Hospitality Holdings, Inc. disclosed $1,990,503 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-09-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RCI Hospitality Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/935419/000162828026047485/0001628280-26-047485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-09-30","captured_at":"2026-07-28 21:33:23"},{"signal_id":"13e4b5fb0f1514df8420d691f7e9d9b5","headline":"EXELIXIS, INC.: $33,239,183 total compensation for the principal executive officer, fiscal year ended 2026-01-02","summary":"EXELIXIS, INC. disclosed $33,239,183 ($33.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXELIXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/939767/000093976726000046/0000939767-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-02","captured_at":"2026-07-28 21:33:23"},{"signal_id":"cf2badc59b32e9653d5a0eb32253ae0f","headline":"Pyxus International, Inc.: $1,824,891 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Pyxus International, Inc. disclosed $1,824,891 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pyxus International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/939930/000093993026000026/0000939930-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"24bf95e5a41d0488912cc15d90b20cb6","headline":"CIVISTA BANCSHARES, INC.: $2,894,036 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CIVISTA BANCSHARES, INC. disclosed $2,894,036 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CIVISTA BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944745/000119312526145510/0001193125-26-145510-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1a996ed49c940422aea3d35e6ffc5775","headline":"OPKO Health, Inc.: $1,854,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OPKO Health, Inc. disclosed $1,854,000 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPKO Health, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944809/000119312526197120/0001193125-26-197120-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"044002e9bfb2051dd51ad550343f182d","headline":"CLIMB GLOBAL SOLUTIONS, INC.: $2,147,758 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CLIMB GLOBAL SOLUTIONS, INC. disclosed $2,147,758 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLIMB GLOBAL SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/945983/000114036126016707/0001140361-26-016707-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1ab9bdd049f5bf19fa561c795a7b8938","headline":"Take-Two Interactive Software, Inc.: $403,019 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Take-Two Interactive Software, Inc. disclosed $403,019 ($403K) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Take-Two Interactive Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946581/000162828026049813/0001628280-26-049813-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"d463624f04d292d3b4cc656a64b221a9","headline":"BANNER CORPORATION: $3,590,983 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BANNER CORPORATION disclosed $3,590,983 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANNER CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/946673/000094667326000114/0000946673-26-000114-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f77277800eb146b7b4f04915c4074de4","headline":"LifeMD, Inc.: $777,075 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LifeMD, Inc. disclosed $777,075 ($777K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LifeMD, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/948320/000149315226020419/0001493152-26-020419-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"7b5004569f5ba27bd108c2f4cc5cd416","headline":"Smith Micro Software, Inc.: $984,096 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Smith Micro Software, Inc. disclosed $984,096 ($984K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Smith Micro Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/948708/000143774926012555/0001437749-26-012555-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0a143c881b6747cd0f4700188035430e","headline":"MEDALLION FINANCIAL CORP: $2,573,818 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MEDALLION FINANCIAL CORP disclosed $2,573,818 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDALLION FINANCIAL CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000209/000119312526197272/0001193125-26-197272-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fac5a70f381adeee0e9f2bec3a09a7f5","headline":"HENRY SCHEIN, INC.: $12,013,915 total compensation for the principal executive officer, fiscal year ended 2025-12-27","summary":"HENRY SCHEIN, INC. disclosed $12,013,915 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-27, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HENRY SCHEIN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000228/000119312526146317/0001193125-26-146317-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-27","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ff1f533fbb4bbc21436838b40c05b803","headline":"INSPERITY, INC.: $16,813,013 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INSPERITY, INC. disclosed $16,813,013 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPERITY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1000753/000100075326000043/0001000753-26-000043-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e79519824ef5b020a87af209b50f3c00","headline":"Broadway Financial Corporation: $926,022 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Broadway Financial Corporation disclosed $926,022 ($926K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Broadway Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001171/000114036126018278/0001140361-26-018278-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"7cd0bc6537e61c39d75dc5961d5f2a76","headline":"TG THERAPEUTICS, INC.: $25,571,250 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TG THERAPEUTICS, INC. disclosed $25,571,250 ($25.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TG THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001316/000143774926014233/0001437749-26-014233-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"246be02d6198fd0ef8fb2c343b9dce39","headline":"NWPX INFRASTRUCTURE, INC.: $3,492,930 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NWPX INFRASTRUCTURE, INC. disclosed $3,492,930 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NWPX INFRASTRUCTURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001385/000143774926013175/0001437749-26-013175-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"cc9f0c89ad41772b06f5d7ee65bf6743","headline":"Riley Exploration Permian, Inc.: $5,782,259 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Riley Exploration Permian, Inc. disclosed $5,782,259 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Riley Exploration Permian, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001614/000114036126014090/0001140361-26-014090-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"765275f5e9b0434313f838ba707d7216","headline":"SOUTHERN COPPER CORP/: $1,298,630 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOUTHERN COPPER CORP/ disclosed $1,298,630 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUTHERN COPPER CORP/","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1001838/000110465926044982/0001104659-26-044982-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a43e0a48d324903dd112ea465ebe4c6b","headline":"NetApp, Inc.: $22,157,635 total compensation for the principal executive officer, fiscal year ended 2026-04-24","summary":"NetApp, Inc. disclosed $22,157,635 ($22.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-04-24, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NetApp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1002047/000119312526321210/0001193125-26-321210-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-04-24","captured_at":"2026-07-28 21:33:23"},{"signal_id":"3014570397688c656bd24c01f4b6f324","headline":"AFFILIATED MANAGERS GROUP, INC.: $16,311,950 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AFFILIATED MANAGERS GROUP, INC. disclosed $16,311,950 ($16.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AFFILIATED MANAGERS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004434/000162828026025798/0001628280-26-025798-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"07fb5ff48a5fdaf236a97e8d94e69f7e","headline":"OceanFirst Financial Corp.: $3,124,340 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OceanFirst Financial Corp. disclosed $3,124,340 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OceanFirst Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1004702/000130817926000348/0001308179-26-000348-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"36682048fd6fcc60302b2f5f888d4c88","headline":"Columbus McKinnon Corporation: $5,971,066 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Columbus McKinnon Corporation disclosed $5,971,066 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Columbus McKinnon Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005229/000100522926000032/0001005229-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0b39e73e397ec33d6b909d2e6339f915","headline":"UNIVERSAL DISPLAY CORPORATION: $8,909,989 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UNIVERSAL DISPLAY CORPORATION disclosed $8,909,989 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIVERSAL DISPLAY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005284/000119312526173622/0001193125-26-173622-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"5ab9f61c541965e5ea75f1a7d2218281","headline":"Tompkins Financial Corporation: $3,221,209 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Tompkins Financial Corporation disclosed $3,221,209 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tompkins Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1005817/000114036126013350/0001140361-26-013350-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f909e53259fa90e40be64c12cf255c4b","headline":"Protalix BioTherapeutics, Inc.: $1,166,934 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Protalix BioTherapeutics, Inc. disclosed $1,166,934 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Protalix BioTherapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1006281/000110465926053016/0001104659-26-053016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"219eb945566f4ddf936a0d9d942134c7","headline":"INNOVATE Corp.: $1,840,192 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INNOVATE Corp. disclosed $1,840,192 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INNOVATE Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1006837/000100683726000027/0001006837-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"887d284a37f053bb941402abc501d4ee","headline":"JAKKS Pacific, Inc.: $9,958,012 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"JAKKS Pacific, Inc. disclosed $9,958,012 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAKKS Pacific, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1009829/000118518526001465/0001185185-26-001465-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"47ba95dff2d4a7e7efa041569cb3a2aa","headline":"SIGA Technologies, Inc.: $3,244,492 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SIGA Technologies, Inc. disclosed $3,244,492 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIGA Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1010086/000114036126017421/0001140361-26-017421-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"08ac47437d025ed6643a0ce85759f01c","headline":"Rush Enterprises, Inc.: $10,224,299 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Rush Enterprises, Inc. disclosed $10,224,299 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1012019/000143774926011610/0001437749-26-011610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"7d7517f13b6dc2f4e80d7e8382034369","headline":"PEGASYSTEMS INC.: $8,332,032 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PEGASYSTEMS INC. disclosed $8,332,032 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PEGASYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013857/000101385726000031/0001013857-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"71e4d1956c5c1d7ebbb7d390bafdecdf","headline":"TTEC Holdings, Inc.: $71,217 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TTEC Holdings, Inc. disclosed $71,217 ($71K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TTEC Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1013880/000110465926042071/0001104659-26-042071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0900a19bfaca2b8f652590934dda4c63","headline":"VERISIGN INC/CA: $15,536,674 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VERISIGN INC/CA disclosed $15,536,674 ($15.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERISIGN INC/CA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014473/000101447326000013/0001014473-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"7296c6de4da2a831f8a7ac0630fbc559","headline":"OPTION CARE HEALTH, INC.: $9,266,330 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OPTION CARE HEALTH, INC. disclosed $9,266,330 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OPTION CARE HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014739/000114036126013825/0001140361-26-013825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"357cc53309f2a672d740a8bcacff6f79","headline":"AWARE, INC.: $1,826,746 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AWARE, INC. disclosed $1,826,746 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AWARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1015739/000119312526237209/0001193125-26-237209-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1e1304df1714669f2ac4fc057901634e","headline":"Abercrombie & Fitch Co.: $13,300,257 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Abercrombie & Fitch Co. disclosed $13,300,257 ($13.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Abercrombie & Fitch Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018840/000101884026000022/0001018840-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ad1d813804ea7eeafc689f74ba227d4f","headline":"AMERISAFE, Inc.: $2,369,553 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMERISAFE, Inc. disclosed $2,369,553 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERISAFE, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018979/000119312526177410/0001193125-26-177410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"476db363cf4cfcf7902328d3c8807d62","headline":"BIO KEY INTERNATIONAL INC: $346,824 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BIO KEY INTERNATIONAL INC disclosed $346,824 ($347K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIO KEY INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1019034/000143774926024414/0001437749-26-024414-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"94e030c368f1786cf20492cfbf568432","headline":"CERUS CORPORATION: $3,794,657 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CERUS CORPORATION disclosed $3,794,657 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CERUS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020214/000102021426000011/0001020214-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"35a9950115c3b96b69d9accb34c9ea5c","headline":"DXP Enterprises, Inc.: $4,594,369 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DXP Enterprises, Inc. disclosed $4,594,369 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DXP Enterprises, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1020710/000162828026029008/0001628280-26-029008-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fa2fc5048fb87fa8b70cbac870040fa8","headline":"NOV Inc.: $12,713,187 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NOV Inc. disclosed $12,713,187 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NOV Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1021860/000119312526148884/0001193125-26-148884-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f19de64a138935ec06f062336da170d4","headline":"ePlus inc.: $8,496,983 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"ePlus inc. disclosed $8,496,983 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ePlus inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1022408/000114036126029593/0001140361-26-029593-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"82f2d53edf3fae7cb26ae884f8433209","headline":"Core Molding Technologies, Inc.: $1,571,116 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Core Molding Technologies, Inc. disclosed $1,571,116 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Core Molding Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1026655/000102665526000019/0001026655-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f40e4ed7669d9f6fabf990641af08c8c","headline":"Euronet Worldwide, Inc.: $2,786,575 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Euronet Worldwide, Inc. disclosed $2,786,575 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Euronet Worldwide, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1029199/000155485526000595/0001554855-26-000595-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"d1db3334381588b4fd7312381be417d2","headline":"IDAHO STRATEGIC RESOURCES, INC.: $442,528 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"IDAHO STRATEGIC RESOURCES, INC. disclosed $442,528 ($443K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IDAHO STRATEGIC RESOURCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030192/000165495426004296/0001654954-26-004296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"2876af225878348ac30947a00cd850ce","headline":"Celestica Inc.: $17,416,332 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Celestica Inc. disclosed $17,416,332 ($17.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celestica Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1030894/000103089426000018/0001030894-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f13c13a0ad3adbefff9b12f13e27cc07","headline":"Global Self Storage, Inc.: $693,476 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Global Self Storage, Inc. disclosed $693,476 ($693K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Global Self Storage, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1031235/000119312526191430/0001193125-26-191430-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ee945b1492d0f7b061adcf993534fc59","headline":"SLM Corporation: $11,261,733 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SLM Corporation disclosed $11,261,733 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SLM Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1032033/000119312526182200/0001193125-26-182200-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"d938f476921ed6a1e651d0557c871e72","headline":"California Water Service Group: $6,875,256 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"California Water Service Group disclosed $6,875,256 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"California Water Service Group","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035201/000110465926040708/0001104659-26-040708-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0047755db8974505da897811278c23df","headline":"ELOXX PHARMACEUTICALS, INC.: $1,755,079 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ELOXX PHARMACEUTICALS, INC. disclosed $1,755,079 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ELOXX PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035354/000119312526214720/0001193125-26-214720-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"d33946c645681dd3ef13a980f13b3348","headline":"Comfort Systems USA, Inc.: $10,620,815 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Comfort Systems USA, Inc. disclosed $10,620,815 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comfort Systems USA, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035983/000130817926000245/0001308179-26-000245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"83094cd6f8420d5f7a396625d4b94eff","headline":"InTest Corporation: $1,099,010 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"InTest Corporation disclosed $1,099,010 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"InTest Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1036262/000103626226000024/0001036262-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e7d64ea69802692d4c0c8639bb6d86d4","headline":"RALPH LAUREN CORPORATION: $23,264,269 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"RALPH LAUREN CORPORATION disclosed $23,264,269 ($23.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RALPH LAUREN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037038/000114036126025788/0001140361-26-025788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a566f98e1cd4d79fc994a20f07eb0270","headline":"BXP, INC.: $23,047,305 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BXP, INC. disclosed $23,047,305 ($23.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BXP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037540/000103754026000010/0001037540-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"557f17e101d6062c129e1795f4539de4","headline":"Jones Lang LaSalle Incorporated: $14,675,352 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Jones Lang LaSalle Incorporated disclosed $14,675,352 ($14.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Jones Lang LaSalle Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037976/000103797626000099/0001037976-26-000099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"eac48f2b0eca4596f0b80904ce3ab86b","headline":"SmartFinancial, Inc.: $1,717,633 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SmartFinancial, Inc. disclosed $1,717,633 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SmartFinancial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1038773/000110465926040440/0001104659-26-040440-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"6a9547da81ee340e5ec52c560a727869","headline":"PIXELWORKS, INC.: $909,587 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PIXELWORKS, INC. disclosed $909,587 ($910K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PIXELWORKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040161/000104016126000024/0001040161-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"d6b2676e95c44b6ad1ca1dea41164d68","headline":"SL Green Realty Corp.: $17,356,826 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SL Green Realty Corp. disclosed $17,356,826 ($17.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SL Green Realty Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040971/000110465926046866/0001104659-26-046866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"b0398212594932da8a726b0eb41e4b25","headline":"Rockwell Medical, Inc.: $1,895,472 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Rockwell Medical, Inc. disclosed $1,895,472 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rockwell Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041024/000162828026028571/0001628280-26-028571-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"524823ed55f79de3687ee86fc13aef2f","headline":"URBAN ONE, INC.: $4,117,336 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"URBAN ONE, INC. disclosed $4,117,336 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"URBAN ONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041657/000104165726000030/0001041657-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"49bc836b8f06b3e39568ab9bfb32781c","headline":"EDAP TMS SA: $1,742,648 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EDAP TMS SA disclosed $1,742,648 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EDAP TMS SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1041934/000110465926060700/0001104659-26-060700-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e4da41c325db7b0cd13505a2d1624436","headline":"Sonida Senior Living, Inc.: $2,204,273 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Sonida Senior Living, Inc. disclosed $2,204,273 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sonida Senior Living, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043000/000119312526182027/0001193125-26-182027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"2f893c99ac1adfa26babaea62dc0a949","headline":"Annaly Capital Management, Inc.: $19,270,629 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Annaly Capital Management, Inc. disclosed $19,270,629 ($19.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Annaly Capital Management, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043219/000110465926052954/0001104659-26-052954-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"bd269d10a607380df802dd17fa54221b","headline":"Precipio, Inc.: $472,724 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Precipio, Inc. disclosed $472,724 ($473K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precipio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043961/000114036126017462/0001140361-26-017462-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"9cc692380b134c677648688922c8faca","headline":"Live Ventures Incorporated: $360,226 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Live Ventures Incorporated disclosed $360,226 ($360K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Live Ventures Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045742/000143774926018023/0001437749-26-018023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"86d6f82e67bd4178b80cd098f4a71cbc","headline":"NVIDIA CORPORATION: $36,343,830 total compensation for the principal executive officer, fiscal year ended 2026-01-25","summary":"NVIDIA CORPORATION disclosed $36,343,830 ($36.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-25, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NVIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1045810/000104581026000036/0001045810-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-25","captured_at":"2026-07-28 21:33:23"},{"signal_id":"6c9ae6efa39f2d7a1846ed2ae3b3c80a","headline":"Ingredion Incorporated: $12,932,234 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ingredion Incorporated disclosed $12,932,234 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ingredion Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046257/000104625726000151/0001046257-26-000151-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1dc732b7986e5c09b121afb42509c56b","headline":"CHOICE HOTELS INTERNATIONAL INC /DE: $8,074,700 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CHOICE HOTELS INTERNATIONAL INC /DE disclosed $8,074,700 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHOICE HOTELS INTERNATIONAL INC /DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1046311/000104631126000013/0001046311-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ea3dc0a727381396744180805fd5495a","headline":"FRESH DEL MONTE PRODUCE INC.: $10,144,565 total compensation for the principal executive officer, fiscal year ended 2025-12-26","summary":"FRESH DEL MONTE PRODUCE INC. disclosed $10,144,565 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-26, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRESH DEL MONTE PRODUCE INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1047340/000119312526175837/0001193125-26-175837-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-26","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0aaf95ca30383f58e26fc2372dac2e8a","headline":"COMPX INTERNATIONAL INC: $1,444,797 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COMPX INTERNATIONAL INC disclosed $1,444,797 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMPX INTERNATIONAL INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1049606/000104960626000007/0001049606-26-000007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"320a694aad454403bf0da1844bfc781f","headline":"COLUMBIA SPORTSWEAR COMPANY: $3,036,220 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COLUMBIA SPORTSWEAR COMPANY disclosed $3,036,220 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA SPORTSWEAR COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050797/000105079726000062/0001050797-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"494b9d68e840b4be36cfd24c06475404","headline":"Quanta Services, Inc.: $15,699,684 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Quanta Services, Inc. disclosed $15,699,684 ($15.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quanta Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1050915/000119312526150293/0001193125-26-150293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e764839d71820c0d02e5ce735081b254","headline":"CervoMed Inc.: $1,047,620 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CervoMed Inc. disclosed $1,047,620 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CervoMed Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053691/000143774926014032/0001437749-26-014032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"6161a52aaacc13eb689993464f461858","headline":"CRA INTERNATIONAL, INC.: $4,156,568 total compensation for the principal executive officer, fiscal year ended 2026-01-03","summary":"CRA INTERNATIONAL, INC. disclosed $4,156,568 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRA INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053706/000110465926048570/0001104659-26-048570-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-03","captured_at":"2026-07-28 21:33:23"},{"signal_id":"38857431d17f92b6629ac21d1376fe71","headline":"INTERPACE BIOSCIENCES, INC.: $708,192 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTERPACE BIOSCIENCES, INC. disclosed $708,192 ($708K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERPACE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1054102/000149315226032369/0001493152-26-032369-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"eb9b49eebae63d8e3553f19d1ff8984d","headline":"MFA FINANCIAL, INC.: $7,079,634 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MFA FINANCIAL, INC. disclosed $7,079,634 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MFA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1055160/000114036126015388/0001140361-26-015388-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"167153c59a0d2572b43faabc25798f88","headline":"Mannatech, Incorporated: $368,830 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Mannatech, Incorporated disclosed $368,830 ($369K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mannatech, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056358/000143774926012909/0001437749-26-012909-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"eb2ea6b76ba18d08f6e95174e1ed9e49","headline":"Peoples Financial Services Corp.: $1,068,323 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Peoples Financial Services Corp. disclosed $1,068,323 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Peoples Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056943/000110465926041794/0001104659-26-041794-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0e55524481701e34419ea4413ac5cfdf","headline":"COSTAR GROUP, INC.: $36,431,936 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COSTAR GROUP, INC. disclosed $36,431,936 ($36.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COSTAR GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1057352/000119312526197205/0001193125-26-197205-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1338983f52109888a754c30860f7ac2f","headline":"NextPlat Corp: $980,980 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NextPlat Corp disclosed $980,980 ($981K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextPlat Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1058307/000143774926014186/0001437749-26-014186-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"231961434b7a1c97e51e0adf3646ebba","headline":"Cytokinetics, Incorporated: $11,881,456 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cytokinetics, Incorporated disclosed $11,881,456 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytokinetics, Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1061983/000114036126015364/0001140361-26-015364-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a80acb3d3b966d19560a652ae7fc3acb","headline":"Centrus Energy Corp.: $2,174,357 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Centrus Energy Corp. disclosed $2,174,357 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Centrus Energy Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065059/000162828026027241/0001628280-26-027241-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0b4906031bc1036bd6221c2fdede8ffb","headline":"eBay Inc.: $28,463,890 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"eBay Inc. disclosed $28,463,890 ($28.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"eBay Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1065088/000155278126000285/0001552781-26-000285-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"80915e6b4c37b3941da19cbba172e8cd","headline":"EAST WEST BANCORP, INC.: $9,683,884 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EAST WEST BANCORP, INC. disclosed $9,683,884 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EAST WEST BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069157/000207709626000050/0002077096-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ba8e8d7ead3a326e542c798645323f48","headline":"Axon Enterprise, Inc.: $40,001 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Axon Enterprise, Inc. disclosed $40,001 ($40K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Axon Enterprise, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069183/000162828026025521/0001628280-26-025521-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"89dcc926b236db6e8c77634c47466643","headline":"AppTech Payments Corp.: $390,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AppTech Payments Corp. disclosed $390,000 ($390K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AppTech Payments Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070050/000168316826002919/0001683168-26-002919-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"00a1710003b8e55dd54f06e598386840","headline":"First Capital Inc: $393,421 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"First Capital Inc disclosed $393,421 ($393K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Capital Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070296/000110465926040934/0001104659-26-040934-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ec3698340f51f91e42759270f3091280","headline":"PLAINS ALL AMERICAN PIPELINE LP: $12,295,167 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PLAINS ALL AMERICAN PIPELINE LP disclosed $12,295,167 ($12.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS ALL AMERICAN PIPELINE LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070423/000110465926041710/0001104659-26-041710-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"44ec1a80dec8fb1469a73a25a84aa9ee","headline":"CF Bankshares Inc.: $1,392,313 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CF Bankshares Inc. disclosed $1,392,313 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CF Bankshares Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070680/000119312526172294/0001193125-26-172294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"71e7f840da2937d206d33f7f90f1e9bf","headline":"Host Hotels & Resorts, Inc.: $14,835,223 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Host Hotels & Resorts, Inc. disclosed $14,835,223 ($14.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Host Hotels & Resorts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070750/000107075026000062/0001070750-26-000062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"c16e5b7dfc885c32cc96385f19bd988d","headline":"KINGSWAY FINANCIAL SERVICES INC.: $637,802 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KINGSWAY FINANCIAL SERVICES INC. disclosed $637,802 ($638K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINGSWAY FINANCIAL SERVICES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1072627/000117494726000457/0001174947-26-000457-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f309608eb1f093c9d9e0201f4b40477b","headline":"Booking Holdings Inc.: $35,418,102 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Booking Holdings Inc. disclosed $35,418,102 ($35.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Booking Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1075531/000130817926000310/0001308179-26-000310-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"0010e4c0954c2f8ece7fc6f0cc8f21bb","headline":"Novanta Inc.: $10,042,292 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Novanta Inc. disclosed $10,042,292 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Novanta Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1076930/000119312526175367/0001193125-26-175367-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"b0d91aaef38cb2935e4e2d050131204b","headline":"Hooker Furnishings Corporation: $1,856,877 total compensation for the principal executive officer, fiscal year ended 2026-02-01","summary":"Hooker Furnishings Corporation disclosed $1,856,877 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hooker Furnishings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1077688/000118518526001762/0001185185-26-001762-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-01","captured_at":"2026-07-28 21:33:23"},{"signal_id":"6f34e22f0a16e4c96413bdcd2755db31","headline":"NETSCOUT SYSTEMS, INC.: $3,206,287 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"NETSCOUT SYSTEMS, INC. disclosed $3,206,287 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NETSCOUT SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1078075/000119312526316095/0001193125-26-316095-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"145b6d5e9d03f5c2ff0c1072f2c9181b","headline":"MANHATTAN BRIDGE CAPITAL, INC.: $406,785 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MANHATTAN BRIDGE CAPITAL, INC. disclosed $406,785 ($407K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MANHATTAN BRIDGE CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1080340/000149315226021832/0001493152-26-021832-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"dc4a9797cb3d7d5181e09e82e81f47ae","headline":"Presidio Property Trust, Inc.: $613,497 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Presidio Property Trust, Inc. disclosed $613,497 ($613K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Presidio Property Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1080657/000149315226018340/0001493152-26-018340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a798068a3499458313c4a40ad3b17751","headline":"INTELLINETICS, INC.: $481,587 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTELLINETICS, INC. disclosed $481,587 ($482K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLINETICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1081745/000149315226020649/0001493152-26-020649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"8a967fc9be1ae3b4e297d4c6ee0c8e96","headline":"VirnetX Holding Corporation: $2,571,777 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VirnetX Holding Corporation disclosed $2,571,777 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VirnetX Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1082324/000114036126016717/0001140361-26-016717-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"f952ad7861e82c46337dc5c46e532dec","headline":"United Therapeutics Corporation: $18,038,972 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"United Therapeutics Corporation disclosed $18,038,972 ($18.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"United Therapeutics Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1082554/000108255426000009/0001082554-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"55a0b4bcb851df6eb7de128d5d8f9981","headline":"JONES SODA CO.: $1,391,028 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"JONES SODA CO. disclosed $1,391,028 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JONES SODA CO.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1083522/000114036126029446/0001140361-26-029446-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"8248fa9041f1187ea0fb8504f5ed544d","headline":"ENCORE CAPITAL GROUP, INC.: $8,106,453 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ENCORE CAPITAL GROUP, INC. disclosed $8,106,453 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENCORE CAPITAL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084961/000108496126000030/0001084961-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"e70c299077eb66cf5f1c1caea9f2453b","headline":"NATURAL GAS SERVICES GROUP, INC.: $2,968,713 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NATURAL GAS SERVICES GROUP, INC. disclosed $2,968,713 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATURAL GAS SERVICES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1084991/000108499126000032/0001084991-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"b4789d4435b52f16c3f07517e7a7266e","headline":"Corcept Therapeutics Incorporated: $15,303,551 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Corcept Therapeutics Incorporated disclosed $15,303,551 ($15.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corcept Therapeutics Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1088856/000162828026025735/0001628280-26-025735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"2341443d011a8c1d30b64d6ea61b3365","headline":"Southern First Bancshares, Inc.: $1,146,833 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Southern First Bancshares, Inc. disclosed $1,146,833 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Southern First Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090009/000120677426000194/0001206774-26-000194-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"fa6c650d596be976b8fd3b544a237fe2","headline":"TABLE TRAC INC: $341,864 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TABLE TRAC INC disclosed $341,864 ($342K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TABLE TRAC INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090396/000143774926011855/0001437749-26-011855-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"53252619096357f371033ad2d02348a4","headline":"SPS COMMERCE, INC.: $11,410,244 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SPS COMMERCE, INC. disclosed $11,410,244 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPS COMMERCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1092699/000109269926000029/0001092699-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"7dcb16fb41e5c25bc0d6077ae3ae67d1","headline":"PLUG POWER INC.: $4,400,653 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PLUG POWER INC. disclosed $4,400,653 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLUG POWER INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1093691/000110465926052851/0001104659-26-052851-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ba40e7d26c73c1c6594f9765d517aac9","headline":"Everest Group, Ltd.: $8,952,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Everest Group, Ltd. disclosed $8,952,500 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everest Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095073/000162828026024596/0001628280-26-024596-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"c6ccfc69dfed19c1e057ef03df62a069","headline":"HEALTHSTREAM, INC.: $868,037 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HEALTHSTREAM, INC. disclosed $868,037 ($868K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTHSTREAM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095565/000143774926012017/0001437749-26-012017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"b8d55301ce1b424a09e108fcaf334a75","headline":"WORKSPORT LTD.: $1,297,465 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WORKSPORT LTD. disclosed $1,297,465 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WORKSPORT LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1096275/000149315226033929/0001493152-26-033929-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"60fc6b9314d7d4060180a4bbeabd2b70","headline":"Align Technology, Inc.: $19,193,988 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Align Technology, Inc. disclosed $19,193,988 ($19.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Align Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1097149/000109714926000023/0001097149-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"cc64c318f2590758b58d61fc4cf34cd0","headline":"Agenus Inc.: $1,350,325 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Agenus Inc. disclosed $1,350,325 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Agenus Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1098972/000119312526197536/0001193125-26-197536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"ef9fd55a96f9e09f14646e111c999de9","headline":"BEASLEY BROADCAST GROUP, INC.: $1,617,062 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BEASLEY BROADCAST GROUP, INC. disclosed $1,617,062 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEASLEY BROADCAST GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099160/000119312526246394/0001193125-26-246394-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"4c7ed114a3857d54ab43f0c3776d2a2a","headline":"METLIFE, INC.: $22,364,273 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"METLIFE, INC. disclosed $22,364,273 ($22.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"METLIFE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099219/000109921926000026/0001099219-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"a0fd4225b26cff665d93484bd2cb913b","headline":"MERCADOLIBRE, INC.: $13,137,927 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MERCADOLIBRE, INC. disclosed $13,137,927 ($13.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MERCADOLIBRE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099590/000109959026000010/0001099590-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"24b38c51477955449153bb0c2f651205","headline":"Bread Financial Holdings, Inc.: $11,921,231 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Bread Financial Holdings, Inc. disclosed $11,921,231 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bread Financial Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1101215/000119312526144512/0001193125-26-144512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"1566a0423d767ac4e806415d6e20fe27","headline":"NORTHERN OIL AND GAS, INC.: $5,602,413 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NORTHERN OIL AND GAS, INC. disclosed $5,602,413 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NORTHERN OIL AND GAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1104485/000110448526000013/0001104485-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"b914df2f4e368686cc459547f8bedeba","headline":"CURIS, INC.: $1,659,756 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CURIS, INC. disclosed $1,659,756 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CURIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108205/000110820526000053/0001108205-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"64781717de3c215e7a2ac061278d0b87","headline":"TXNM Energy, Inc.: $3,903,948 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TXNM Energy, Inc. disclosed $3,903,948 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TXNM Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1108426/000110842626000020/0001108426-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"5416765291bb5f42f10acf36937d45aa","headline":"HANMI FINANCIAL CORPORATION: $2,558,296 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HANMI FINANCIAL CORPORATION disclosed $2,558,296 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HANMI FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1109242/000119312526157155/0001193125-26-157155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"844ead801a71d5508ba6632777c057de","headline":"VISTEON CORPORATION: $16,779,811 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VISTEON CORPORATION disclosed $16,779,811 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISTEON CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111335/000111133526000021/0001111335-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:23"},{"signal_id":"edd5845d2fd1625778f5718e25cc62d0","headline":"RxSight, Inc.: $4,650,661 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RxSight, Inc. disclosed $4,650,661 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RxSight, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1111485/000119312526187240/0001193125-26-187240-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"04c3d15d63d9403959769cebdcd5d4fd","headline":"Build-A-Bear Workshop, Inc.: $3,396,235 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Build-A-Bear Workshop, Inc. disclosed $3,396,235 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Build-A-Bear Workshop, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1113809/000143774926013976/0001437749-26-013976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"6d6416b8d23b7b37a83e8989ad2ebd10","headline":"IMPINJ, INC.: $7,108,558 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"IMPINJ, INC. disclosed $7,108,558 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IMPINJ, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1114995/000119312526159032/0001193125-26-159032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"27dfeaf301b5edb55f3724e7bc321b78","headline":"Nasdaq, Inc.: $25,014,550 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Nasdaq, Inc. disclosed $25,014,550 ($25.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nasdaq, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120193/000162828026027245/0001628280-26-027245-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"27a880f02b080c1151330790cd6f262d","headline":"BROADWIND, INC.: $757,549 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BROADWIND, INC. disclosed $757,549 ($758K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BROADWIND, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120370/000143774926012220/0001437749-26-012220-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"1c8ae2704a5ea28ef5253238ad92038d","headline":"PDF SOLUTIONS INC: $693,986 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PDF SOLUTIONS INC disclosed $693,986 ($694K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PDF SOLUTIONS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120914/000143774926013857/0001437749-26-013857-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b5c6fe921f794cef65cfe3a04048b509","headline":"COMSTOCK INC.: $559,115 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COMSTOCK INC. disclosed $559,115 ($559K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSTOCK INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1120970/000143774926011938/0001437749-26-011938-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b42988e6625bf599be15f30f1bc332ca","headline":"GARMIN LTD.: $7,744,354 total compensation for the principal executive officer, fiscal year ended 2025-12-27","summary":"GARMIN LTD. disclosed $7,744,354 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-27, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARMIN LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1121788/000130817926000318/0001308179-26-000318-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-27","captured_at":"2026-07-28 21:33:24"},{"signal_id":"7cfc077d8fd252625377391a0d83d640","headline":"BAB, Inc: $274,625 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BAB, Inc disclosed $274,625 ($275K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BAB, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1123596/000143774926012899/0001437749-26-012899-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"c36d2a734effbac01cf81429d224492e","headline":"CRYOPORT, INC.: $2,375,524 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CRYOPORT, INC. disclosed $2,375,524 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRYOPORT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124524/000114036126016129/0001140361-26-016129-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"723e4d6aa85f98eda30068389ac59085","headline":"NLIGHT, INC.: $37,333,189 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NLIGHT, INC. disclosed $37,333,189 ($37.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NLIGHT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124796/000112479626000018/0001124796-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"320df4c58c70846102a5757ad6e99f59","headline":"GSI Technology, Inc.: $1,989,770 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"GSI Technology, Inc. disclosed $1,989,770 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GSI Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1126741/000110465926084241/0001104659-26-084241-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"fac6c01707e5ec66b01221570291ffca","headline":"HOPE BANCORP, INC.: $3,785,116 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HOPE BANCORP, INC. disclosed $3,785,116 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HOPE BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128361/000153949726001123/0001539497-26-001123-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"e996dabe0782c188f1dc0bfc6754c3e3","headline":"FLOWERS FOODS, INC.: $7,776,698 total compensation for the principal executive officer, fiscal year ended 2026-01-03","summary":"FLOWERS FOODS, INC. disclosed $7,776,698 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLOWERS FOODS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1128928/000110465926043025/0001104659-26-043025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-03","captured_at":"2026-07-28 21:33:24"},{"signal_id":"934c6e311a0f8ca2bc9d9d85c3cf2747","headline":"SIERRA BANCORP: $1,897,622 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SIERRA BANCORP disclosed $1,897,622 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SIERRA BANCORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1130144/000110465926040182/0001104659-26-040182-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"fa1813fd9bc7657ea5ad785185b4d768","headline":"Capricor Therapeutics, Inc.: $3,521,565 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Capricor Therapeutics, Inc. disclosed $3,521,565 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capricor Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1133869/000110465926042070/0001104659-26-042070-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8f048c0f4c8bde5b53d010f594f8d705","headline":"INTERNATIONAL TOWER HILL MINES LTD.: $331,080 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTERNATIONAL TOWER HILL MINES LTD. disclosed $331,080 ($331K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL TOWER HILL MINES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134115/000110465926040922/0001104659-26-040922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ffd0741e702d30419464926416b9e4c7","headline":"CHARLIE'S HOLDINGS, INC.: $277,671 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CHARLIE'S HOLDINGS, INC. disclosed $277,671 ($278K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHARLIE'S HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1134765/000143774926012836/0001437749-26-012836-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0236ce903cbb1264e4325ccc80200926","headline":"HIREQUEST, INC.: $456,266 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HIREQUEST, INC. disclosed $456,266 ($456K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIREQUEST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140102/000143774926014187/0001437749-26-014187-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"4026a1109158fd7d4f2ba4c5fa8614a7","headline":"Reed’s, Inc.: $436,976 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Reed’s, Inc. disclosed $436,976 ($437K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Reed’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1140215/000149315226019611/0001493152-26-019611-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"773b5df06adbaa78294105dffe22c0b3","headline":"PEDEVCO CORP.: $2,017,600 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PEDEVCO CORP. disclosed $2,017,600 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PEDEVCO CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1141197/000165495426006667/0001654954-26-006667-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"f7a4e3fe3740cc5835f3cfdb277a2c83","headline":"Nexstar Media Group, Inc.: $39,509,740 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Nexstar Media Group, Inc. disclosed $39,509,740 ($39.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nexstar Media Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1142417/000114241726000016/0001142417-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ce8a3ff41e96f4dbe30d123c4a8f28cf","headline":"APPLIED OPTOELECTRONICS, INC.: $4,769,014 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"APPLIED OPTOELECTRONICS, INC. disclosed $4,769,014 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPLIED OPTOELECTRONICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158114/000110465926048559/0001104659-26-048559-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"d4fd1bf1d46bf2f531e98c31e78b329e","headline":"COMSCORE, INC.: $1,324,956 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COMSCORE, INC. disclosed $1,324,956 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMSCORE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158172/000119312526197109/0001193125-26-197109-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"2ef0843a3ab3abd359db1970a3681808","headline":"Pluri Inc.: $1,502,758 total compensation for the principal executive officer, fiscal year ended 2025-06-30","summary":"Pluri Inc. disclosed $1,502,758 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-06-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pluri Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158780/000121390026047070/0001213900-26-047070-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-06-30","captured_at":"2026-07-28 21:33:24"},{"signal_id":"12754a8eedb37b0ec5b956ed2a142c8d","headline":"JAMES HARDIE INDUSTRIES PLC: $6,545,953 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"JAMES HARDIE INDUSTRIES PLC disclosed $6,545,953 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAMES HARDIE INDUSTRIES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1159152/000162828026046522/0001628280-26-046522-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"27cb10f5ad9e9b626899a1ce5abdb9a0","headline":"SAVARA INC.: $4,845,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SAVARA INC. disclosed $4,845,000 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAVARA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1160308/000119312526177353/0001193125-26-177353-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a6a03863eb8359fe8bf3b8e6c6278bbb","headline":"South Dakota Soybean Processors, LLC: $600,414 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"South Dakota Soybean Processors, LLC disclosed $600,414 ($600K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"South Dakota Soybean Processors, LLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163609/000116360926000014/0001163609-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"82075e7f2e6ac1db509311acd87ce24e","headline":"South Plains Financial, Inc.: $2,273,599 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"South Plains Financial, Inc. disclosed $2,273,599 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"South Plains Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163668/000114036126013355/0001140361-26-013355-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"62f09c7c1b7aea60eb6be41124313328","headline":"NABORS INDUSTRIES LTD.: $29,636,103 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NABORS INDUSTRIES LTD. disclosed $29,636,103 ($29.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NABORS INDUSTRIES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1163739/000114036126016154/0001140361-26-016154-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"45e6d62acda8dbcb8638fbe535180f00","headline":"Comcast Corporation: $35,148,413 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Comcast Corporation disclosed $35,148,413 ($35.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comcast Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1166691/000119312526177138/0001193125-26-177138-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"72216d75281076f53a4ec6469e8a1992","headline":"Plumas Bancorp: $952,413 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Plumas Bancorp disclosed $952,413 ($952K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Plumas Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1168455/000143774926011848/0001437749-26-011848-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"c28ad03c8833d6955448de41b0fb4587","headline":"COMMVAULT SYSTEMS INC: $19,909,500 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"COMMVAULT SYSTEMS INC disclosed $19,909,500 ($19.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMMVAULT SYSTEMS INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1169561/000116956126000018/0001169561-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"5802bec28efa175114c9e52afa74d004","headline":"Oragenics, Inc.: $609,157 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Oragenics, Inc. disclosed $609,157 ($609K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oragenics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1174940/000149315226024602/0001493152-26-024602-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"55c50aedb99709cfb9f877a51dd533e2","headline":"CYTOSORBENTS CORPORATION: $808,431 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CYTOSORBENTS CORPORATION disclosed $808,431 ($808K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CYTOSORBENTS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175151/000110465926077798/0001104659-26-077798-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a1c5a20475396255f434c31a68b34cb3","headline":"CORPAY, INC.: $3,406,867 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CORPAY, INC. disclosed $3,406,867 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CORPAY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1175454/000117545426000022/0001175454-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"305ff18c4b459acaab0f1d453c4af6ed","headline":"ARES MANAGEMENT CORPORATION: $68,279,532 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARES MANAGEMENT CORPORATION disclosed $68,279,532 ($68.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARES MANAGEMENT CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1176948/000162828026026286/0001628280-26-026286-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ec216d113533f1f103bb50fff5788afb","headline":"SCYNEXIS, INC.: $1,540,181 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SCYNEXIS, INC. disclosed $1,540,181 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCYNEXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178253/000114036126018207/0001140361-26-018207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ed4d5dc8971571840c72d9e15d0d5141","headline":"Alnylam Pharmaceuticals, Inc.: $14,867,600 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Alnylam Pharmaceuticals, Inc. disclosed $14,867,600 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alnylam Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1178670/000162828026023923/0001628280-26-023923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8b32c112f23db0a669b42840d3b80bf9","headline":"GLAUKOS Corp: $12,034,087 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GLAUKOS Corp disclosed $12,034,087 ($12.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GLAUKOS Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1192448/000119312526157829/0001193125-26-157829-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b495953bd7e53c904036b9516cf61489","headline":"American Public Education, Inc.: $5,063,608 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"American Public Education, Inc. disclosed $5,063,608 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Public Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1201792/000114036126013996/0001140361-26-013996-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"f16ce505cb5a624cbe5b48e52ced9a7a","headline":"First Advantage Corporation: $1,282,350 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"First Advantage Corporation disclosed $1,282,350 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Advantage Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210677/000119312526177294/0001193125-26-177294-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"00732f69710912fd4842a423fa9d2b2f","headline":"Star Equity Holdings, Inc.: $606,962 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Star Equity Holdings, Inc. disclosed $606,962 ($607K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Star Equity Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1210708/000119312526194281/0001193125-26-194281-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"45ea76335f7f156bb61c6c24c6f170a8","headline":"MY SIZE, INC.: $543,281 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MY SIZE, INC. disclosed $543,281 ($543K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MY SIZE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1211805/000149315226026749/0001493152-26-026749-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"3879ff0cbb946b42f9c456bdabd82de7","headline":"Western Alliance Bancorporation: $10,969,236 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Western Alliance Bancorporation disclosed $10,969,236 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Western Alliance Bancorporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1212545/000119312526170399/0001193125-26-170399-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a38ba150549ce73c293abee3b0f63e11","headline":"Cardiff Oncology, Inc.: $3,023,344 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cardiff Oncology, Inc. disclosed $3,023,344 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cardiff Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1213037/000121303726000006/0001213037-26-000006-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"210b88bef347b0f3367677da367f82d2","headline":"DYADIC INTERNATIONAL, INC.: $1,005,113 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DYADIC INTERNATIONAL, INC. disclosed $1,005,113 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DYADIC INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1213809/000149315226022505/0001493152-26-022505-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"18597ac32e94860a8f0a4c4abe08fb16","headline":"MEDICINOVA, INC.: $1,756,864 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MEDICINOVA, INC. disclosed $1,756,864 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDICINOVA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1226616/000119312526191866/0001193125-26-191866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"17820985ec0d73728bd33c008168c896","headline":"Piper Sandler Companies: $11,030,039 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Piper Sandler Companies disclosed $11,030,039 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Piper Sandler Companies","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1230245/000110465926041101/0001104659-26-041101-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8d8c884b8a94f9448c0a92da608fa8b8","headline":"ARBOR REALTY TRUST, INC.: $11,785,559 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARBOR REALTY TRUST, INC. disclosed $11,785,559 ($11.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARBOR REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1253986/000125398626000027/0001253986-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"c6ad5bc61234184bff7ca2a7b6348434","headline":"FORTINET, INC.: $11,458,039 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FORTINET, INC. disclosed $11,458,039 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FORTINET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1262039/000207709626000106/0002077096-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a74b3c68c9ebd07dd5036ad766c01cd4","headline":"Hilltop Holdings Inc.: $3,527,281 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Hilltop Holdings Inc. disclosed $3,527,281 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hilltop Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1265131/000110465926053118/0001104659-26-053118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a7b21fd87a582cba90c55c4d958ccde1","headline":"Assurant, Inc.: $15,221,983 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Assurant, Inc. disclosed $15,221,983 ($15.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Assurant, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267238/000126723826000018/0001267238-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"6aab39bfee027263d9c2ddbd58768c8c","headline":"COLLEGIUM PHARMACEUTICAL, INC.: $1,715,846 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COLLEGIUM PHARMACEUTICAL, INC. disclosed $1,715,846 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLLEGIUM PHARMACEUTICAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1267565/000162828026024063/0001628280-26-024063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"08e1aa7b8d00861c565d2f48ec48f1c2","headline":"COHEN & COMPANY INC.: $11,936,704 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COHEN & COMPANY INC. disclosed $11,936,704 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COHEN & COMPANY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1270436/000110465926043967/0001104659-26-043967-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"5700f248612d55a40b9f8f7e5b5c8a22","headline":"Airgain, Inc.: $1,119,149 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Airgain, Inc. disclosed $1,119,149 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Airgain, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1272842/000119312526197736/0001193125-26-197736-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0c448e88cbb898a097b1e2c67d1dbf53","headline":"ADAMAS TRUST, INC.: $8,175,251 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ADAMAS TRUST, INC. disclosed $8,175,251 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADAMAS TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1273685/000127368526000038/0001273685-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"fac7408c9f2abf6d02b7d1918fa19965","headline":"Exagen Inc.: $1,400,868 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Exagen Inc. disclosed $1,400,868 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Exagen Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1274737/000127473726000020/0001274737-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"9b77162d99e95cbe42607f9beed8add1","headline":"BANK OF THE JAMES FINANCIAL GROUP, INC.: $873,895 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BANK OF THE JAMES FINANCIAL GROUP, INC. disclosed $873,895 ($874K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANK OF THE JAMES FINANCIAL GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275101/000127510126000013/0001275101-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"12e2b4d6ad73d3825ce92e673fd455a9","headline":"BIMINI CAPITAL MANAGEMENT, INC.: $4,969,291 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BIMINI CAPITAL MANAGEMENT, INC. disclosed $4,969,291 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIMINI CAPITAL MANAGEMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1275477/000143774926013376/0001437749-26-013376-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0867458223d31eb5d67c58591ecfe242","headline":"Genworth Financial, Inc.: $10,077,378 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Genworth Financial, Inc. disclosed $10,077,378 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genworth Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1276520/000127652026000019/0001276520-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"43b6c84f40901d9289ac643bcf8761da","headline":"MVB Financial Corp.: $5,056,856 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MVB Financial Corp. disclosed $5,056,856 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MVB Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1277902/000127790226000048/0001277902-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"3586e5ca5b45e1c8baa2787d32dd1dbe","headline":"CELLECTAR BIOSCIENCES, INC.: $1,055,600 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CELLECTAR BIOSCIENCES, INC. disclosed $1,055,600 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CELLECTAR BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1279704/000110465926067626/0001104659-26-067626-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"767a57e977b671e2c92896092badd9b1","headline":"Blackbaud, Inc.: $6,022,250 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Blackbaud, Inc. disclosed $6,022,250 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Blackbaud, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280058/000128005826000009/0001280058-26-000009-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"28746c39d5cb3435b12cda709cee3e23","headline":"Ambarella, Inc.: $7,354,330 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Ambarella, Inc. disclosed $7,354,330 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ambarella, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280263/000119312526227183/0001193125-26-227183-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b3c39359a7be49bd53742bf372e57cd9","headline":"MONOLITHIC POWER SYSTEMS, INC.: $19,930,736 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MONOLITHIC POWER SYSTEMS, INC. disclosed $19,930,736 ($19.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MONOLITHIC POWER SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280452/000143774926014084/0001437749-26-014084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a557134a4a7b6b67df2e54676bbb42d4","headline":"HERCULES CAPITAL, INC.: $9,670,162 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HERCULES CAPITAL, INC. disclosed $9,670,162 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HERCULES CAPITAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1280784/000128078426000015/0001280784-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"467101e957ac32805eca1cd979a37880","headline":"ROCKET PHARMACEUTICALS, INC.: $3,510,241 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ROCKET PHARMACEUTICALS, INC. disclosed $3,510,241 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROCKET PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1281895/000114036126013335/0001140361-26-013335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"c01580b3f297d9d5aef151c9a908132f","headline":"CLEARPOINT NEURO, INC.: $2,814,944 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CLEARPOINT NEURO, INC. disclosed $2,814,944 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEARPOINT NEURO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1285550/000119312526151345/0001193125-26-151345-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"3eb175472ad10cf461cb051412ca66be","headline":"The Mosaic Company: $10,410,935 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"The Mosaic Company disclosed $10,410,935 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Mosaic Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1285785/000128578526000061/0001285785-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"160612ba6cbae4cbdb4d8d54d43787b6","headline":"MEDICAL PROPERTIES TRUST, INC.: $15,898,816 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MEDICAL PROPERTIES TRUST, INC. disclosed $15,898,816 ($15.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEDICAL PROPERTIES TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1287865/000119312526152971/0001193125-26-152971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0a818789b3e035bac77b3ff6c056a70e","headline":"W&T Offshore, Inc.: $6,183,187 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"W&T Offshore, Inc. disclosed $6,183,187 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"W&T Offshore, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1288403/000110465926047016/0001104659-26-047016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"525a92a03766ad14d7f2ec0b0ce6ccbd","headline":"SPOK HOLDINGS, INC.: $2,408,910 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SPOK HOLDINGS, INC. disclosed $2,408,910 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPOK HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1289945/000128994526000028/0001289945-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"974aa6dec8b164dfaa07486974914f04","headline":"The Bancorp, Inc.: $4,528,622 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"The Bancorp, Inc. disclosed $4,528,622 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295401/000110465926042670/0001104659-26-042670-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"5d648d95f3199c850cbb8be5bcbbce51","headline":"Prestige Consumer Healthcare Inc.: $6,004,547 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Prestige Consumer Healthcare Inc. disclosed $6,004,547 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Prestige Consumer Healthcare Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1295947/000129594726000021/0001295947-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"06ba3560387abb370181ef05d7a61916","headline":"ORMAT TECHNOLOGIES, INC.: $3,618,005 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ORMAT TECHNOLOGIES, INC. disclosed $3,618,005 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORMAT TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1296445/000119312526166752/0001193125-26-166752-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"7ac915b56e7a78955d3e82a5dced0fce","headline":"AMPHASTAR PHARMACEUTICALS, INC.: $8,309,350 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMPHASTAR PHARMACEUTICALS, INC. disclosed $8,309,350 ($8.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMPHASTAR PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297184/000129718426000023/0001297184-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0c40484692505a58f32deb13779323cb","headline":"ExlService Holdings, Inc.: $16,201,761 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ExlService Holdings, Inc. disclosed $16,201,761 ($16.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ExlService Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297989/000119312526181891/0001193125-26-181891-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"dc8e8a5d90c026da05e9b2a7125c2f42","headline":"Comstock Holding Companies, Inc.: $2,263,800 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Comstock Holding Companies, Inc. disclosed $2,263,800 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Comstock Holding Companies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1299969/000162828026029004/0001628280-26-029004-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"5feb897fd0ab85d6bb64d4333e15ee13","headline":"ROBLOX CORPORATION: $24,565,995 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ROBLOX CORPORATION disclosed $24,565,995 ($24.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROBLOX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1315098/000110465926044362/0001104659-26-044362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"084bdf27502bea7b98fe8b9ba54a091e","headline":"OMEGA FLEX, INC.: $1,063,560 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OMEGA FLEX, INC. disclosed $1,063,560 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OMEGA FLEX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1317945/000149315226019288/0001493152-26-019288-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"9454a70ddf636b1abb348e50e0101906","headline":"Zumiez Inc.: $1,749,159 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Zumiez Inc. disclosed $1,749,159 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zumiez Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1318008/000119312526177072/0001193125-26-177072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"74090b3f5ff2b07b320b7e384b29cbc4","headline":"Designer Brands Inc.: $7,919,728 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Designer Brands Inc. disclosed $7,919,728 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Designer Brands Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1319947/000131994726000032/0001319947-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"74e18e9d226a2fc7285a1134ceaa0aee","headline":"LENSAR, Inc.: $2,344,966 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LENSAR, Inc. disclosed $2,344,966 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LENSAR, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1320350/000119312526279484/0001193125-26-279484-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8cbfcf3cd1893e2895971c72123f7eb1","headline":"TSS, Inc.: $3,081,505 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TSS, Inc. disclosed $3,081,505 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TSS, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1320760/000114036126016374/0001140361-26-016374-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"12ecde7dfc966e297c0ce7b2b2db32ef","headline":"Palantir Technologies Inc.: $8,623,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Palantir Technologies Inc. disclosed $8,623,000 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palantir Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1321655/000132165526000019/0001321655-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"344e42b786688534dce441bd2e6f372d","headline":"Penumbra, Inc.: $851,621 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Penumbra, Inc. disclosed $851,621 ($852K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Penumbra, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1321732/000132173226000010/0001321732-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"9bca80f2a9a4be5085a1e71917019141","headline":"AtriCure, Inc.: $9,217,620 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AtriCure, Inc. disclosed $9,217,620 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AtriCure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1323885/000132388526000010/0001323885-26-000010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"839fced552f4554952e79bd27c2107c0","headline":"RBC Bearings Incorporated: $20,912,354 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"RBC Bearings Incorporated disclosed $20,912,354 ($20.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RBC Bearings Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1324948/000114036126029594/0001140361-26-029594-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:24"},{"signal_id":"f6dd2e193e6900caba4b9cabadc3a641","headline":"IRADIMED CORPORATION: $780,598 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"IRADIMED CORPORATION disclosed $780,598 ($781K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IRADIMED CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325618/000162828026028903/0001628280-26-028903-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"43846fbdd25534620c087c0cb68ac95a","headline":"Primis Financial Corp.: $2,185,079 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Primis Financial Corp. disclosed $2,185,079 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Primis Financial Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325670/000110465926041860/0001104659-26-041860-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8534acd5219ea883f88aeee3d1d63ea9","headline":"ImmunityBio, Inc.: $12,716,953 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ImmunityBio, Inc. disclosed $12,716,953 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ImmunityBio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326110/000132611026000049/0001326110-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0c4d1478bfc0d08aead1dc7a63939a26","headline":"GENCO SHIPPING & TRADING LIMITED: $3,965,933 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GENCO SHIPPING & TRADING LIMITED disclosed $3,965,933 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENCO SHIPPING & TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326200/000093041326001509/0000930413-26-001509-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"e79ff9c8a110ad78670b333bdd1c38db","headline":"Xencor Inc: $5,521,205 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Xencor Inc disclosed $5,521,205 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xencor Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326732/000132673226000031/0001326732-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"2fed5be32b63fe27ecc3c65e169033c1","headline":"Meta Platforms, Inc.: $25,125,904 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Meta Platforms, Inc. disclosed $25,125,904 ($25.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meta Platforms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1326801/000162828026025532/0001628280-26-025532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"82543487cec89f947a0b32b0b4b55734","headline":"First Western Financial, Inc.: $2,645,442 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"First Western Financial, Inc. disclosed $2,645,442 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Western Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327607/000162828026027213/0001628280-26-027213-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"10d20dff403e0299ac0c05131989568e","headline":"OOMA, INC.: $5,028,580 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"OOMA, INC. disclosed $5,028,580 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OOMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1327688/000119312526156970/0001193125-26-156970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"c685778c050befba3c08cbf27fa846eb","headline":"SEMILEDS CORPORATION: $243,000 total compensation for the principal executive officer, fiscal year ended 2025-08-31","summary":"SEMILEDS CORPORATION disclosed $243,000 ($243K) in total compensation for its principal executive officer for the fiscal year ended 2025-08-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEMILEDS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1333822/000119312526303981/0001193125-26-303981-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-08-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"90080f411f4ee90ff5e517bffa0c788b","headline":"CROCS, INC.: $10,958,007 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CROCS, INC. disclosed $10,958,007 ($11.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CROCS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334036/000133403626000020/0001334036-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"4b9c26a97259e73b15ae29ae9c8cec00","headline":"URANIUM ENERGY CORP.: $6,356,248 total compensation for the principal executive officer, fiscal year ended 2025-07-31","summary":"URANIUM ENERGY CORP. disclosed $6,356,248 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-07-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"URANIUM ENERGY CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1334933/000143774926020059/0001437749-26-020059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-07-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"186637cf8db8f240818a3fe3a24b2261","headline":"LIVE NATION ENTERTAINMENT, INC.: $32,552,324 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LIVE NATION ENTERTAINMENT, INC. disclosed $32,552,324 ($32.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIVE NATION ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1335258/000119312526174146/0001193125-26-174146-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"4449a20ed479040556905924a1c4ab3a","headline":"InfuSystem Holdings, Inc.: $2,911,783 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"InfuSystem Holdings, Inc. disclosed $2,911,783 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"InfuSystem Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1337013/000162828026024635/0001628280-26-024635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"d902c8b3cced35551241a2fb627322c3","headline":"ALDEYRA THERAPEUTICS, INC.: $4,704,379 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALDEYRA THERAPEUTICS, INC. disclosed $4,704,379 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALDEYRA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341235/000119312526182099/0001193125-26-182099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b48e17d9496ca7c565a0a8fe800ce33c","headline":"Celsius Holdings, Inc.: $9,586,642 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Celsius Holdings, Inc. disclosed $9,586,642 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Celsius Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1341766/000119312526154918/0001193125-26-154918-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"6b7132ae35c8b60289d6de2a448fb6e2","headline":"YELP INC.: $10,257,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"YELP INC. disclosed $10,257,000 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"YELP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1345016/000134501626000027/0001345016-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"d3c9d07e74c0730f3bdda9a33d62f727","headline":"Vanda Pharmaceuticals Inc.: $3,851,468 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Vanda Pharmaceuticals Inc. disclosed $3,851,468 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vanda Pharmaceuticals Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1347178/000162828026026893/0001628280-26-026893-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"bf99440d4cbcd5ef4fc90e1561b41eda","headline":"ALPHATEC HOLDINGS, INC.: $10,260,507 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALPHATEC HOLDINGS, INC. disclosed $10,260,507 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALPHATEC HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1350653/000119312526191867/0001193125-26-191867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"6f222827358d0fa04fe8f0d77b26e7c0","headline":"SoundThinking, Inc.: $4,600,051 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SoundThinking, Inc. disclosed $4,600,051 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SoundThinking, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1351636/000119312526170312/0001193125-26-170312-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"1ec1cf90e511c4e6cbe383c72d57a0f8","headline":"INTERNATIONAL STEM CELL CORPORATION: $88,544 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTERNATIONAL STEM CELL CORPORATION disclosed $88,544 ($89K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL STEM CELL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1355790/000119312526191906/0001193125-26-191906-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"47ecd4c09824b97d915cc483e52c3ab8","headline":"INTELLIGENT PROTECTION MANAGEMENT CORP.: $275,971 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTELLIGENT PROTECTION MANAGEMENT CORP. disclosed $275,971 ($276K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLIGENT PROTECTION MANAGEMENT CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1355839/000121390026044059/0001213900-26-044059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"e438f37be0564a7efe579df5412fae2d","headline":"Precigen, Inc.: $5,354,329 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Precigen, Inc. disclosed $5,354,329 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precigen, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356090/000114036126018214/0001140361-26-018214-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"c2b78e806b70f4340e3c45ab804a6bcb","headline":"NexPoint Diversified Real Estate Trust: $1,492,040 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NexPoint Diversified Real Estate Trust disclosed $1,492,040 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NexPoint Diversified Real Estate Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356115/000143774926012769/0001437749-26-012769-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"3f420e2471b33fd3e26001e9df128fec","headline":"SUPERNUS PHARMACEUTICALS, INC.: $15,501,556 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SUPERNUS PHARMACEUTICALS, INC. disclosed $15,501,556 ($15.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUPERNUS PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1356576/000110465926053111/0001104659-26-053111-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"cc9f99f2eb77572bcb1c13624902bafd","headline":"Precision BioSciences, Inc.: $2,189,467 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Precision BioSciences, Inc. disclosed $2,189,467 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Precision BioSciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1357874/000114036126013757/0001140361-26-013757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"e940eda8bdb4b6e9804779d65f0ac352","headline":"Protara Therapeutics, Inc.: $2,655,774 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Protara Therapeutics, Inc. disclosed $2,655,774 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Protara Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1359931/000121390026048536/0001213900-26-048536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"d1da7ba9af21bc5a192e2e5fec778ff2","headline":"HARROW, INC.: $23,606,274 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HARROW, INC. disclosed $23,606,274 ($23.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HARROW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1360214/000149315226018912/0001493152-26-018912-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"5ce97b985c2f7d2c27796ca2734d2aa5","headline":"VARONIS SYSTEMS, INC.: $14,375,278 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VARONIS SYSTEMS, INC. disclosed $14,375,278 ($14.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VARONIS SYSTEMS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361113/000114036126015263/0001140361-26-015263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"732ada278241af48a84454babea0b6c2","headline":"Travel & Leisure Co.: $16,000,693 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Travel & Leisure Co. disclosed $16,000,693 ($16.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Travel & Leisure Co.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1361658/000136165826000019/0001361658-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"52da3a81a5a475f48fe80f4b8d290930","headline":"ICF INTERNATIONAL, INC.: $6,857,678 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ICF INTERNATIONAL, INC. disclosed $6,857,678 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ICF INTERNATIONAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1362004/000114036126016102/0001140361-26-016102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"99f6d69af518b6602d01eb884b968046","headline":"AudioEye, Inc.: $2,979,528 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AudioEye, Inc. disclosed $2,979,528 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AudioEye, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1362190/000110465926060237/0001104659-26-060237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"11021d14b8de4ac8eef703f8a7b4514a","headline":"Douglas Emmett, Inc.: $9,012,069 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Douglas Emmett, Inc. disclosed $9,012,069 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Douglas Emmett, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1364250/000136425026000020/0001364250-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"bc23a09aa142f56525edc64b4b70ebc0","headline":"SONOMA PHARMACEUTICALS,     INC.: $741,116 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"SONOMA PHARMACEUTICALS,     INC. disclosed $741,116 ($741K) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SONOMA PHARMACEUTICALS,     INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1367083/000168316826005810/0001683168-26-005810-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"feaed972220ac326428d86dc49ab0503","headline":"CITIZENS COMMUNITY BANCORP, INC.: $791,726 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CITIZENS COMMUNITY BANCORP, INC. disclosed $791,726 ($792K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CITIZENS COMMUNITY BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1367859/000136785926000028/0001367859-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"2657852d40ca3c16a9d425fc5e08facd","headline":"CLEAN ENERGY FUELS CORP.: $2,698,546 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CLEAN ENERGY FUELS CORP. disclosed $2,698,546 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAN ENERGY FUELS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368265/000110465926052378/0001104659-26-052378-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"71589426edd1893403795c8f41da9d19","headline":"ADMA BIOLOGICS, INC.: $10,237,326 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ADMA BIOLOGICS, INC. disclosed $10,237,326 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADMA BIOLOGICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1368514/000114036126014799/0001140361-26-014799-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"4abd9a04722782c2039feefeeb64638b","headline":"MYOMO, INC.: $1,201,183 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MYOMO, INC. disclosed $1,201,183 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MYOMO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1369290/000119312526223981/0001193125-26-223981-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"cfb97b81323c3dba4ceec5b3b0df24c0","headline":"CATALYST PHARMACEUTICALS, INC.: $8,177,496 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CATALYST PHARMACEUTICALS, INC. disclosed $8,177,496 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CATALYST PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"FL","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1369568/000119312526197490/0001193125-26-197490-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"93d35f8371f538a6e2717fef93a2576e","headline":"ANAPTYSBIO, INC.: $6,133,943 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ANAPTYSBIO, INC. disclosed $6,133,943 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANAPTYSBIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370053/000119312526288408/0001193125-26-288408-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"bef8889ae7d6147b3447072fdf398ea6","headline":"WILLDAN GROUP, INC.: $3,637,831 total compensation for the principal executive officer, fiscal year ended 2026-01-02","summary":"WILLDAN GROUP, INC. disclosed $3,637,831 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-02, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WILLDAN GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370450/000110465926048621/0001104659-26-048621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-02","captured_at":"2026-07-28 21:33:24"},{"signal_id":"42923492da016a83f66246bbb38bb66b","headline":"ETSY, INC.: $18,072,322 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ETSY, INC. disclosed $18,072,322 ($18.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ETSY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1370637/000137063726000026/0001370637-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"51b769533905ae1a3342ce7774383dc7","headline":"TRUPANION, INC.: $4,113,742 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TRUPANION, INC. disclosed $4,113,742 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRUPANION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1371285/000137128526000081/0001371285-26-000081-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"77ccb184a643e35d946c7cd9bda72597","headline":"Ocugen, Inc.: $4,841,822 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ocugen, Inc. disclosed $4,841,822 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ocugen, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372299/000114036126017260/0001140361-26-017260-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a50b9462149cec65f2e277a7b5226831","headline":"BOX, INC.: $257,076 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"BOX, INC. disclosed $257,076 ($257K) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOX, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372612/000114036126021041/0001140361-26-021041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"2be8cafb2db0c45577de53a1ca0e8d6f","headline":"Green Brick Partners, Inc.: $13,400,745 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Green Brick Partners, Inc. disclosed $13,400,745 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Green Brick Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373670/000162828026037542/0001628280-26-037542-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"20d59b1d6e2482a161b582b8630c8e12","headline":"SERVICENOW, INC.: $51,550,957 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SERVICENOW, INC. disclosed $51,550,957 ($51.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVICENOW, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1373715/000137371526000039/0001373715-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ce925bae8d3c5b8e655abe8cb9b2516a","headline":"FITLIFE BRANDS, INC.: $598,769 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FITLIFE BRANDS, INC. disclosed $598,769 ($599K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FITLIFE BRANDS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1374328/000143774926021797/0001437749-26-021797-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"cce06fce780da2f61e986ec67efb3db6","headline":"Larimar Therapeutics, Inc.: $3,526,423 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Larimar Therapeutics, Inc. disclosed $3,526,423 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Larimar Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1374690/000119312526163942/0001193125-26-163942-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"842ef9efc6e09722b1b2ed3dd33a7b52","headline":"UR-ENERGY INC.: $1,327,195 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UR-ENERGY INC. disclosed $1,327,195 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UR-ENERGY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1375205/000110465926048693/0001104659-26-048693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"de487483d09e7ae8438122b649cd638c","headline":"CVR Energy, Inc.: $8,602,449 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CVR Energy, Inc. disclosed $8,602,449 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CVR Energy, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376139/000137613926000022/0001376139-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a283bcb2c041edec7beb0187c6ff48e4","headline":"ZW DATA ACTION TECHNOLOGIES INC.: $24,504 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ZW DATA ACTION TECHNOLOGIES INC. disclosed $24,504 ($25K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZW DATA ACTION TECHNOLOGIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1376321/000117184326004254/0001171843-26-004254-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8112602442d19defd3d0002e4fd06407","headline":"PROTAGONIST THERAPEUTICS, INC.: $12,871,506 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PROTAGONIST THERAPEUTICS, INC. disclosed $12,871,506 ($12.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROTAGONIST THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1377121/000110465926050429/0001104659-26-050429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"838bb9474239efd4637089ff31f480b7","headline":"GREENLIGHT CAPITAL RE, LTD.: $3,314,610 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GREENLIGHT CAPITAL RE, LTD. disclosed $3,314,610 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREENLIGHT CAPITAL RE, LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385613/000138561326000057/0001385613-26-000057-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b67da78c76078186b2f3d1fafffe55a6","headline":"ENERGY FUELS INC.: $2,601,728 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ENERGY FUELS INC. disclosed $2,601,728 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENERGY FUELS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1385849/000106299326002046/0001062993-26-002046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"7561980a196d70583bd7c46efc5d90e9","headline":"NIAGEN BIOSCIENCE, INC.: $8,381,900 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NIAGEN BIOSCIENCE, INC. disclosed $8,381,900 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NIAGEN BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1386570/000138657026000022/0001386570-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"e6143505a54522483ea3d147bd6a30ae","headline":"SELLAS LIFE SCIENCES GROUP, INC.: $1,877,810 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SELLAS LIFE SCIENCES GROUP, INC. disclosed $1,877,810 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SELLAS LIFE SCIENCES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1390478/000110465926047693/0001104659-26-047693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"845c368fe817595516ede13a0baa1cb8","headline":"Quaint Oak Bancorp, Inc.: $402,509 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Quaint Oak Bancorp, Inc. disclosed $402,509 ($403K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quaint Oak Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1391933/000092708926000054/0000927089-26-000054-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"cf5e12ea7b28306dd4bac7d969ca0b99","headline":"Gevo, Inc.: $3,471,908 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Gevo, Inc. disclosed $3,471,908 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gevo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392380/000110465926041262/0001104659-26-041262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"10fb392c3ccbdc620b6af0980b988189","headline":"SurgePays, Inc.: $2,040,212 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SurgePays, Inc. disclosed $2,040,212 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SurgePays, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1392694/000149315226021739/0001493152-26-021739-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"7172f2f3c11bc00cda0a0e9e59388c34","headline":"VEEVA SYSTEMS INC.: $470,833 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"VEEVA SYSTEMS INC. disclosed $470,833 ($471K) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VEEVA SYSTEMS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1393052/000114036126018796/0001140361-26-018796-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"264a202ea5e19a06a7e6ef3a6fd7fc93","headline":"DUOS TECHNOLOGIES GROUP, INC.: $4,095,416 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DUOS TECHNOLOGIES GROUP, INC. disclosed $4,095,416 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DUOS TECHNOLOGIES GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1396536/000107997326000488/0001079973-26-000488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"1255f850ab7d9e456c663c5bdf1aa5ec","headline":"AQUESTIVE THERAPEUTICS, INC.: $3,493,559 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AQUESTIVE THERAPEUTICS, INC. disclosed $3,493,559 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AQUESTIVE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1398733/000114036126016757/0001140361-26-016757-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8e41bae289cc6b68482819d7889d7221","headline":"ONE Group Hospitality, Inc.: $2,139,962 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"ONE Group Hospitality, Inc. disclosed $2,139,962 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ONE Group Hospitality, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1399520/000110465926041530/0001104659-26-041530-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:24"},{"signal_id":"6e7407c4b6f22b0f17dc142edf492a3e","headline":"HCI GROUP, INC.: $8,236,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HCI GROUP, INC. disclosed $8,236,000 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HCI GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1400810/000119312526191649/0001193125-26-191649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"37aacc557480d6eb990fee43b3509932","headline":"PUMA BIOTECHNOLOGY, INC.: $3,062,337 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PUMA BIOTECHNOLOGY, INC. disclosed $3,062,337 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PUMA BIOTECHNOLOGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401667/000143774926013671/0001437749-26-013671-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"a30d494f0afe1b207f9ead5bd1fb8a30","headline":"DARE BIOSCIENCE, INC.: $801,081 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DARE BIOSCIENCE, INC. disclosed $801,081 ($801K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DARE BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1401914/000140191426000014/0001401914-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"929ef9165788c237fbe05c36ce8d158f","headline":"CDW Corporation: $15,009,507 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CDW Corporation disclosed $15,009,507 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CDW Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402057/000130817926000251/0001308179-26-000251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ac8e0edd94127a4f866601342df7c79c","headline":"SS&C TECHNOLOGIES HOLDINGS, INC.: $25,007,664 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SS&C TECHNOLOGIES HOLDINGS, INC. disclosed $25,007,664 ($25.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SS&C TECHNOLOGIES HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1402436/000119312526147619/0001193125-26-147619-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"1123f4364c1c0da9a178636746f72f53","headline":"Eledon Pharmaceuticals, Inc.: $3,216,148 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Eledon Pharmaceuticals, Inc. disclosed $3,216,148 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Eledon Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1404281/000119312526197732/0001193125-26-197732-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8060b0e0d6dbbfb4079377cbed65be1a","headline":"BUNKER HILL MINING CORP.: $621,927 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BUNKER HILL MINING CORP. disclosed $621,927 ($622K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUNKER HILL MINING CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1407583/000149315226022767/0001493152-26-022767-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"827e702ca43f3a92c0f3dd1895afd703","headline":"Graphic Packaging Holding Co: $9,104,747 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Graphic Packaging Holding Co disclosed $9,104,747 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Graphic Packaging Holding Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408075/000119312526186948/0001193125-26-186948-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b50664329674eb2f68ddfa655fe80aec","headline":"MILESTONE PHARMACEUTICALS INC.: $2,121,015 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MILESTONE PHARMACEUTICALS INC. disclosed $2,121,015 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MILESTONE PHARMACEUTICALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408443/000110465926052880/0001104659-26-052880-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"422b2c6b8c198539bd400e490d5bd0d1","headline":"First Guaranty Bancshares, Inc.: $464,421 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"First Guaranty Bancshares, Inc. disclosed $464,421 ($464K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Guaranty Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1408534/000140853426000024/0001408534-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"34f9a54a48ee90a45d6b05d74aa88be1","headline":"TITAN MACHINERY INC.: $1,535,836 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"TITAN MACHINERY INC. disclosed $1,535,836 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TITAN MACHINERY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409171/000162828026028177/0001628280-26-028177-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"70612ed3e06bbf7550d19b138e44a283","headline":"LendingClub Corporation: $4,823,478 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LendingClub Corporation disclosed $4,823,478 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LendingClub Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1409970/000114036126015923/0001140361-26-015923-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"9792ecbd84b002c082a34265ad55085c","headline":"Q2 Holdings, Inc.: $11,492,510 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Q2 Holdings, Inc. disclosed $11,492,510 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Q2 Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1410384/000141038426000029/0001410384-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b96b3b5b36da45b1b4c3d5e9f364b8d0","headline":"AMC ENTERTAINMENT HOLDINGS, INC.: $14,975,072 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMC ENTERTAINMENT HOLDINGS, INC. disclosed $14,975,072 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMC ENTERTAINMENT HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"KS","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411579/000110465926086263/0001104659-26-086263-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"28f69912656850a891441660bad603f6","headline":"PHREESIA, INC.: $8,078,000 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"PHREESIA, INC. disclosed $8,078,000 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PHREESIA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1412408/000141240826000155/0001412408-26-000155-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"84e0f83def2fdd0e9b965ebe3bdb6413","headline":"INVO FERTILITY, INC.: $430,863 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INVO FERTILITY, INC. disclosed $430,863 ($431K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVO FERTILITY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1417926/000149315226029785/0001493152-26-029785-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"42ee63cae7b279749dd0571e0590e549","headline":"Forte Biosciences, Inc.: $7,358,587 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Forte Biosciences, Inc. disclosed $7,358,587 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Forte Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419041/000119312526191515/0001193125-26-191515-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0b59b2b03d4a08afa8032eab2a4fa1cc","headline":"Capital Bancorp, Inc.: $1,350,010 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Capital Bancorp, Inc. disclosed $1,350,010 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capital Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419536/000141953626000091/0001419536-26-000091-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"11d7f1dde1a2cb78a8b5aa356092cb6f","headline":"BONE     BIOLOGICS CORPORATION: $426,269 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BONE     BIOLOGICS CORPORATION disclosed $426,269 ($426K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BONE     BIOLOGICS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1419554/000149315226031652/0001493152-26-031652-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b3664049c2d03b4c27a40a1ad53e56c7","headline":"Energy Recovery, Inc.: $3,222,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Energy Recovery, Inc. disclosed $3,222,000 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Energy Recovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1421517/000142151726000033/0001421517-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"312b142e0d6f33d7799701aebbe373ea","headline":"KURA ONCOLOGY, INC.: $4,735,016 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KURA ONCOLOGY, INC. disclosed $4,735,016 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KURA ONCOLOGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422143/000119312526151335/0001193125-26-151335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"acdeedaf911542cb9f2f7526b20ea852","headline":"PubMatic, Inc.: $9,070,956 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PubMatic, Inc. disclosed $9,070,956 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PubMatic, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1422930/000114036126014825/0001140361-26-014825-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8143908a878362e9bf51de823da6cb8a","headline":"PCB Bancorp: $1,072,180 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PCB Bancorp disclosed $1,072,180 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PCB Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1423869/000142386926000011/0001423869-26-000011-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"227816a55a931144bbe3feff0af82dbd","headline":"SUI GROUP HOLDINGS LIMITED: $929,107 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SUI GROUP HOLDINGS LIMITED disclosed $929,107 ($929K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUI GROUP HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1425355/000165495426006723/0001654954-26-006723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"bfbe90a05bf4e6628f6978531910dbf8","headline":"Assembly Biosciences, Inc.: $2,482,987 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Assembly Biosciences, Inc. disclosed $2,482,987 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Assembly Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1426800/000119312526170417/0001193125-26-170417-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"1525ee69e0145837750e64583abccc0c","headline":"TALPHERA, INC.: $1,117,277 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TALPHERA, INC. disclosed $1,117,277 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TALPHERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1427925/000143774926013895/0001437749-26-013895-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"95931e76b331baacac187a06d44f27ed","headline":"HealthEquity, Inc.: $13,582,105 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"HealthEquity, Inc. disclosed $13,582,105 ($13.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HealthEquity, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428336/000142833626000022/0001428336-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"75c496bf7889e56b04107a36465abf93","headline":"Roku, Inc.: $26,565,120 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Roku, Inc. disclosed $26,565,120 ($26.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Roku, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1428439/000114036126016715/0001140361-26-016715-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"68e65a2e6196071e0224b8f85517ee06","headline":"FORTRESS BIOTECH, INC.: $2,887,256 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FORTRESS BIOTECH, INC. disclosed $2,887,256 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FORTRESS BIOTECH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1429260/000110465926050358/0001104659-26-050358-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"8396974bf9a863a180f61b31a6777c90","headline":"SERVISFIRST BANCSHARES, INC.: $2,474,442 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SERVISFIRST BANCSHARES, INC. disclosed $2,474,442 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVISFIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1430723/000117184326002258/0001171843-26-002258-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"b5ec2de3d12882214ba54ff2d86d72fb","headline":"Oak Valley Bancorp: $908,283 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Oak Valley Bancorp disclosed $908,283 ($908K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oak Valley Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1431567/000143774926013894/0001437749-26-013894-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"88216aec17d7db34a280788cfea7e11d","headline":"INSPIREMD, INC.: $3,095,186 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INSPIREMD, INC. disclosed $3,095,186 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPIREMD, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1433607/000149315226018103/0001493152-26-018103-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"668a8be15858374307a07907b181f643","headline":"ClearSign Technologies Corporation: $547,341 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ClearSign Technologies Corporation disclosed $547,341 ($547K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ClearSign Technologies Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434524/000110465926049883/0001104659-26-049883-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"bd22cbf2eaaa11979840ea528111e04c","headline":"Grand Canyon Education, Inc.: $2,020,867 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Grand Canyon Education, Inc. disclosed $2,020,867 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Grand Canyon Education, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434588/000110465926047719/0001104659-26-047719-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"83821a679bf1edfefa6895f13a76cb06","headline":"ESPERION THERAPEUTICS, INC.: $3,535,512 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ESPERION THERAPEUTICS, INC. disclosed $3,535,512 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ESPERION THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1434868/000162828026025499/0001628280-26-025499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"3743b65279a9ec3f7f79f5f788cab3b2","headline":"BTCS INC.: $2,708,280 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BTCS INC. disclosed $2,708,280 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BTCS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1436229/000149315226016836/0001493152-26-016836-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"9258a0a88658ddfadeecca8c7d83c35b","headline":"Warner Bros. Discovery, Inc.: $165,009,366 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Warner Bros. Discovery, Inc. disclosed $165,009,366 ($165.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Warner Bros. Discovery, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437107/000143710726000046/0001437107-26-000046-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"cffebb757648fab61d2da5bf0e09b6b4","headline":"Ardelyx, Inc.: $7,796,171 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ardelyx, Inc. disclosed $7,796,171 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ardelyx, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437402/000114036126017800/0001140361-26-017800-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ecb5c07ac1c8d1ee42f609251c0e7a76","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.: $5,303,738 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS INC. disclosed $5,303,738 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437578/000119312526162582/0001193125-26-162582-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"4775d13c16c9c201c38fd0d44017513a","headline":"Coastal Financial Corporation: $1,693,201 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Coastal Financial Corporation disclosed $1,693,201 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Coastal Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437958/000143795826000023/0001437958-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"3b86a6faa0c368111b317a577a3ad492","headline":"Tandem Diabetes Care, Inc: $6,858,503 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Tandem Diabetes Care, Inc disclosed $6,858,503 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Tandem Diabetes Care, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438133/000143813326000034/0001438133-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"fc4a33f5f16c39ea62048f5dd56e8bd0","headline":"EVERSPIN TECHNOLOGIES, INC.: $2,586,384 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EVERSPIN TECHNOLOGIES, INC. disclosed $2,586,384 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVERSPIN TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438423/000162828026024076/0001628280-26-024076-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"ff471617dc61dea41ce8ee2a42461d7c","headline":"TRAVERE THERAPEUTICS, INC.: $8,457,151 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TRAVERE THERAPEUTICS, INC. disclosed $8,457,151 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRAVERE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438533/000143853326000027/0001438533-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"f213079e08a2074d159c86ff9df6f25a","headline":"Biodesix, Inc.: $2,238,470 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Biodesix, Inc. disclosed $2,238,470 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Biodesix, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1439725/000119312526149633/0001193125-26-149633-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"e3ad44172a0d6d1372d0250104839c53","headline":"APPIAN CORPORATION: $2,941,276 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"APPIAN CORPORATION disclosed $2,941,276 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APPIAN CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1441683/000144168326000021/0001441683-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"0ec983d8b7a2486d223dfd307291c87d","headline":"BOOZ ALLEN HAMILTON HOLDING CORPORATION: $13,800,777 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"BOOZ ALLEN HAMILTON HOLDING CORPORATION disclosed $13,800,777 ($13.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BOOZ ALLEN HAMILTON HOLDING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1443646/000144364626000021/0001443646-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"3eab2566b51c0488a649388e1a92d37f","headline":"IRONWOOD PHARMACEUTICALS, INC.: $1,948,390 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"IRONWOOD PHARMACEUTICALS, INC. disclosed $1,948,390 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IRONWOOD PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1446847/000110465926050325/0001104659-26-050325-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:24"},{"signal_id":"fb0a0ef774cbb6bfb2a12515b6698f5a","headline":"CASTLE BIOSCIENCES, INC.: $6,786,771 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CASTLE BIOSCIENCES, INC. disclosed $6,786,771 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CASTLE BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1447362/000162828026024166/0001628280-26-024166-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f8b386e6a9ceaa949f71e86998f06991","headline":"Embassy Bancorp, Inc.: $1,041,537 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Embassy Bancorp, Inc. disclosed $1,041,537 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Embassy Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1449794/000144979426000005/0001449794-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"770d851c7e9fb5626388bae3391f8780","headline":"SiTime Corporation: $14,261,046 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SiTime Corporation disclosed $14,261,046 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SiTime Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1451809/000145180926000026/0001451809-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"2d650f76d94ccfb68dfbe288cc3ae7ce","headline":"Xtant Medical Holdings, Inc.: $1,351,676 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Xtant Medical Holdings, Inc. disclosed $1,351,676 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xtant Medical Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1453593/000149315226029699/0001493152-26-029699-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"756cd1a33eb13add165199d549ba46b5","headline":"CARTESIAN THERAPEUTICS, INC.: $4,329,868 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CARTESIAN THERAPEUTICS, INC. disclosed $4,329,868 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARTESIAN THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1453687/000145368726000072/0001453687-26-000072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f8cf73243072e5c71646a8cda3a4ec04","headline":"Alarm.com Holdings, Inc.: $2,980,472 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Alarm.com Holdings, Inc. disclosed $2,980,472 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alarm.com Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1459200/000110465926047867/0001104659-26-047867-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"8d169d648a02b6b440b47964f419b515","headline":"FLUENT, INC.: $1,509,212 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FLUENT, INC. disclosed $1,509,212 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLUENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1460329/000143774926012972/0001437749-26-012972-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"263a73f8f3b934ac231ea57fd36d7934","headline":"ALTISOURCE PORTFOLIO SOLUTIONS S.A.: $7,478,304 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALTISOURCE PORTFOLIO SOLUTIONS S.A. disclosed $7,478,304 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALTISOURCE PORTFOLIO SOLUTIONS S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1462418/000114036126013648/0001140361-26-013648-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"b17cd398fa73808fd98a98bdecd1397d","headline":"VUZIX CORPORATION: $1,449,855 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VUZIX CORPORATION disclosed $1,449,855 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VUZIX CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1463972/000110465926050404/0001104659-26-050404-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"479135df78050473031681a06fa2d27e","headline":"ATLANTICUS HOLDINGS CORPORATION: $2,099,003 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ATLANTICUS HOLDINGS CORPORATION disclosed $2,099,003 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATLANTICUS HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1464343/000143774926012028/0001437749-26-012028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"4c0e1a8d94cd0fad83a1738f43d138bf","headline":"PennyMac Mortgage Investment Trust: $1,399,994 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PennyMac Mortgage Investment Trust disclosed $1,399,994 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PennyMac Mortgage Investment Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1464423/000119312526166976/0001193125-26-166976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"5ed0b17f5e4146c08af852a7407e2f00","headline":"Dropbox, Inc.: $2,166,622 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Dropbox, Inc. disclosed $2,166,622 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dropbox, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467623/000146762326000020/0001467623-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"214b679a30c4b6ff88a03f0fdbfe0270","headline":"Apollo Commercial Real Estate Finance, Inc.: $1,085,764 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Apollo Commercial Real Estate Finance, Inc. disclosed $1,085,764 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Apollo Commercial Real Estate Finance, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467760/000119312526248362/0001193125-26-248362-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"b07b6a9bb68f277f19e9ff199a173b8f","headline":"GENERAL MOTORS COMPANY: $29,895,868 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GENERAL MOTORS COMPANY disclosed $29,895,868 ($29.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENERAL MOTORS COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467858/000146785826000022/0001467858-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"58b372e1de125434017ef08876f96367","headline":"ADDUS HOMECARE CORPORATION: $12,190,449 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ADDUS HOMECARE CORPORATION disclosed $12,190,449 ($12.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADDUS HOMECARE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468328/000143774926013190/0001437749-26-013190-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"783d7d4ba8f087c64b42b34b2f13674e","headline":"KODIAK SCIENCES INC.: $2,499,221 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KODIAK SCIENCES INC. disclosed $2,499,221 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KODIAK SCIENCES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1468748/000119312526170429/0001193125-26-170429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"db059ffd0d137ddf16a0b4504740a2ef","headline":"SUNRUN INC.: $4,739,619 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SUNRUN INC. disclosed $4,739,619 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SUNRUN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1469367/000146936726000029/0001469367-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"6067d50077be8e7737e0ccae7381e16a","headline":"Immunome, Inc.: $7,682,601 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Immunome, Inc. disclosed $7,682,601 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Immunome, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1472012/000114036126016685/0001140361-26-016685-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"8ed6e401c4befb86c76841171783f3ed","headline":"PDS BIOTECHNOLOGY CORPORATION: $828,307 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PDS BIOTECHNOLOGY CORPORATION disclosed $828,307 ($828K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PDS BIOTECHNOLOGY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1472091/000114036126026564/0001140361-26-026564-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"803fe20c3b13709cb9fe5d178a2877f1","headline":"Pebblebrook Hotel Trust: $6,589,254 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Pebblebrook Hotel Trust disclosed $6,589,254 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pebblebrook Hotel Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474098/000147409826000030/0001474098-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"9808f8ba6ad20ef691d7d0c324b233af","headline":"Everpure, Inc.: $18,434,966 total compensation for the principal executive officer, fiscal year ended 2026-02-01","summary":"Everpure, Inc. disclosed $18,434,966 ($18.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Everpure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474432/000147443226000041/0001474432-26-000041-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-01","captured_at":"2026-07-28 21:33:25"},{"signal_id":"40271e1834cdc1907ef065e3e9f17dd8","headline":"Generac Holdings Inc.: $8,809,765 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Generac Holdings Inc. disclosed $8,809,765 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Generac Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"WI","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1474735/000110465926051499/0001104659-26-051499-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"7e9ea7f052945755949bbad622891b55","headline":"EXPENSIFY, INC.: $1,903,704 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EXPENSIFY, INC. disclosed $1,903,704 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXPENSIFY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1476840/000147684026000020/0001476840-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"7363bdcaaae33afb6b4c7455a2e572e7","headline":"CLOUDFLARE, INC.: $60,551,052 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CLOUDFLARE, INC. disclosed $60,551,052 ($60.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLOUDFLARE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477333/000119312526263809/0001193125-26-263809-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"b7bc0c9f4e4fd954490ec407d38553aa","headline":"SWEETGREEN, INC.: $3,226,081 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"SWEETGREEN, INC. disclosed $3,226,081 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SWEETGREEN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1477815/000114036126016260/0001140361-26-016260-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:25"},{"signal_id":"07707e93e67d1d703425a572e7b81d95","headline":"Adaptive Biotechnologies Corporation: $9,081,690 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Adaptive Biotechnologies Corporation disclosed $9,081,690 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Adaptive Biotechnologies Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1478320/000119312526177409/0001193125-26-177409-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"4ae36e5d84e33150224cc9f81d85ee48","headline":"Quad/Graphics, Inc.: $7,910,526 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Quad/Graphics, Inc. disclosed $7,910,526 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quad/Graphics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1481792/000148179226000082/0001481792-26-000082-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"dd17eeb0804c56905e7bcc188381d83d","headline":"Hudson Pacific Properties, Inc.: $2,766,883 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Hudson Pacific Properties, Inc. disclosed $2,766,883 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hudson Pacific Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482512/000110465926047885/0001104659-26-047885-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"7b0dfb67e016f2d5abfcb4398f481a35","headline":"The Vita Coco Company, Inc.: $4,549,875 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"The Vita Coco Company, Inc. disclosed $4,549,875 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Vita Coco Company, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1482981/000148298126000107/0001482981-26-000107-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"326d2b076173452895ebcb14f184ad2f","headline":"Outset Medical, Inc.: $3,255,510 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Outset Medical, Inc. disclosed $3,255,510 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Outset Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1484612/000119312526177150/0001193125-26-177150-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"d81ebbe6c2c616230299a08ccd0dcf8e","headline":"VISHAY PRECISION GROUP, INC.: $2,279,041 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VISHAY PRECISION GROUP, INC. disclosed $2,279,041 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VISHAY PRECISION GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1487952/000143774926011815/0001437749-26-011815-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0d4cf47f898c953cf172eb0ce698eba7","headline":"Customers Bancorp, Inc.: $2,954,956 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Customers Bancorp, Inc. disclosed $2,954,956 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Customers Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000048/0001488813-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0bf54164d9be7f2b3356b8440672d2c5","headline":"SCHRODINGER, INC.: $4,079,043 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SCHRODINGER, INC. disclosed $4,079,043 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SCHRODINGER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1490978/000149097826000026/0001490978-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"1b445a1a72e51fd2c6a2e5054634a6e3","headline":"LIVEONE, INC.: $560,833 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"LIVEONE, INC. disclosed $560,833 ($561K) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIVEONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1491419/000121390026081875/0001213900-26-081875-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"769f0190c73cda04d94fdd2901501111","headline":"Sabra Health Care REIT, Inc.: $8,552,721 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Sabra Health Care REIT, Inc. disclosed $8,552,721 ($8.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sabra Health Care REIT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1492298/000119312526175398/0001193125-26-175398-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"96d24398c9f2b515e729de04c8b6691c","headline":"LIFELOC TECHNOLOGIES, INC.: $302,518 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LIFELOC TECHNOLOGIES, INC. disclosed $302,518 ($303K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIFELOC TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1493137/000107997326000586/0001079973-26-000586-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0c2377064cd5aa179b63cc1a52d8e3b2","headline":"CARGURUS, INC.: $7,889,260 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CARGURUS, INC. disclosed $7,889,260 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARGURUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1494259/000119312526170400/0001193125-26-170400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"a38358a3883698b5eaf8057eda36965b","headline":"American Assets Trust, Inc.: $4,806,038 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"American Assets Trust, Inc. disclosed $4,806,038 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"American Assets Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500217/000150021726000023/0001500217-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"5711a2317ef1f163653bd901b023bfb9","headline":"GoPro, Inc.: $772,315 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GoPro, Inc. disclosed $772,315 ($772K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoPro, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1500435/000162828026026268/0001628280-26-026268-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"3054eb21a07482c99c4dc6979ddf5362","headline":"CytomX Therapeutics, Inc.: $4,738,494 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CytomX Therapeutics, Inc. disclosed $4,738,494 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CytomX Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1501989/000114036126018237/0001140361-26-018237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"8fd24160ad097d27e83a217bb2a40b77","headline":"CONTANGO SILVER & GOLD INC.: $2,311,854 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CONTANGO SILVER & GOLD INC. disclosed $2,311,854 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONTANGO SILVER & GOLD INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1502377/000119312526197816/0001193125-26-197816-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"30f186d16c9febcd33c6697ba4beb4c7","headline":"Karyopharm Therapeutics Inc.: $2,320,902 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Karyopharm Therapeutics Inc. disclosed $2,320,902 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Karyopharm Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1503802/000150380226000023/0001503802-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"845132789a69cf731ff240ea5d74ba96","headline":"BANKUNITED, INC.: $7,437,175 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BANKUNITED, INC. disclosed $7,437,175 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANKUNITED, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504008/000150400826000037/0001504008-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"78915bda14d3c899d65ea95340418ce0","headline":"LOOP INDUSTRIES, INC.: $1,507,112 total compensation for the principal executive officer, fiscal year ended 2026-02-28","summary":"LOOP INDUSTRIES, INC. disclosed $1,507,112 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LOOP INDUSTRIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504678/000114036126024649/0001140361-26-024649-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-28","captured_at":"2026-07-28 21:33:25"},{"signal_id":"73a60814de4ae87ba064fdba28ba4f28","headline":"Upland Software, Inc.: $4,774,820 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Upland Software, Inc. disclosed $4,774,820 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Upland Software, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1505155/000150515526000022/0001505155-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"90fb53e5545d638ddb0c3497f38009d9","headline":"Bankwell Financial Group, Inc.: $1,336,526 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Bankwell Financial Group, Inc. disclosed $1,336,526 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bankwell Financial Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1505732/000150573226000064/0001505732-26-000064-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f25061ffb69d3ea4259aaeef21d14df2","headline":"GLUCOTRACK, INC.: $394,100 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GLUCOTRACK, INC. disclosed $394,100 ($394K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GLUCOTRACK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1506983/000149315226033763/0001493152-26-033763-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"15f3a2b786434db18ed3852c5f8f4b45","headline":"SuRo     Capital Corp.: $6,733,734 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SuRo     Capital Corp. disclosed $6,733,734 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SuRo     Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509470/000149315226019603/0001493152-26-019603-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"fe4667eb716ad593b95200ef12a36227","headline":"CYPHERPUNK TECHNOLOGIES INC.: $4,754,544 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CYPHERPUNK TECHNOLOGIES INC. disclosed $4,754,544 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CYPHERPUNK TECHNOLOGIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509745/000110465926051480/0001104659-26-051480-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"6b8372e4c04865510bb2f25be7e29d9b","headline":"Kosmos Energy Ltd.: $4,976,958 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Kosmos Energy Ltd. disclosed $4,976,958 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kosmos Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1509991/000114036126014971/0001140361-26-014971-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f6ce772c1dd9eaef563eedffd93b91b3","headline":"CV SCIENCES, INC.: $418,995 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CV SCIENCES, INC. disclosed $418,995 ($419K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CV SCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1510964/000119312526155621/0001193125-26-155621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"2d98fe36e1fbbd03f50c84ceb650d766","headline":"Coherus Oncology, Inc.: $2,736,874 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Coherus Oncology, Inc. disclosed $2,736,874 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Coherus Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1512762/000110465926045251/0001104659-26-045251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f5e6c6d3dc278203129df527cc718700","headline":"SILO PHARMA, INC.: $521,750 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SILO PHARMA, INC. disclosed $521,750 ($522K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SILO PHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514183/000121390026073367/0001213900-26-073367-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"768e663b584c4942f5b6b4081a3b8ce6","headline":"BANDWIDTH INC.: $7,558,096 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BANDWIDTH INC. disclosed $7,558,096 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANDWIDTH INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1514416/000151441626000027/0001514416-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"d9702054630e3c95f93aa938b2ce84e2","headline":"ARQ, INC.: $142,979 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARQ, INC. disclosed $142,979 ($143K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARQ, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1515156/000151515626000052/0001515156-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f4496245d504ab0381d7cb5578c84c1e","headline":"Doximity, Inc.: $19,586,169 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Doximity, Inc. disclosed $19,586,169 ($19.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Doximity, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1516513/000151651326000032/0001516513-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"ae84feeb1db0929f3a7e31874c97c122","headline":"SKYE BIOSCIENCE, INC.: $1,361,831 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SKYE BIOSCIENCE, INC. disclosed $1,361,831 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SKYE BIOSCIENCE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1516551/000162828026025368/0001628280-26-025368-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"e1aef615510fc15f96bbd81fe2e885c5","headline":"AKEBIA THERAPEUTICS, INC.: $5,652,339 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AKEBIA THERAPEUTICS, INC. disclosed $5,652,339 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AKEBIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1517022/000151702226000034/0001517022-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"a05d6ad3b8a162b9cc23540cd06bdef8","headline":"Matador Resources Company: $9,775,611 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Matador Resources Company disclosed $9,775,611 ($9.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Matador Resources Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520006/000152000626000013/0001520006-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"e4cd79b3b4e765eaa481898f6b20ea49","headline":"ALKERMES PLC: $7,915,081 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALKERMES PLC disclosed $7,915,081 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALKERMES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520262/000119312526143977/0001193125-26-143977-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"533c1f491e9ba785c8dffd52ef7b1518","headline":"Bristow Group Inc.: $5,706,605 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Bristow Group Inc. disclosed $5,706,605 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bristow Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1525221/000152522126000072/0001525221-26-000072-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"c1fa2c10238650b52afb145620223a5f","headline":"ANNEXON, INC.: $3,579,202 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ANNEXON, INC. disclosed $3,579,202 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ANNEXON, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528115/000114036126017085/0001140361-26-017085-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"071ac9bebaf2084e0355582af3c426e3","headline":"Genie Energy Ltd.: $1,371,250 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Genie Energy Ltd. disclosed $1,371,250 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Genie Energy Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528356/000143774926014295/0001437749-26-014295-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"00071a1589be8aee9489b640ffb88d2d","headline":"RH: $1,262,000 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"RH disclosed $1,262,000 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1528849/000110465926054988/0001104659-26-054988-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"47b12497696b9f8871d39d07b99e9dce","headline":"SMART SAND, INC.: $2,812,901 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SMART SAND, INC. disclosed $2,812,901 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SMART SAND, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1529628/000152962826000025/0001529628-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"c132d4a0b9734661a1fddc4a24dce1ba","headline":"FS BANCORP, INC.: $1,442,575 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FS BANCORP, INC. disclosed $1,442,575 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FS BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530249/000143774926011384/0001437749-26-011384-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f20c23c5ad3fe21f2a81a2ca20e6e89d","headline":"Capri Holdings Ltd: $11,909,990 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"Capri Holdings Ltd disclosed $11,909,990 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Capri Holdings Ltd","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1530721/000153072126000063/0001530721-26-000063-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:25"},{"signal_id":"11db3bc3d726c0e3c8f81e94c0ff8d9b","headline":"CALCIMEDICA, INC.: $895,410 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CALCIMEDICA, INC. disclosed $895,410 ($895K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CALCIMEDICA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1534133/000119312526314085/0001193125-26-314085-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"fabed1879bd6d551c6470ba7e548d871","headline":"CrowdStrike Holdings, Inc.: $247,579,143 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"CrowdStrike Holdings, Inc. disclosed $247,579,143 ($247.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CrowdStrike Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535527/000110465926055599/0001104659-26-055599-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"92b1e0ee14c6defadf7effa0c61922d6","headline":"LIPOCINE INC.: $986,336 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LIPOCINE INC. disclosed $986,336 ($986K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIPOCINE INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1535955/000149315226018335/0001493152-26-018335-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"515374e3737d07ba3f2a535a8b98a9bd","headline":"TECOGEN INC.: $812,489 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TECOGEN INC. disclosed $812,489 ($812K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TECOGEN INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1537435/000153743526000029/0001537435-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"515a5b97d86f7951cb92865db54a207f","headline":"Ibotta, Inc.: $10,949,033 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ibotta, Inc. disclosed $10,949,033 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ibotta, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538379/000162828026024105/0001628280-26-024105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"28f02bc0ed9de31a16a228c66c0e6cd2","headline":"Oportun Financial Corporation: $4,327,855 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Oportun Financial Corporation disclosed $4,327,855 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Oportun Financial Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1538716/000114036126026773/0001140361-26-026773-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"db824d0c449c0947210b514c8293bc17","headline":"Atlas Lithium Corporation: $7,472,921 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Atlas Lithium Corporation disclosed $7,472,921 ($7.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Atlas Lithium Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1540684/000149315226016835/0001493152-26-016835-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"9deed77bd717546d5bd4ab9959c35ec1","headline":"SOUND FINANCIAL BANCORP, INC.: $884,379 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOUND FINANCIAL BANCORP, INC. disclosed $884,379 ($884K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUND FINANCIAL BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1541119/000154111926000012/0001541119-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"1ea35df241cb67069ee9bdb09c2d2955","headline":"Uber Technologies, Inc.: $35,595,826 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Uber Technologies, Inc. disclosed $35,595,826 ($35.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uber Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1543151/000130817926000303/0001308179-26-000303-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"9ffdb2d060554fb744bfda8fe1289454","headline":"Professional Diversity Network, Inc.: $356,120 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Professional Diversity Network, Inc. disclosed $356,120 ($356K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Professional Diversity Network, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1546296/000143774926014026/0001437749-26-014026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"4b5724cb293cb5c585747a04c572dab8","headline":"SILVERCREST ASSET MANAGEMENT GROUP INC.: $4,039,647 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SILVERCREST ASSET MANAGEMENT GROUP INC. disclosed $4,039,647 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SILVERCREST ASSET MANAGEMENT GROUP INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1549966/000119312526197178/0001193125-26-197178-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"6caf756f96c4e020c3c9b1f12b2febc3","headline":"PROGYNY, INC.: $7,220,612 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PROGYNY, INC. disclosed $7,220,612 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PROGYNY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1551306/000155130626000055/0001551306-26-000055-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"ba246b227d0e47082f23fcb9f71cbbed","headline":"Relmada Therapeutics, Inc.: $8,892,633 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Relmada Therapeutics, Inc. disclosed $8,892,633 ($8.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Relmada Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1553643/000121390026045192/0001213900-26-045192-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f198794f1619fd7113617dbb6eccd393","headline":"908 DEVICES INC.: $1,553,502 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"908 DEVICES INC. disclosed $1,553,502 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"908 DEVICES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1555279/000110465926050795/0001104659-26-050795-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"678abdcb3ca3114c30a080658c65695e","headline":"Zoetis Inc.: $19,046,509 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Zoetis Inc. disclosed $19,046,509 ($19.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoetis Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1555280/000155528026000015/0001555280-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"45543ba3d24b411b634f23a30e2de5fd","headline":"Rithm Capital Corp.: $20,450,903 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Rithm Capital Corp. disclosed $20,450,903 ($20.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rithm Capital Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1556593/000110465926041536/0001104659-26-041536-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"849ae40a25a9e969aa69fa2118090970","headline":"Airbnb, Inc.: $242,122 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Airbnb, Inc. disclosed $242,122 ($242K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Airbnb, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559720/000119312526175062/0001193125-26-175062-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"eaf0fe100c9dada287283508dda52f37","headline":"EVERTEC, Inc.: $9,218,893 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EVERTEC, Inc. disclosed $9,218,893 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVERTEC, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1559865/000155986526000017/0001559865-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0a53f928b257d980dbe7db2d71fb45e0","headline":"electroCore, Inc.: $1,636,687 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"electroCore, Inc. disclosed $1,636,687 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"electroCore, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560258/000149315226033907/0001493152-26-033907-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"23bb7229d31b40fd92922192d74bf5c4","headline":"Rapid7, Inc: $10,058,576 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Rapid7, Inc disclosed $10,058,576 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rapid7, Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1560327/000156032726000019/0001560327-26-000019-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"3d82183483002becc5d469848632476c","headline":"Datadog, Inc.: $27,055,482 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Datadog, Inc. disclosed $27,055,482 ($27.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Datadog, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1561550/000162828026028118/0001628280-26-028118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"1ca20b29ea4a3d3e89292f91f35e53af","headline":"TELA BIO, INC.: $1,969,555 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TELA BIO, INC. disclosed $1,969,555 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TELA BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1561921/000110465926053117/0001104659-26-053117-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f541f39d638f7b8a1d9d69d13e6adf75","headline":"Duolingo, Inc.: $767,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Duolingo, Inc. disclosed $767,500 ($768K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Duolingo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562088/000162828026025728/0001628280-26-025728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"bd191559ba08e61b4656c1d46420c8fa","headline":"Crimson Wine Group, Ltd.: $580,763 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Crimson Wine Group, Ltd. disclosed $580,763 ($581K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crimson Wine Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562151/000162828026038779/0001628280-26-038779-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0b3a1036371451857a9c330d9d586f72","headline":"TAYLOR MORRISON HOME CORPORATION: $10,075,397 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TAYLOR MORRISON HOME CORPORATION disclosed $10,075,397 ($10.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TAYLOR MORRISON HOME CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562476/000114036126014261/0001140361-26-014261-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"d925c70841faacf4affbb01c9b23e5dd","headline":"FRANKLIN BSP REALTY TRUST, INC.: $1,365,994 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FRANKLIN BSP REALTY TRUST, INC. disclosed $1,365,994 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FRANKLIN BSP REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562528/000119312526161379/0001193125-26-161379-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"fb29b4eb233c02fcb9f270c515aae599","headline":"Synergy CHC Corp.: $1,136,282 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Synergy CHC Corp. disclosed $1,136,282 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Synergy CHC Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1562733/000121390026050246/0001213900-26-050246-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"b3af1432d20ebcec62064d1533a1f6b7","headline":"CONSTELLIUM SE: $30,171,859 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CONSTELLIUM SE disclosed $30,171,859 ($30.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSTELLIUM SE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563411/000156341126000142/0001563411-26-000142-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"516ba349fec410ae29b052062a34427a","headline":"Galera Therapeutics, Inc.: $747,821 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Galera Therapeutics, Inc. disclosed $747,821 ($748K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Galera Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563577/000119312526164184/0001193125-26-164184-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"9e39d2f032a9a5d3b1b88df034887914","headline":"Harvard Apparatus Regenerative Technology, Inc.: $439,969 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Harvard Apparatus Regenerative Technology, Inc. disclosed $439,969 ($440K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Harvard Apparatus Regenerative Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563665/000143774926013125/0001437749-26-013125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0e22e64edbb47de33f7960de5a884303","headline":"TREVI THERAPEUTICS, INC.: $3,944,892 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TREVI THERAPEUTICS, INC. disclosed $3,944,892 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TREVI THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563880/000119312526166695/0001193125-26-166695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"40f64fda6a0a3e7c7c36d8fb0da73bba","headline":"UNITED PARKS & RESORTS INC.: $4,891,868 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UNITED PARKS & RESORTS INC. disclosed $4,891,868 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNITED PARKS & RESORTS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1564902/000119312526197833/0001193125-26-197833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"5961373338bce39af33cd25d449b4f6e","headline":"PagerDuty, Inc.: $15,268,028 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"PagerDuty, Inc. disclosed $15,268,028 ($15.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PagerDuty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1568100/000156810026000020/0001568100-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"78acc004bf93cd6edf214ee0c805609b","headline":"AH REALTY TRUST, INC.: $6,091,906 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AH REALTY TRUST, INC. disclosed $6,091,906 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AH REALTY TRUST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569187/000156918726000061/0001569187-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0ced75f25577cd2110389468e64ae9b0","headline":"Waterstone Financial, Inc.: $785,156 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Waterstone Financial, Inc. disclosed $785,156 ($785K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Waterstone Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1569994/000143774926011833/0001437749-26-011833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"bf5180bfce74d081d45adcc1a41b3f0f","headline":"EVOLUS, INC.: $6,412,214 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EVOLUS, INC. disclosed $6,412,214 ($6.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLUS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570562/000157056226000059/0001570562-26-000059-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"ba45a9e24725fb842deb4ea51d40d3a8","headline":"LIBERTY GLOBAL LTD.: $37,717,946 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LIBERTY GLOBAL LTD. disclosed $37,717,946 ($37.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIBERTY GLOBAL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1570585/000119312526191485/0001193125-26-191485-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"31fea1e8e2abbf617bfe35eb04b5cf23","headline":"Cherry Hill Mortgage Investment Corporation: $1,235,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cherry Hill Mortgage Investment Corporation disclosed $1,235,000 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cherry Hill Mortgage Investment Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571776/000114036126015895/0001140361-26-015895-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"5f4e184826058c02fdd63310b079260e","headline":"Dell Technologies Inc.: $3,382,209 total compensation for the principal executive officer, fiscal year ended 2026-01-30","summary":"Dell Technologies Inc. disclosed $3,382,209 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-30, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dell Technologies Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1571996/000119312526226734/0001193125-26-226734-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-30","captured_at":"2026-07-28 21:33:25"},{"signal_id":"c96645a3152b29fae476bc6539706421","headline":"Sprouts Farmers Market, Inc.: $11,517,223 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"Sprouts Farmers Market, Inc. disclosed $11,517,223 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Sprouts Farmers Market, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575515/000157551526000013/0001575515-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:25"},{"signal_id":"ec20f2dc6bb1329f5fa79a3f9d5e8ddc","headline":"Gaming and Leisure Properties, Inc.: $14,054,918 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Gaming and Leisure Properties, Inc. disclosed $14,054,918 ($14.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gaming and Leisure Properties, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"PA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1575965/000119312526177324/0001193125-26-177324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"003f21e4c50809eee8d1cb098c94f670","headline":"Ladder Capital Corp: $13,944,233 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ladder Capital Corp disclosed $13,944,233 ($13.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ladder Capital Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1577670/000157767026000018/0001577670-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"a0b619eea7359d730b96a631b873f6bb","headline":"Emerald Holding, Inc.: $2,669,073 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Emerald Holding, Inc. disclosed $2,669,073 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Emerald Holding, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579214/000119312526149591/0001193125-26-149591-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"b543bb10a0ec6e09749025a6e05b87ad","headline":"AXSOME THERAPEUTICS, INC.: $10,283,492 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AXSOME THERAPEUTICS, INC. disclosed $10,283,492 ($10.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AXSOME THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579428/000119312526177610/0001193125-26-177610-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"fbb5118b37ef8900a80d8bc9b7af4a4e","headline":"USA TODAY Co., Inc.: $4,085,499 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"USA TODAY Co., Inc. disclosed $4,085,499 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"USA TODAY Co., Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579684/000157968426000022/0001579684-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"472939cce7f3ea24f5dbda96e513f32a","headline":"Vital Farms, Inc.: $3,616,512 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"Vital Farms, Inc. disclosed $3,616,512 ($3.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vital Farms, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1579733/000119312526182023/0001193125-26-182023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:25"},{"signal_id":"9cfc2a91419dd382e14ab4bfd552f604","headline":"FLYWIRE CORPORATION: $8,803,495 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FLYWIRE CORPORATION disclosed $8,803,495 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FLYWIRE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580560/000119312526173788/0001193125-26-173788-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"bdbcbd2e1ac22a89c0ca8641694a1b22","headline":"VROOM, INC.: $10,736,691 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VROOM, INC. disclosed $10,736,691 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VROOM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580864/000119312526187619/0001193125-26-187619-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"a0b7a5b1802e98c42d1ba0c0c61a5a92","headline":"Installed Building Products, Inc.: $7,096,835 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Installed Building Products, Inc. disclosed $7,096,835 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Installed Building Products, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580905/000158090526000022/0001580905-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"e4547730943fb89f694e4368508a592e","headline":"PLAINS GP HOLDINGS LP: $12,295,167 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PLAINS GP HOLDINGS LP disclosed $12,295,167 ($12.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAINS GP HOLDINGS LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1581990/000110465926041724/0001104659-26-041724-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"822664912f107120dac6a841fb91f774","headline":"THERAVANCE BIOPHARMA, INC.: $1,472,019 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"THERAVANCE BIOPHARMA, INC. disclosed $1,472,019 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THERAVANCE BIOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583107/000110465926050454/0001104659-26-050454-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"70d00457810e88019775613c25c77bbd","headline":"SENTINELONE, INC: $16,934,559 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"SENTINELONE, INC disclosed $16,934,559 ($16.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SENTINELONE, INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1583708/000158370826000031/0001583708-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0d9425d90ff46d5803d1c0988e79f56c","headline":"OneMain Holdings, Inc.: $15,074,230 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OneMain Holdings, Inc. disclosed $15,074,230 ($15.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OneMain Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584207/000158420726000012/0001584207-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"d63db8cb5876e56b8a49ed22111a01f1","headline":"Village Farms International, Inc.: $3,783,169 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Village Farms International, Inc. disclosed $3,783,169 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Village Farms International, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584549/000119312526192149/0001193125-26-192149-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"3dc4e4696c771fbe2deaaca99edd799b","headline":"OXBRIDGE     RE HOLDINGS LIMITED: $502,377 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OXBRIDGE     RE HOLDINGS LIMITED disclosed $502,377 ($502K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OXBRIDGE     RE HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1584831/000149315226019323/0001493152-26-019323-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"65322ebce48f6d9569f7616819fb0cae","headline":"Zoom Communications, Inc.: $1,280,858 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Zoom Communications, Inc. disclosed $1,280,858 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zoom Communications, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585521/000162828026028866/0001628280-26-028866-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"25ef79366bf431d6ef3df5c29a22a71e","headline":"JAGUAR HEALTH, INC.: $705,675 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"JAGUAR HEALTH, INC. disclosed $705,675 ($706K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JAGUAR HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1585608/000119312526192753/0001193125-26-192753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"41f25c7a2b76c9a050a5471b8d3285ff","headline":"NEWTEKONE, INC.: $1,000,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NEWTEKONE, INC. disclosed $1,000,000 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEWTEKONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1587987/000162828026027133/0001628280-26-027133-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f016e3b7a6ffbf4bb749de811d46f58a","headline":"FTAI Aviation Ltd.: $5,988,406 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FTAI Aviation Ltd. disclosed $5,988,406 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FTAI Aviation Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590364/000114036126014789/0001140361-26-014789-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"99d1fd615b63094234170b326828f44e","headline":"FOCUS UNIVERSAL INC.: $147,874 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FOCUS UNIVERSAL INC. disclosed $147,874 ($148K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FOCUS UNIVERSAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590418/000168316826003202/0001683168-26-003202-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"664b10ed77662ca093e6db6c67a4409f","headline":"UNIQURE N.V.: $3,287,434 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UNIQURE N.V. disclosed $3,287,434 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UNIQURE N.V.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590560/000110465926048969/0001104659-26-048969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"dae79e88e674b85317f99b2283d19409","headline":"Civeo Corporation: $3,775,348 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Civeo Corporation disclosed $3,775,348 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Civeo Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590584/000159058426000035/0001590584-26-000035-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"9d00e8c67719a841a504376a4e82b9fa","headline":"CAESARS ENTERTAINMENT, INC.: $17,199,029 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CAESARS ENTERTAINMENT, INC. disclosed $17,199,029 ($17.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAESARS ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1590895/000119312526174058/0001193125-26-174058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"8edab0facee76448c15d21c75a95e0a9","headline":"ATEA PHARMACEUTICALS, INC.: $3,403,752 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ATEA PHARMACEUTICALS, INC. disclosed $3,403,752 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ATEA PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1593899/000119312526182293/0001193125-26-182293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"a746389e758b9b07fd432e972d6acf56","headline":"MAGNITE, INC.: $5,842,620 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MAGNITE, INC. disclosed $5,842,620 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAGNITE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1595974/000199937126008635/0001999371-26-008635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"6b140efa20aada44a7773b68440b5776","headline":"ARISTA NETWORKS, INC.: $2,872,145 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARISTA NETWORKS, INC. disclosed $2,872,145 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARISTA NETWORKS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596532/000119312526158942/0001193125-26-158942-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"584b7fbdd8b7d35e10412ba860641657","headline":"Dorian LPG Ltd.: $6,311,926 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Dorian LPG Ltd. disclosed $6,311,926 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dorian LPG Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1596993/000110465926087088/0001104659-26-087088-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"27a31346dd08908d66bccf8e29387d5a","headline":"Minerva Neurosciences, Inc.: $9,354,184 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Minerva Neurosciences, Inc. disclosed $9,354,184 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Minerva Neurosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1598646/000119312526171799/0001193125-26-171799-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"34601ec201788ee3681b1f63c1491931","headline":"Heritage Insurance Holdings, Inc.: $5,341,897 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Heritage Insurance Holdings, Inc. disclosed $5,341,897 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Heritage Insurance Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1598665/000119312526197339/0001193125-26-197339-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"a91857a07e3e378347faa9469cce51e3","headline":"DNOW Inc.: $7,118,605 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DNOW Inc. disclosed $7,118,605 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DNOW Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1599617/000119312526148976/0001193125-26-148976-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"f8fb3224de03e5e65737f6e55904fa43","headline":"e.l.f. Beauty, Inc.: $8,834,367 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"e.l.f. Beauty, Inc. disclosed $8,834,367 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"e.l.f. Beauty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600033/000160003326000030/0001600033-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"d1420c714475bab815562dd46937771e","headline":"AURINIA PHARMACEUTICALS INC.: $5,858,590 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AURINIA PHARMACEUTICALS INC. disclosed $5,858,590 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AURINIA PHARMACEUTICALS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600620/000160062026000039/0001600620-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"327282a3e3b3c0126331e93f414f4119","headline":"Recursion Pharmaceuticals, Inc.: $9,607,508 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Recursion Pharmaceuticals, Inc. disclosed $9,607,508 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Recursion Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1601830/000160183026000065/0001601830-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"423ca22105f3999ddc9ca026127c280f","headline":"INVESTAR HOLDING CORPORATION: $1,484,431 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INVESTAR HOLDING CORPORATION disclosed $1,484,431 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INVESTAR HOLDING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1602658/000143774926011771/0001437749-26-011771-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"30c325fadb120c2e31c457ce0b3531db","headline":"Weatherford International plc: $13,022,298 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Weatherford International plc disclosed $13,022,298 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Weatherford International plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1603923/000119312526166847/0001193125-26-166847-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"98fcd6799efe3bb3d017f7562671b266","headline":"AquaBounty Technologies, Inc.: $398,267 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AquaBounty Technologies, Inc. disclosed $398,267 ($398K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AquaBounty Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1603978/000160397826000056/0001603978-26-000056-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"40af3d333c08f2fc87fecf19cd21014a","headline":"Qorvo, Inc.: $13,551,627 total compensation for the principal executive officer, fiscal year ended 2026-03-28","summary":"Qorvo, Inc. disclosed $13,551,627 ($13.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Qorvo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604778/000119312526285512/0001193125-26-285512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-28","captured_at":"2026-07-28 21:33:25"},{"signal_id":"3e0b7ed73e096189a1f97c941d92f03b","headline":"NATERA, INC.: $14,957,319 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NATERA, INC. disclosed $14,957,319 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NATERA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604821/000110465926047770/0001104659-26-047770-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"daa15bdbf528dcfdc7cee2f81ebaed14","headline":"GROWGENERATION CORP.: $658,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GROWGENERATION CORP. disclosed $658,000 ($658K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GROWGENERATION CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1604868/000160486826000007/0001604868-26-000007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"915bbb667cab4749f8f2a8cf6bb05260","headline":"CB FINANCIAL SERVICES, INC.: $753,865 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CB FINANCIAL SERVICES, INC. disclosed $753,865 ($754K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CB FINANCIAL SERVICES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1605301/000160530126000012/0001605301-26-000012-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"054887d2236bdc3ee03bc190988da78a","headline":"PATHFINDER BANCORP, INC.: $1,820,456 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PATHFINDER BANCORP, INC. disclosed $1,820,456 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PATHFINDER BANCORP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609065/000119312526169428/0001193125-26-169428-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"b9175a216a0caa485d801bc525b90bc2","headline":"GoDaddy Inc.: $23,017,010 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GoDaddy Inc. disclosed $23,017,010 ($23.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoDaddy Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609711/000160971126000030/0001609711-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"40623556d950d8f452b698e8802188e6","headline":"Orion S.A.: $3,488,971 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Orion S.A. disclosed $3,488,971 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Orion S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609804/000130817926000347/0001308179-26-000347-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"63122fbf5540ff69d6ffefc86e1361a9","headline":"SOLANA COMPANY: $2,125,594 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOLANA COMPANY disclosed $2,125,594 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLANA COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1610853/000110465926041970/0001104659-26-041970-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"b1b29d84a1565f2f428765ead468d7d3","headline":"Freshpet, Inc.: $12,513,498 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Freshpet, Inc. disclosed $12,513,498 ($12.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Freshpet, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1611647/000114036126017084/0001140361-26-017084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"7575baeebb759024c0d6393cf175e698","headline":"NextDecade Corporation: $12,843,261 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NextDecade Corporation disclosed $12,843,261 ($12.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextDecade Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1612720/000161272026000018/0001612720-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"6ff3b69d07773de86b366f00bb9bd215","headline":"DBV Technologies S.A.: $3,357,947 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DBV Technologies S.A. disclosed $3,357,947 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DBV Technologies S.A.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1613780/000119312526215657/0001193125-26-215657-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"5369653e8aee4d6f8d5bb8e05399d9db","headline":"INSPIRED ENTERTAINMENT, INC.: $3,751,889 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INSPIRED ENTERTAINMENT, INC. disclosed $3,751,889 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INSPIRED ENTERTAINMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615063/000149315226018334/0001493152-26-018334-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"cc72ad2f27472c89cd12f9de73b7b16a","headline":"VERITONE, INC.: $2,506,450 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VERITONE, INC. disclosed $2,506,450 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERITONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615165/000114036126022660/0001140361-26-022660-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"fc40b8a29d6f2e0f939502ca7276e702","headline":"Decoy Therapeutics Inc.: $900,266 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Decoy Therapeutics Inc. disclosed $900,266 ($900K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Decoy Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1615219/000119312526256541/0001193125-26-256541-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"2d4c3e90f9287ad8d09ede68e37e7d52","headline":"Senseonics Holdings, Inc.: $3,347,959 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Senseonics Holdings, Inc. disclosed $3,347,959 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Senseonics Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1616543/000110465926041541/0001104659-26-041541-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"dae61df1d973d94456b2073cb1175393","headline":"ZIPRECRUITER, INC.: $2,851,838 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ZIPRECRUITER, INC. disclosed $2,851,838 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZIPRECRUITER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1617553/000161755326000023/0001617553-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"947e135bad9337a420c410edaf5bb67e","headline":"RESTAURANT BRANDS INTERNATIONAL INC.: $15,159,780 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RESTAURANT BRANDS INTERNATIONAL INC. disclosed $15,159,780 ($15.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RESTAURANT BRANDS INTERNATIONAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1618756/000119312526171760/0001193125-26-171760-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"1417c6d14bedab88007eec16c6b19dd6","headline":"NexPoint Residential Trust, Inc.: $3,329,980 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NexPoint Residential Trust, Inc. disclosed $3,329,980 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NexPoint Residential Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620393/000143774926012026/0001437749-26-012026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"dcecf4f7c20b149c0f54515a875e86a8","headline":"LEONABIO, INC.: $1,423,814 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LEONABIO, INC. disclosed $1,423,814 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LEONABIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620463/000119312526216742/0001193125-26-216742-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"06e5ec114bdc81b5414d2c02e35c78d1","headline":"ARTELO BIOSCIENCES, INC.: $1,213,770 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARTELO BIOSCIENCES, INC. disclosed $1,213,770 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARTELO BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621221/000164033426001007/0001640334-26-001007-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"34e329f0bbfe7409d97fab0edd48f961","headline":"Black Stone Minerals, L.P.: $4,787,678 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Black Stone Minerals, L.P. disclosed $4,787,678 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Black Stone Minerals, L.P.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621434/000119312526197340/0001193125-26-197340-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"a2c0e67efd83b383c9f2858108385a16","headline":"AQUA METALS, INC.: $1,869,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AQUA METALS, INC. disclosed $1,869,000 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AQUA METALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1621832/000143774926023053/0001437749-26-023053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"4902fdc168db2aaa85a20ad2cdcbabfb","headline":"Cogent Biosciences, Inc.: $27,762,684 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cogent Biosciences, Inc. disclosed $27,762,684 ($27.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cogent Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1622229/000119312526173834/0001193125-26-173834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"fb2180943d367a7aed4d7bec285e2dd3","headline":"BUSINESS FIRST BANCSHARES, INC.: $2,582,764 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BUSINESS FIRST BANCSHARES, INC. disclosed $2,582,764 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUSINESS FIRST BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624322/000143774926011695/0001437749-26-011695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"277f5f0fabc1716ea7fe190f57114937","headline":"PAVMED INC.: $1,034,850 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PAVMED INC. disclosed $1,034,850 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAVMED INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624326/000149315226020705/0001493152-26-020705-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"7dbd86c8e3817225b4632231dd232387","headline":"CSW INDUSTRIALS, INC.: $7,273,615 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"CSW INDUSTRIALS, INC. disclosed $7,273,615 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CSW INDUSTRIALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1624794/000119312526306099/0001193125-26-306099-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"ff77643f4b0c3ecb97542a2a1ea94eeb","headline":"PJT PARTNERS INC.: $1,031,350 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PJT PARTNERS INC. disclosed $1,031,350 ($1.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PJT PARTNERS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626115/000162828026028424/0001628280-26-028424-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"e658e6c8965c3f761e788e66038026ef","headline":"Corvus Pharmaceuticals, Inc.: $7,031,566 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Corvus Pharmaceuticals, Inc. disclosed $7,031,566 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corvus Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1626971/000110465926048595/0001104659-26-048595-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"99fb5cc54164de92963a47af3f77239e","headline":"UPWORK INC.: $17,094,702 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UPWORK INC. disclosed $17,094,702 ($17.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UPWORK INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1627475/000162747526000026/0001627475-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"7d311b3be9ff7f87ae4a63db8ef43a3e","headline":"REVOLUTION MEDICINES, INC.: $14,672,390 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"REVOLUTION MEDICINES, INC. disclosed $14,672,390 ($14.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLUTION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628171/000119312526182453/0001193125-26-182453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"62615f99150a2dca535d11b1155218e0","headline":"EVOLENT HEALTH, INC.: $14,240,154 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EVOLENT HEALTH, INC. disclosed $14,240,154 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EVOLENT HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628908/000119312526177267/0001193125-26-177267-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"3819624c973691e2c1b7b26d159cfad8","headline":"Merchants Bancorp: $2,534,695 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Merchants Bancorp disclosed $2,534,695 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Merchants Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1629019/000110465926042047/0001104659-26-042047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"3dee7bd791948749630073d6a8c48ac4","headline":"AVALON GLOBOCARE CORP.: $14,167 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AVALON GLOBOCARE CORP. disclosed $14,167 ($14K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AVALON GLOBOCARE CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630212/000121390026045175/0001213900-26-045175-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"5700a5e4b408acc72c052b556d030fb1","headline":"Treace Medical Concepts, Inc.: $5,405,190 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Treace Medical Concepts, Inc. disclosed $5,405,190 ($5.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Treace Medical Concepts, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630627/000163062726000005/0001630627-26-000005-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"00e817c2cb81f93dc6c66f3380a99aeb","headline":"BABCOCK & WILCOX ENTERPRISES, INC.: $1,919,827 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BABCOCK & WILCOX ENTERPRISES, INC. disclosed $1,919,827 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BABCOCK & WILCOX ENTERPRISES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630805/000110465926042128/0001104659-26-042128-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"e6fbe043eac63f37f3e6754e57ef5b0f","headline":"CABLE ONE, INC.: $10,159,056 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CABLE ONE, INC. disclosed $10,159,056 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CABLE ONE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632127/000163212726000015/0001632127-26-000015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"1d19ff87c827de151e85ec8f95526f44","headline":"AMERICAN HEALTHCARE REIT, INC.: $6,685,948 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AMERICAN HEALTHCARE REIT, INC. disclosed $6,685,948 ($6.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AMERICAN HEALTHCARE REIT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1632970/000119312526149677/0001193125-26-149677-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"d6fb6713d95a5c363bf76653deffc938","headline":"RIMINI STREET, INC.: $3,761,717 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RIMINI STREET, INC. disclosed $3,761,717 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RIMINI STREET, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635282/000163528226000044/0001635282-26-000044-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"454a61d49fd96285ea634b19f172982e","headline":"Flutter Entertainment plc: $19,695,957 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Flutter Entertainment plc disclosed $19,695,957 ($19.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Flutter Entertainment plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635327/000163532726000037/0001635327-26-000037-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"dd21370241e799fcf25fb67c0ee20de0","headline":"HEALTH CATALYST, INC.: $3,991,159 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HEALTH CATALYST, INC. disclosed $3,991,159 ($4.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HEALTH CATALYST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636422/000163642226000075/0001636422-26-000075-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"0be7027a877154c240238dd13b6d9668","headline":"Ovid Therapeutics Inc.: $1,934,699 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ovid Therapeutics Inc. disclosed $1,934,699 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ovid Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1636651/000162828026027621/0001628280-26-027621-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"6ff461fe4d4e62d4b35f34e06a03304c","headline":"ACV AUCTIONS INC.: $7,887,018 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ACV AUCTIONS INC. disclosed $7,887,018 ($7.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACV AUCTIONS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1637873/000119312526158987/0001193125-26-158987-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"1f8d060386ab0dfc9dcd378f1ae29b5c","headline":"ENTERA BIO LTD.: $1,482,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ENTERA BIO LTD. disclosed $1,482,000 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ENTERA BIO LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638097/000117891326003077/0001178913-26-003077-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"69bdb47b23e9920c4fedb920ecee13a6","headline":"SERVICETITAN, INC.: $1,629,802 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"SERVICETITAN, INC. disclosed $1,629,802 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SERVICETITAN, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638826/000163882626000038/0001638826-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"06b84028754c10c57adcd7b11fe7cc0e","headline":"Surgery Partners, Inc.: $6,083,862 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Surgery Partners, Inc. disclosed $6,083,862 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Surgery Partners, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638833/000163883326000039/0001638833-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"342338bfd62c050af2943d3295764f98","headline":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.: $5,036,744 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC. disclosed $5,036,744 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OLLIE’S BARGAIN OUTLET HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639300/000114036126018292/0001140361-26-018292-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"51a43605dea151714dc9bff161177027","headline":"CAVA GROUP, INC.: $3,859,478 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"CAVA GROUP, INC. disclosed $3,859,478 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAVA GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1639438/000162828026027224/0001628280-26-027224-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:25"},{"signal_id":"1846d44d137936c86947b3da05e503e0","headline":"Voyager Therapeutics, Inc.: $2,508,370 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Voyager Therapeutics, Inc. disclosed $2,508,370 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Voyager Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640266/000110465926050297/0001104659-26-050297-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"3fff51a51f80606aae3da658c00ea103","headline":"LM FUNDING AMERICA, INC.: $1,709,838 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LM FUNDING AMERICA, INC. disclosed $1,709,838 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LM FUNDING AMERICA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640384/000119312526187628/0001193125-26-187628-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:25"},{"signal_id":"087bcdb7390f03de860cdb2cd2722927","headline":"EverQuote, Inc.: $9,209,231 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EverQuote, Inc. disclosed $9,209,231 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EverQuote, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1640428/000119312526173669/0001193125-26-173669-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"97a8faba73a55b4cb79281897c6efed8","headline":"SAMSARA INC.: $18,184,644 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"SAMSARA INC. disclosed $18,184,644 ($18.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SAMSARA INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1642896/000162828026039492/0001628280-26-039492-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"53f18ece2d3345368fc1338eb22f1cbf","headline":"MONOPAR THERAPEUTICS INC.: $10,637,821 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MONOPAR THERAPEUTICS INC. disclosed $10,637,821 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MONOPAR THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1645469/000143774926014183/0001437749-26-014183-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5c5569276036ebe7ea8b4ae947489752","headline":"Ondas Inc.: $426,066 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ondas Inc. disclosed $426,066 ($426K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ondas Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1646188/000121390026045735/0001213900-26-045735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"916a14f3dbd092c3e17ddbcadc62f838","headline":"WillScot Holdings Corporation: $7,310,991 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WillScot Holdings Corporation disclosed $7,310,991 ($7.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WillScot Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647088/000164708826000021/0001647088-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"d7345a65b997ed1e436f9672f4395735","headline":"Upstart Holdings, Inc.: $9,670,835 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Upstart Holdings, Inc. disclosed $9,670,835 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Upstart Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647639/000119312526158972/0001193125-26-158972-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"da1d619eeecd1e721639efd517d1d9e4","headline":"VAXCYTE, INC.: $14,458,937 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VAXCYTE, INC. disclosed $14,458,937 ($14.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VAXCYTE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649094/000119312526173672/0001193125-26-173672-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"2fae5635b59b09b17ace96ab5f94586c","headline":"Clipper Realty Inc.: $2,047,372 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Clipper Realty Inc. disclosed $2,047,372 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Clipper Realty Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649096/000143774926014021/0001437749-26-014021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"319d33074aff8dfc24f1517405e8b378","headline":"FB FINANCIAL CORPORATION: $3,766,403 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FB FINANCIAL CORPORATION disclosed $3,766,403 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FB FINANCIAL CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649749/000164974926000027/0001649749-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ec1d409f566f302ef927f3932fd65401","headline":"RHYTHM PHARMACEUTICALS, INC.: $17,544,525 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RHYTHM PHARMACEUTICALS, INC. disclosed $17,544,525 ($17.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RHYTHM PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1649904/000162828026028375/0001628280-26-028375-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"3a747de8417f5dc98a44347967eb2755","headline":"Four Corners Property Trust, Inc.: $5,701,486 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Four Corners Property Trust, Inc. disclosed $5,701,486 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Four Corners Property Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650132/000114036126015137/0001140361-26-015137-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"37a79a6c8c0c9aa24336b9fbc6451d89","headline":"TOAST, INC.: $10,682,013 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TOAST, INC. disclosed $10,682,013 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TOAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650164/000165016426000098/0001650164-26-000098-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"8e4fe0ba68361c6ae11bcf856ef1d088","headline":"4D MOLECULAR THERAPEUTICS, INC.: $2,051,343 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"4D MOLECULAR THERAPEUTICS, INC. disclosed $2,051,343 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"4D MOLECULAR THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650648/000114036126017427/0001140361-26-017427-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"e2eb7a32e494184f86547162eea0e3bb","headline":"Laird Superfood, Inc.: $840,667 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Laird Superfood, Inc. disclosed $840,667 ($841K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Laird Superfood, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1650696/000143774926018290/0001437749-26-018290-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"99c686b4fce3916fa3cafab4e118d85e","headline":"BEONE MEDICINES LTD.: $17,943,251 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BEONE MEDICINES LTD. disclosed $17,943,251 ($17.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEONE MEDICINES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651308/000110465926049655/0001104659-26-049655-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"526dc40ecb233dd486fe4e597926be2b","headline":"Alphabet Inc.: $10,906,079 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Alphabet Inc. disclosed $10,906,079 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alphabet Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652044/000130817926000342/0001308179-26-000342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"da51bbb66e3425713af469813f6cd7bf","headline":"INTELLIA THERAPEUTICS, INC.: $5,063,899 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTELLIA THERAPEUTICS, INC. disclosed $5,063,899 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTELLIA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1652130/000119312526197283/0001193125-26-197283-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"53349ec50da74ee9f35660ffa3df8d9c","headline":"ALECTOR, INC.: $1,995,018 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALECTOR, INC. disclosed $1,995,018 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALECTOR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653087/000119312526186928/0001193125-26-186928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"09b248775b40f42e5afdd136d1b75479","headline":"Priority Technology Holdings, Inc.: $8,004,152 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Priority Technology Holdings, Inc. disclosed $8,004,152 ($8.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Priority Technology Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653558/000165355826000090/0001653558-26-000090-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"71453438835e91f15f760354c6e22581","headline":"RED ROCK RESORTS, INC.: $13,349,153 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RED ROCK RESORTS, INC. disclosed $13,349,153 ($13.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RED ROCK RESORTS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653653/000119312526173964/0001193125-26-173964-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"beea8f6821a11ca7d83be6406a6384dc","headline":"BEYOND MEAT, INC.: $29,846,850 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BEYOND MEAT, INC. disclosed $29,846,850 ($29.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEYOND MEAT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655210/000119312526150400/0001193125-26-150400-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c3320830e598772d9a2d694ba1b9a957","headline":"ARVINAS, INC.: $6,534,127 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARVINAS, INC. disclosed $6,534,127 ($6.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARVINAS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1655759/000162828026028156/0001628280-26-028156-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"2ce6aa590552fdefa6f1eda7b1ca3d9a","headline":"Xometry, Inc.: $4,869,599 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Xometry, Inc. disclosed $4,869,599 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xometry, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1657573/000119312526191498/0001193125-26-191498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"8e9f0d0944d2fea05a3937bb0667668a","headline":"Crinetics Pharmaceuticals, Inc.: $11,628,959 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Crinetics Pharmaceuticals, Inc. disclosed $11,628,959 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Crinetics Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1658247/000165824726000030/0001658247-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c57b7fdd9fc739c0557dd242ea664a73","headline":"OKTA, INC.: $36,843,718 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"OKTA, INC. disclosed $36,843,718 ($36.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OKTA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1660134/000166013426000036/0001660134-26-000036-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1f45943b3872473c5d59128713e1ae49","headline":"NextCure, Inc.: $941,692 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NextCure, Inc. disclosed $941,692 ($942K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NextCure, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661059/000110465926048591/0001104659-26-048591-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"3a98f6ddb5fe8a427bb916e5f28a59ed","headline":"ORGANOGENESIS HOLDINGS INC.: $6,811,754 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ORGANOGENESIS HOLDINGS INC. disclosed $6,811,754 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORGANOGENESIS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1661181/000119312526197357/0001193125-26-197357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"7a25cafc901881ff3dc7c410c94df967","headline":"C4 THERAPEUTICS, INC.: $2,940,975 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"C4 THERAPEUTICS, INC. disclosed $2,940,975 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"C4 THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662579/000162828026028104/0001628280-26-028104-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1ba68e23039ca8432563d249b66b6cd0","headline":"KULR TECHNOLOGY GROUP, INC.: $5,502,979 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KULR TECHNOLOGY GROUP, INC. disclosed $5,502,979 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KULR TECHNOLOGY GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662684/000110465926061342/0001104659-26-061342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f6a44cf4336c895188c630daf6b16b1f","headline":"QUINCE THERAPEUTICS, INC.: $2,411,125 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"QUINCE THERAPEUTICS, INC. disclosed $2,411,125 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QUINCE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662774/000119312526182255/0001193125-26-182255-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"e9380c801cfae11937d38a3832ee7cc7","headline":"Bloom Energy Corporation: $3,502,747 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Bloom Energy Corporation disclosed $3,502,747 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bloom Energy Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664703/000162828026024237/0001628280-26-024237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"461e26e724d6cc924a8f46850b1c0e2d","headline":"Keros Therapeutics, Inc.: $2,540,204 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Keros Therapeutics, Inc. disclosed $2,540,204 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Keros Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1664710/000110465926046791/0001104659-26-046791-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1d0a445ceecbdd1861719eecd5a762b0","headline":"Claros Mortgage Trust, Inc.: $757,249 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Claros Mortgage Trust, Inc. disclosed $757,249 ($757K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Claros Mortgage Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1666291/000119312526170371/0001193125-26-170371-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"b8439185b960bdd4af95524d3ea297cc","headline":"UROGEN PHARMA LTD.: $4,310,624 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UROGEN PHARMA LTD. disclosed $4,310,624 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UROGEN PHARMA LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1668243/000143774926014237/0001437749-26-014237-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"301e72d5a40b9db771d404fe124ec87a","headline":"CAMPING WORLD HOLDINGS, INC.: $30,404,864 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CAMPING WORLD HOLDINGS, INC. disclosed $30,404,864 ($30.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CAMPING WORLD HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1669779/000110465926041491/0001104659-26-041491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1f5a4c64b76f88888d74d6e7fbe0f87f","headline":"Quoin Pharmaceuticals Ltd.: $1,507,345 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Quoin Pharmaceuticals Ltd. disclosed $1,507,345 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Quoin Pharmaceuticals Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671502/000110465926084078/0001104659-26-084078-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f560e283f8dba59d60c9258466b3d27c","headline":"ARS Pharmaceuticals, Inc.: $9,656,400 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARS Pharmaceuticals, Inc. disclosed $9,656,400 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARS Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671858/000119312526191433/0001193125-26-191433-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"55368d6ac20edffc604148a05ffcf56a","headline":"Immunocore Holdings plc: $10,885,268 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Immunocore Holdings plc disclosed $10,885,268 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Immunocore Holdings plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671927/000114036126015122/0001140361-26-015122-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"235f2ffea7b39d4479246d1ed47a3b65","headline":"TRADE DESK, INC.: $27,431,583 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TRADE DESK, INC. disclosed $27,431,583 ($27.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRADE DESK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1671933/000167193326000034/0001671933-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"e6ade056057a4e52be7e5510b2d079ff","headline":"Acushnet Holdings Corp.: $10,635,556 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Acushnet Holdings Corp. disclosed $10,635,556 ($10.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Acushnet Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672013/000167201326000106/0001672013-26-000106-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"4b875bbbe893b2b385a947a5d6b4645f","headline":"Canterbury Park Holding Corporation: $576,922 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Canterbury Park Holding Corporation disclosed $576,922 ($577K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Canterbury Park Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1672909/000143774926013251/0001437749-26-013251-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1b283948886c50c6a8b7b2dc72083aae","headline":"Yum China Holdings, Inc.: $19,591,868 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Yum China Holdings, Inc. disclosed $19,591,868 ($19.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Yum China Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673358/000119312526157856/0001193125-26-157856-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"45b508bddae492d1c827b4930432be04","headline":"AdvanSix Inc.: $5,647,438 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AdvanSix Inc. disclosed $5,647,438 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AdvanSix Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1673985/000167398526000022/0001673985-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"be036ae23a187c9d40dff63a68b91a39","headline":"Vertiv Holdings Co: $18,311,719 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Vertiv Holdings Co disclosed $18,311,719 ($18.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vertiv Holdings Co","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674101/000119312526174898/0001193125-26-174898-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"9e1b1bad38c8b48e99cb59c28124596f","headline":"CRISPR THERAPEUTICS AG: $7,678,477 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CRISPR THERAPEUTICS AG disclosed $7,678,477 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRISPR THERAPEUTICS AG","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674416/000119312526165158/0001193125-26-165158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"99cadaad9b96e8fd5bd9918bc2f00350","headline":"FVCBankcorp, Inc.: $1,752,246 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FVCBankcorp, Inc. disclosed $1,752,246 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FVCBankcorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1675644/000167564426000039/0001675644-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c399995102a042f7e591917a56013912","headline":"BRAZE, INC.: $14,230,598 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"BRAZE, INC. disclosed $14,230,598 ($14.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BRAZE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676238/000114036126021908/0001140361-26-021908-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"be4f611e3f4244dbda728bdbfcd0422d","headline":"IDEAYA BIOSCIENCES, INC.: $9,512,640 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"IDEAYA BIOSCIENCES, INC. disclosed $9,512,640 ($9.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IDEAYA BIOSCIENCES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1676725/000119312526191501/0001193125-26-191501-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"2b03face3db3ec008d6d21752c1eb969","headline":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.: $4,722,417 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INNOVATIVE INDUSTRIAL PROPERTIES, INC. disclosed $4,722,417 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INNOVATIVE INDUSTRIAL PROPERTIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677576/000162828026026588/0001628280-26-026588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f456add3d5515b507b270bf583cda12e","headline":"Conduent Incorporated: $6,851,997 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Conduent Incorporated disclosed $6,851,997 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Conduent Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1677703/000167770326000049/0001677703-26-000049-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"7b722f908c7e53080ba99c48c333812d","headline":"PRELUDE THERAPEUTICS INCORPORATED: $1,348,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PRELUDE THERAPEUTICS INCORPORATED disclosed $1,348,000 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRELUDE THERAPEUTICS INCORPORATED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1678660/000119312526191532/0001193125-26-191532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"22e3baf56661d0a0b298c7826a9f2fbb","headline":"INTERNATIONAL SEAWAYS, INC.: $4,505,569 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTERNATIONAL SEAWAYS, INC. disclosed $4,505,569 ($4.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERNATIONAL SEAWAYS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679049/000114036126017661/0001140361-26-017661-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ddc4c5b895affe4981dcba87f944aec1","headline":"COINBASE GLOBAL, INC.: $9,713,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COINBASE GLOBAL, INC. disclosed $9,713,000 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COINBASE GLOBAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1679788/000167978826000045/0001679788-26-000045-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"d9f93ce32733fc2060707fa15521139f","headline":"Shattuck Labs, Inc.: $1,532,763 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Shattuck Labs, Inc. disclosed $1,532,763 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Shattuck Labs, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1680367/000119312526146293/0001193125-26-146293-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"92211bd423547b75a4a801bbc3d836f7","headline":"HF FOODS GROUP INC: $3,052,656 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HF FOODS GROUP INC disclosed $3,052,656 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HF FOODS GROUP INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1680873/000168087326000021/0001680873-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c3010e94e4057ceed065cc3a24b86d0e","headline":"VERRA MOBILITY CORPORATION: $5,970,004 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"VERRA MOBILITY CORPORATION disclosed $5,970,004 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"VERRA MOBILITY CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1682745/000119312526143753/0001193125-26-143753-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"572995afacbf44a96cf6f46e3c32cc57","headline":"Spruce Biosciences, Inc.: $2,910,573 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Spruce Biosciences, Inc. disclosed $2,910,573 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Spruce Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1683553/000119312526149821/0001193125-26-149821-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"d281c2e13c810003ba232a18ab8a0cd2","headline":"Cars.com Inc.: $7,427,054 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cars.com Inc. disclosed $7,427,054 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cars.com Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1683606/000114036126015383/0001140361-26-015383-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5dc80efb510900009ce68d6e72fc92c7","headline":"ZOMEDICA CORP.: $762,883 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ZOMEDICA CORP. disclosed $762,883 ($763K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZOMEDICA CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1684144/000165495426003502/0001654954-26-003502-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"3aed60c6fb9dd7c06ee770c729850b60","headline":"Brighthouse Financial, Inc.: $10,461,127 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Brighthouse Financial, Inc. disclosed $10,461,127 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Brighthouse Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1685040/000119312526154952/0001193125-26-154952-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"0f8c9c7c97dc613224bcf0b1de1cfe7e","headline":"Ramaco Resources, Inc.: $9,206,767 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ramaco Resources, Inc. disclosed $9,206,767 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ramaco Resources, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1687187/000121390026047772/0001213900-26-047772-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"a9d27d434c8192770fdd8dfc77c6379c","headline":"PRAXIS PRECISION MEDICINES, INC.: $8,708,648 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PRAXIS PRECISION MEDICINES, INC. disclosed $8,708,648 ($8.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PRAXIS PRECISION MEDICINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1689548/000168954826000039/0001689548-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"a7a1ae9fddb11bd61006b7def9f304ac","headline":"SEACOR Marine Holdings Inc.: $2,724,322 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SEACOR Marine Holdings Inc. disclosed $2,724,322 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SEACOR Marine Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690334/000119312526159284/0001193125-26-159284-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"398e1b869ad75e7ef0a9b43aa2aa4f2e","headline":"Velocity Financial, Inc.: $6,564,245 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Velocity Financial, Inc. disclosed $6,564,245 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Velocity Financial, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692376/000119312526150488/0001193125-26-150488-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"9c2fa7161c98cbb6298d8618f20095a3","headline":"CO-DIAGNOSTICS, INC.: $528,750 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CO-DIAGNOSTICS, INC. disclosed $528,750 ($529K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CO-DIAGNOSTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692415/000149315226034021/0001493152-26-034021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"736ed6e397f5f8a68435756842f15204","headline":"KINETIK HOLDINGS INC.: $6,156,243 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KINETIK HOLDINGS INC. disclosed $6,156,243 ($6.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINETIK HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1692787/000169278726000086/0001692787-26-000086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"70057725bf66b8c6b82d09106f098d16","headline":"MAINSTREET BANCSHARES, INC.: $1,267,127 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MAINSTREET BANCSHARES, INC. disclosed $1,267,127 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MAINSTREET BANCSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1693577/000143774926012635/0001437749-26-012635-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"7a41c2eb420d0edbf0a35d0d7bc7b9ec","headline":"INGERSOLL RAND INC.: $16,197,391 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INGERSOLL RAND INC. disclosed $16,197,391 ($16.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INGERSOLL RAND INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699150/000114036126016726/0001140361-26-016726-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c7c7340f0d868106d369f736311ec040","headline":"PMV PHARMACEUTICALS, INC.: $1,665,191 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PMV PHARMACEUTICALS, INC. disclosed $1,665,191 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PMV PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1699382/000114036126016038/0001140361-26-016038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"0d8dda8ef70e21a3d6127848af462cf7","headline":"BLACK DIAMOND THERAPEUTICS, INC.: $2,234,919 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BLACK DIAMOND THERAPEUTICS, INC. disclosed $2,234,919 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACK DIAMOND THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701541/000110465926051474/0001104659-26-051474-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"78c0af6e86e3a4071150426a0232f535","headline":"THE LOVESAC COMPANY: $4,955,340 total compensation for the principal executive officer, fiscal year ended 2026-02-01","summary":"THE LOVESAC COMPANY disclosed $4,955,340 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE LOVESAC COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1701758/000130817926000324/0001308179-26-000324-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-01","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5558546cd58fb13b32f41b3379ac2c92","headline":"ADT INC.: $14,881,421 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ADT INC. disclosed $14,881,421 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703056/000170305626000032/0001703056-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"dcbb24e1bc067947b98f33b24672a299","headline":"AbCellera Biologics Inc.: $6,293,085 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AbCellera Biologics Inc. disclosed $6,293,085 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AbCellera Biologics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703057/000170305726000020/0001703057-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"54398ca6b1e2fe4783f7307f94d9bcb0","headline":"Granite Point Mortgage Trust Inc.: $3,757,041 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Granite Point Mortgage Trust Inc. disclosed $3,757,041 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Granite Point Mortgage Trust Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1703644/000110465926045496/0001104659-26-045496-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"dc361a863119fc59dec13410f6ce972c","headline":"ZAI LAB LIMITED: $10,677,221 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ZAI LAB LIMITED disclosed $10,677,221 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ZAI LAB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1704292/000170429226000030/0001704292-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5db24d517f70173e243460df12fdfb8b","headline":"SOLID BIOSCIENCES INC.: $5,223,442 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOLID BIOSCIENCES INC. disclosed $5,223,442 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOLID BIOSCIENCES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1707502/000119312526173642/0001193125-26-173642-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1954bf64436fd3a7f0a4e0a77edd2889","headline":"Elutia Inc.: $1,344,284 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Elutia Inc. disclosed $1,344,284 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Elutia Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1708527/000110465926046897/0001104659-26-046897-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1c24c4fff0fc4a552e345a8bd469903b","headline":"EDGEWISE THERAPEUTICS, INC.: $7,359,546 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EDGEWISE THERAPEUTICS, INC. disclosed $7,359,546 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EDGEWISE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710072/000110465926047688/0001104659-26-047688-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"9a1854962ad1c914237597efb66b53a6","headline":"ETON PHARMACEUTICALS, INC.: $2,914,489 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ETON PHARMACEUTICALS, INC. disclosed $2,914,489 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ETON PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1710340/000143774926013313/0001437749-26-013313-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"3bf653065eb001fc34f2e4b25635d8dc","headline":"Liberty Latin America Ltd.: $16,885,852 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Liberty Latin America Ltd. disclosed $16,885,852 ($16.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Liberty Latin America Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712184/000171218426000065/0001712184-26-000065-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"b57e2d1d410e830b66cd1ddabb61e961","headline":"Target Hospitality Corp.: $7,239,484 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Target Hospitality Corp. disclosed $7,239,484 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Target Hospitality Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712189/000110465926040125/0001104659-26-040125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"3bcd15790d86b154b738d931e553cb2c","headline":"Ranpak Holdings Corp.: $1,935,935 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ranpak Holdings Corp. disclosed $1,935,935 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ranpak Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1712463/000114036126014014/0001140361-26-014014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"eb32cb019875cda5c513cd03aebb0706","headline":"Reddit, Inc.: $3,101,009 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Reddit, Inc. disclosed $3,101,009 ($3.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Reddit, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1713445/000171344526000060/0001713445-26-000060-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"be8c36829c1f00831dba5d647e4d4ddf","headline":"Denali Therapeutics Inc.: $4,751,515 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Denali Therapeutics Inc. disclosed $4,751,515 ($4.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Denali Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1714899/000171489926000054/0001714899-26-000054-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"bdcc58bcea3f628609e2f799451958f1","headline":"TEMPUS AI, INC.: $41,495,833 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TEMPUS AI, INC. disclosed $41,495,833 ($41.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TEMPUS AI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1717115/000119312526145528/0001193125-26-145528-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f3593e50f804955bc9a66b5fe92cb338","headline":"Gates Industrial Corporation plc: $9,911,358 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Gates Industrial Corporation plc disclosed $9,911,358 ($9.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gates Industrial Corporation plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1718512/000162828026026015/0001628280-26-026015-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ab2f3942e77987b3c4bc50fb9b917aa5","headline":"MEREO BIOPHARMA GROUP PLC: $2,732,540 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MEREO BIOPHARMA GROUP PLC disclosed $2,732,540 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MEREO BIOPHARMA GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1719714/000119312526148832/0001193125-26-148832-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"8f497d270c2d43ca7c15ed188190701c","headline":"Red Violet, Inc.: $2,118,235 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Red Violet, Inc. disclosed $2,118,235 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Red Violet, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720116/000119312526167043/0001193125-26-167043-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"122f7d7f0756d5401e0aa9ee61404c3d","headline":"Adicet Bio, Inc.: $1,465,747 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Adicet Bio, Inc. disclosed $1,465,747 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Adicet Bio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720580/000172058026000027/0001720580-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"03d1d98f44f07a59dfae3c4bc2b9f044","headline":"REPAY HOLDINGS CORPORATION: $8,143,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"REPAY HOLDINGS CORPORATION disclosed $8,143,500 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REPAY HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1720592/000119312526215760/0001193125-26-215760-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"8fbd8bf93e9cc1f9e76e7d73a317c362","headline":"COLUMBIA FINANCIAL, INC.: $4,370,846 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COLUMBIA FINANCIAL, INC. disclosed $4,370,846 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COLUMBIA FINANCIAL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NJ","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1723596/000119312526197874/0001193125-26-197874-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"927959d5b7e5e72ca80b702a714d35c6","headline":"Arcus Biosciences, Inc.: $9,656,813 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Arcus Biosciences, Inc. disclosed $9,656,813 ($9.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Arcus Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1724521/000172452126000025/0001724521-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"329ed29402c997d7f84412f063fd5604","headline":"EPSILON ENERGY LTD.: $1,381,758 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EPSILON ENERGY LTD. disclosed $1,381,758 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EPSILON ENERGY LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1726126/000110465926044767/0001104659-26-044767-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c52f6a993918b44d771cc0c35ba0089e","headline":"Seer, Inc.: $1,205,710 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Seer, Inc. disclosed $1,205,710 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seer, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1726445/000119312526255770/0001193125-26-255770-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"a0f8ccdc956c872fca8eae6a950211b8","headline":"Gossamer Bio, Inc.: $2,300,455 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Gossamer Bio, Inc. disclosed $2,300,455 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Gossamer Bio, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1728117/000172811726000052/0001728117-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"698ac2fd763dca41a25d57ff9bd53f25","headline":"Viemed Healthcare, Inc.: $2,626,271 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Viemed Healthcare, Inc. disclosed $2,626,271 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Viemed Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1729149/000172914926000022/0001729149-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"bedb7950489a82ebabb19d206209c6f8","headline":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC: $10,782,661 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC disclosed $10,782,661 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KINIKSA PHARMACEUTICALS INTERNATIONAL, PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730430/000110465926044410/0001104659-26-044410-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"bd8c8c55ffd5f976c215d100ad8a333b","headline":"BAYCOM CORP: $1,803,041 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BAYCOM CORP disclosed $1,803,041 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BAYCOM CORP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1730984/000173098426000039/0001730984-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"871aa7046bbed59fc8fc0c077f888bca","headline":"GARRETT MOTION INC.: $9,438,607 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GARRETT MOTION INC. disclosed $9,438,607 ($9.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GARRETT MOTION INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1735707/000114036126014250/0001140361-26-014250-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"52b4a664b4e6b5c907de9140cdb7a865","headline":"ASTERA LABS, INC.: $2,223,475 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ASTERA LABS, INC. disclosed $2,223,475 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ASTERA LABS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736297/000114036126016359/0001140361-26-016359-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ba14bcd021e6a6092c2b2f9b7ed89169","headline":"ARLO TECHNOLOGIES, INC.: $7,358,402 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARLO TECHNOLOGIES, INC. disclosed $7,358,402 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARLO TECHNOLOGIES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1736946/000114036126016680/0001140361-26-016680-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5ad09ed630c7f266abe3dca5b73eca5a","headline":"ALLOGENE THERAPEUTICS, INC.: $6,136,093 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ALLOGENE THERAPEUTICS, INC. disclosed $6,136,093 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ALLOGENE THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737287/000162828026028948/0001628280-26-028948-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"b5251882ec5db85c760bc04df9c24808","headline":"Seadrill Limited: $5,851,948 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Seadrill Limited disclosed $5,851,948 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seadrill Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737706/000114036126015486/0001140361-26-015486-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"7c8b67b028404a1115dad030b4f3edd9","headline":"REPLIMUNE GROUP, INC.: $5,845,982 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"REPLIMUNE GROUP, INC. disclosed $5,845,982 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REPLIMUNE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737953/000110465926083158/0001104659-26-083158-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"279ce5c9ad81344659720dbc346c6e30","headline":"Elanco Animal Health Inc: $14,925,756 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Elanco Animal Health Inc disclosed $14,925,756 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Elanco Animal Health Inc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1739104/000173910426000016/0001739104-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"473cd0c8af0133edbe310e7d49640ff8","headline":"Resideo Technologies, Inc.: $2,714,465 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Resideo Technologies, Inc. disclosed $2,714,465 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Resideo Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1740332/000114036126016160/0001140361-26-016160-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f69cd69bb7da4ea7cc1df991ffa69f26","headline":"Corsair Gaming, Inc.: $1,173,249 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Corsair Gaming, Inc. disclosed $1,173,249 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Corsair Gaming, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743759/000119312526197141/0001193125-26-197141-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c9481fa30a7634c3fe9e4541fa268732","headline":"BridgeBio Pharma, Inc.: $14,944,585 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BridgeBio Pharma, Inc. disclosed $14,944,585 ($14.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BridgeBio Pharma, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1743881/000114036126016723/0001140361-26-016723-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"66aae105ed5d22a4a4b3f216ccdd8cd2","headline":"PennyMac Financial Services, Inc.: $12,660,536 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PennyMac Financial Services, Inc. disclosed $12,660,536 ($12.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PennyMac Financial Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745916/000119312526164086/0001193125-26-164086-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"10f48a26383f8388b843d9997e191dc4","headline":"BEAM THERAPEUTICS INC.: $5,818,525 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BEAM THERAPEUTICS INC. disclosed $5,818,525 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BEAM THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1745999/000119312526161512/0001193125-26-161512-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"eed19902d03220db0b946a22765c5385","headline":"BANK FIRST CORPORATION: $1,800,787 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BANK FIRST CORPORATION disclosed $1,800,787 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BANK FIRST CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746109/000110465926048526/0001104659-26-048526-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"2cfa062fbef3c336c223c563ff069c12","headline":"EQUILLIUM, INC.: $4,255,248 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EQUILLIUM, INC. disclosed $4,255,248 ($4.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EQUILLIUM, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746466/000119312526156092/0001193125-26-156092-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"54e49c4b78c29de3fd7e78ebc10bc1f5","headline":"Pliant Therapeutics, Inc.: $5,463,701 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Pliant Therapeutics, Inc. disclosed $5,463,701 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pliant Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746473/000174647326000076/0001746473-26-000076-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"717622f6348046d1f76d71be9692a469","headline":"REVOLVE GROUP, INC.: $484,573 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"REVOLVE GROUP, INC. disclosed $484,573 ($485K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REVOLVE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1746618/000119312526177284/0001193125-26-177284-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"d3792e690c144a38d7b24af89f593b35","headline":"MetroCity Bankshares, Inc.: $2,563,611 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MetroCity Bankshares, Inc. disclosed $2,563,611 ($2.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MetroCity Bankshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1747068/000110465926045475/0001104659-26-045475-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f20b1433f7e5b3fd1075290357f17dc7","headline":"ACADIAN ASSET MANAGEMENT INC.: $10,504,228 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ACADIAN ASSET MANAGEMENT INC. disclosed $10,504,228 ($10.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ACADIAN ASSET MANAGEMENT INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1748824/000162828026028368/0001628280-26-028368-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ea07987a725cc5b7521ba58206f00082","headline":"Olema Pharmaceuticals, Inc.: $3,178,990 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Olema Pharmaceuticals, Inc. disclosed $3,178,990 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Olema Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750284/000119312526191956/0001193125-26-191956-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"223bc61437dbde0fb93935632b50e908","headline":"Meridian Corp: $1,677,997 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Meridian Corp disclosed $1,677,997 ($1.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Meridian Corp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750735/000175073526000027/0001750735-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"86c83a1ab3330ec64a3ab4524b503320","headline":"AppLovin Corporation: $12,969,001 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AppLovin Corporation disclosed $12,969,001 ($13.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AppLovin Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1751008/000175100826000028/0001751008-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c60c85bf286cc99c9449e8ed75d84c9a","headline":"BLACKSKY TECHNOLOGY INC.: $7,764,307 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BLACKSKY TECHNOLOGY INC. disclosed $7,764,307 ($7.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACKSKY TECHNOLOGY INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1753539/000175353926000108/0001753539-26-000108-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"22cc355ef1d295ba9a15de4e5f6289f9","headline":"AerSale Corporation: $7,062,230 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"AerSale Corporation disclosed $7,062,230 ($7.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"AerSale Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754170/000110465926050451/0001104659-26-050451-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"86d5dac3cb2789a1d26fa565b67230e8","headline":"TRULIEVE CANNABIS CORP.: $7,588,408 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TRULIEVE CANNABIS CORP. disclosed $7,588,408 ($7.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRULIEVE CANNABIS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1754195/000175419526000025/0001754195-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"53207751abfbb508b9f6e6637063ab55","headline":"TRANSMEDICS GROUP, INC.: $10,915,533 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TRANSMEDICS GROUP, INC. disclosed $10,915,533 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRANSMEDICS GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1756262/000119312526150357/0001193125-26-150357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"47eba94fe1b6d3f492dc2ca90c6d83ee","headline":"Ardent Health, Inc.: $6,090,004 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ardent Health, Inc. disclosed $6,090,004 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ardent Health, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1756655/000162828026024244/0001628280-26-024244-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"123d34270bb3acc15a9c16e6f8b48439","headline":"QUANTUM COMPUTING INC.: $508,205 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"QUANTUM COMPUTING INC. disclosed $508,205 ($508K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"QUANTUM COMPUTING INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1758009/000121390026050296/0001213900-26-050296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"d7d5d957af9dc1168c167d6d97b88467","headline":"CABALETTA BIO, INC.: $1,940,573 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CABALETTA BIO, INC. disclosed $1,940,573 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CABALETTA BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759138/000119312526183557/0001193125-26-183557-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"70bb0c0e4ca06ed473b98c979471a7e5","headline":"Mirum Pharmaceuticals, Inc.: $10,441,224 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Mirum Pharmaceuticals, Inc. disclosed $10,441,224 ($10.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mirum Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759425/000175942526000027/0001759425-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"0a07f33f20c142b60414b953053bbf53","headline":"Hyliion Holdings Corp.: $2,991,096 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Hyliion Holdings Corp. disclosed $2,991,096 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hyliion Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759631/000162828026024125/0001628280-26-024125-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"41309606972f9a173b14c7f0e048f816","headline":"Alta Equipment Group Inc.: $3,794,312 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Alta Equipment Group Inc. disclosed $3,794,312 ($3.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alta Equipment Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759824/000119312526157108/0001193125-26-157108-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"8a121d86814d3cc8b064eebe41dbe011","headline":"Palomar Holdings, Inc.: $8,961,148 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Palomar Holdings, Inc. disclosed $8,961,148 ($9.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Palomar Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1761312/000207187626000105/0002071876-26-000105-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"808be61e0e9aa33ad2b6a82a5954c228","headline":"Bicycle Therapeutics plc: $6,341,473 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Bicycle Therapeutics plc disclosed $6,341,473 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Bicycle Therapeutics plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1761612/000110465926046806/0001104659-26-046806-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"108a6cf125318e065e86b4978a42fe36","headline":"CHEWY, INC.: $25,721,751 total compensation for the principal executive officer, fiscal year ended 2026-02-01","summary":"CHEWY, INC. disclosed $25,721,751 ($25.7M) in total compensation for its principal executive officer for the fiscal year ended 2026-02-01, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CHEWY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1766502/000114036126022529/0001140361-26-022529-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-02-01","captured_at":"2026-07-28 21:33:26"},{"signal_id":"753610ce2122c13e5147465811dcf4dd","headline":"XPEL, INC.: $2,691,721 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"XPEL, INC. disclosed $2,691,721 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XPEL, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1767258/000176725826000020/0001767258-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"69fa7b25e6abba4716af214c1f7642dc","headline":"Pioneer Bancorp, Inc./MD: $1,087,204 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Pioneer Bancorp, Inc./MD disclosed $1,087,204 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pioneer Bancorp, Inc./MD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1769663/000110465926040117/0001104659-26-040117-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"0482d56db7798813312515924fc7a4d1","headline":"XEROX HOLDINGS CORPORATION: $12,581,826 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"XEROX HOLDINGS CORPORATION disclosed $12,581,826 ($12.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XEROX HOLDINGS CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770450/000177045026000020/0001770450-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5269b1b270e1f826aa837d3b58a1939b","headline":"10x Genomics, Inc.: $6,329,244 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"10x Genomics, Inc. disclosed $6,329,244 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"10x Genomics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1770787/000162828026027201/0001628280-26-027201-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"a3b6a32bb8219eb979576ed4a82e1e60","headline":"ADC Therapeutics SA: $2,453,150 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ADC Therapeutics SA disclosed $2,453,150 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ADC Therapeutics SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1771910/000114036126015491/0001140361-26-015491-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"d48f9263e8e664720d83657b43d89d85","headline":"HIMS & HERS HEALTH, INC.: $22,958,907 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HIMS & HERS HEALTH, INC. disclosed $22,958,907 ($23.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIMS & HERS HEALTH, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1773751/000177375126000060/0001773751-26-000060-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"2e29ae668de50bdc7a0b7622f2f384b3","headline":"CURIOSITYSTREAM INC.: $12,603,888 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CURIOSITYSTREAM INC. disclosed $12,603,888 ($12.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CURIOSITYSTREAM INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1776909/000162828026024605/0001628280-26-024605-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"e853399c75bc1e9caad066ae59865974","headline":"ChargePoint Holdings, Inc.: $4,106,013 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"ChargePoint Holdings, Inc. disclosed $4,106,013 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ChargePoint Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777393/000177739326000022/0001777393-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f244bcde9fc1258c09a2fcb3eca1a0d3","headline":"PERELLA WEINBERG PARTNERS: $5,147,053 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PERELLA WEINBERG PARTNERS disclosed $5,147,053 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PERELLA WEINBERG PARTNERS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1777835/000177783526000029/0001777835-26-000029-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"b4fb930a1d08bf0063ea33ef0a2536b5","headline":"WM Technology, Inc.: $1,437,169 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WM Technology, Inc. disclosed $1,437,169 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WM Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1779474/000114036126017432/0001140361-26-017432-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"a92226cf76eb56bba1ea6d0a44c350d1","headline":"MOMENTUS INC.: $1,123,127 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MOMENTUS INC. disclosed $1,123,127 ($1.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MOMENTUS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781162/000114036126014277/0001140361-26-014277-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"af6bab397fa0b5bf99b303fd560d7efa","headline":"Otis Worldwide Corporation: $16,977,877 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Otis Worldwide Corporation disclosed $16,977,877 ($17.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Otis Worldwide Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781335/000114036126015389/0001140361-26-015389-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5e9158df34248bb4d7bd28a190b0abcc","headline":"THE BALDWIN INSURANCE GROUP, INC.: $5,253,032 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"THE BALDWIN INSURANCE GROUP, INC. disclosed $5,253,032 ($5.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"THE BALDWIN INSURANCE GROUP, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781755/000178175526000027/0001781755-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ce66e690614dabcc8ff508c60f658512","headline":"UWM Holdings Corporation: $9,961,301 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"UWM Holdings Corporation disclosed $9,961,301 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"UWM Holdings Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783398/000119312526176695/0001193125-26-176695-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"63b153ef276bd19972f33b2a9fba5f7e","headline":"Robinhood Markets, Inc.: $3,004,978 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Robinhood Markets, Inc. disclosed $3,004,978 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Robinhood Markets, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1783879/000178387926000053/0001783879-26-000053-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"7548b894389988a396a0c82777334a83","headline":"MediaCo Holding Inc.: $1,193,846 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MediaCo Holding Inc. disclosed $1,193,846 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MediaCo Holding Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784254/000114036126026565/0001140361-26-026565-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"72737145f913232035525c0d5c523577","headline":"Porch Group, Inc.: $14,545,617 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Porch Group, Inc. disclosed $14,545,617 ($14.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Porch Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1784535/000178453526000021/0001784535-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"31ee9bae7c92308de1009149021615a6","headline":"INTERACTIVE STRENGTH INC.: $415,625 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"INTERACTIVE STRENGTH INC. disclosed $415,625 ($416K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"INTERACTIVE STRENGTH INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1785056/000119312526177084/0001193125-26-177084-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"226263499307531a6162a979b966992b","headline":"TRINITY CAPITAL INC.: $3,498,220 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TRINITY CAPITAL INC. disclosed $3,498,220 ($3.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TRINITY CAPITAL INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786108/000114036126017966/0001140361-26-017966-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"197658353d8e2ae25fc5178cf5a4d17c","headline":"Vontier Corporation: $9,634,679 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Vontier Corporation disclosed $9,634,679 ($9.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vontier Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786842/000162828026024579/0001628280-26-024579-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"e97201a5477e23e045b3b9a43bc3937e","headline":"PASSAGE BIO, INC.: $1,486,763 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PASSAGE BIO, INC. disclosed $1,486,763 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PASSAGE BIO, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787297/000110465926040130/0001104659-26-040130-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"f254660fb865006da7b04472c7e5a8f9","headline":"ARCUTIS BIOTHERAPEUTICS, INC.: $7,223,065 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARCUTIS BIOTHERAPEUTICS, INC. disclosed $7,223,065 ($7.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARCUTIS BIOTHERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787306/000178730626000028/0001787306-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"66a4f18fed178355f1d25bb8c6dfbbf7","headline":"NKARTA, INC.: $2,978,038 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NKARTA, INC. disclosed $2,978,038 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NKARTA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787400/000114036126016403/0001140361-26-016403-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"5057f7b549e55666078e4ee8cdf7986d","headline":"JASPER THERAPEUTICS, INC.: $2,494,099 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"JASPER THERAPEUTICS, INC. disclosed $2,494,099 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JASPER THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1788028/000121390026068765/0001213900-26-068765-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"d63d45708a64cee1b8f915bf96db4821","headline":"ROOT, INC.: $8,163,348 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ROOT, INC. disclosed $8,163,348 ($8.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROOT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1788882/000178888226000033/0001788882-26-000033-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"0c7c2cea2107fbad89d9447d103b346e","headline":"Aeva Technologies, Inc.: $8,792,350 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Aeva Technologies, Inc. disclosed $8,792,350 ($8.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aeva Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789029/000114036126017859/0001140361-26-017859-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"7114b47f875b9d7107f415c877ba8bef","headline":"First Watch Restaurant Group, Inc.: $11,523,150 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"First Watch Restaurant Group, Inc. disclosed $11,523,150 ($11.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"First Watch Restaurant Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789940/000178994026000048/0001789940-26-000048-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:26"},{"signal_id":"e4528e86ef15ba9e784d191465f36773","headline":"CULLINAN THERAPEUTICS, INC.: $5,100,006 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CULLINAN THERAPEUTICS, INC. disclosed $5,100,006 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CULLINAN THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1789972/000119312526183465/0001193125-26-183465-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"99632d4c55e4dea682b9e0e061051a34","headline":"DoorDash, Inc.: $431,864 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DoorDash, Inc. disclosed $431,864 ($432K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DoorDash, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1792789/000179278926000018/0001792789-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"6552e040101de3cc72c5eda96d05a079","headline":"Rush Street Interactive, Inc.: $6,946,803 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Rush Street Interactive, Inc. disclosed $6,946,803 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rush Street Interactive, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1793659/000179365926000016/0001793659-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"30181c4975d08115e221c91440a15c98","headline":"GREEN THUMB INDUSTRIES INC.: $2,747,714 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GREEN THUMB INDUSTRIES INC. disclosed $2,747,714 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GREEN THUMB INDUSTRIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795139/000119312526178679/0001193125-26-178679-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"cd61a287e3b11f21e2a1b8a1d41b2bf1","headline":"SPHERE ENTERTAINMENT CO.: $14,284,275 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SPHERE ENTERTAINMENT CO. disclosed $14,284,275 ($14.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SPHERE ENTERTAINMENT CO.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1795250/000162828026027969/0001628280-26-027969-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"4b2fafac7d7f293956451159a61cbfaa","headline":"ORIC Pharmaceuticals, Inc.: $5,567,164 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ORIC Pharmaceuticals, Inc. disclosed $5,567,164 ($5.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ORIC Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1796280/000119312526186911/0001193125-26-186911-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"38cf51eefadfeb00d6d3fa8554bcc8ed","headline":"The Oncology Institute, Inc.: $1,934,930 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"The Oncology Institute, Inc. disclosed $1,934,930 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"The Oncology Institute, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1799191/000119312526197350/0001193125-26-197350-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"0253e06dbdc22d4de02f23363e227698","headline":"IAC Inc.: $17,601,042 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"IAC Inc. disclosed $17,601,042 ($17.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"IAC Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800227/000119312526251426/0001193125-26-251426-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"19637144586678a3480c34fbe5ecd2f8","headline":"Damora Therapeutics, Inc.: $1,299,792 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Damora Therapeutics, Inc. disclosed $1,299,792 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Damora Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800315/000119312526191429/0001193125-26-191429-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"1babb701c9730d7e7b54b057db7a5b58","headline":"JFROG LTD.: $16,808,937 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"JFROG LTD. disclosed $16,808,937 ($16.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JFROG LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1800667/000119312526145562/0001193125-26-145562-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"7dae65ec566457b7a65634128568530e","headline":"CLOVER HEALTH INVESTMENTS, CORP./DE: $1,319,385 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CLOVER HEALTH INVESTMENTS, CORP./DE disclosed $1,319,385 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLOVER HEALTH INVESTMENTS, CORP./DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801170/000180117026000102/0001801170-26-000102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"9d9733cf335a66005b7bc91d9fe2ed53","headline":"MP Materials Corp. / DE: $28,010,723 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MP Materials Corp. / DE disclosed $28,010,723 ($28.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MP Materials Corp. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801368/000180136826000020/0001801368-26-000020-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"9a6c37df146c4bc7d7407f82b50da07b","headline":"SKILLZ INC.: $2,402,593 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SKILLZ INC. disclosed $2,402,593 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SKILLZ INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1801661/000114036126018357/0001140361-26-018357-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"73ac4c81d9097210e13d2b6a5e9e9592","headline":"TALKSPACE, INC.: $2,931,733 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TALKSPACE, INC. disclosed $2,931,733 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TALKSPACE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803901/000119312526197712/0001193125-26-197712-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c83a8e610ab97f52d5c832ace83789e5","headline":"PLAYBOY, INC.: $3,688,107 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PLAYBOY, INC. disclosed $3,688,107 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAYBOY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1803914/000162828026028967/0001628280-26-028967-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"c116e748d225d1bf9d772e60afe4923f","headline":"EOS ENERGY ENTERPRISES, INC.: $4,854,452 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EOS ENERGY ENTERPRISES, INC. disclosed $4,854,452 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EOS ENERGY ENTERPRISES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805077/000162828026025071/0001628280-26-025071-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"9bd966bf5edbdae37fbe2669cfdf55f1","headline":"FARADAY FUTURE INTELLIGENT ELECTRIC INC.: $2,892,173 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FARADAY FUTURE INTELLIGENT ELECTRIC INC. disclosed $2,892,173 ($2.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FARADAY FUTURE INTELLIGENT ELECTRIC INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1805521/000121390026048534/0001213900-26-048534-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"171ac070cf760affa40f52796cc9186a","headline":"Taysha Gene Therapies, Inc.: $4,099,065 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Taysha Gene Therapies, Inc. disclosed $4,099,065 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Taysha Gene Therapies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1806310/000119312526168525/0001193125-26-168525-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ec927b542cccada2f7cf110b5f5128c2","headline":"LYELL IMMUNOPHARMA, INC.: $4,222,265 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LYELL IMMUNOPHARMA, INC. disclosed $4,222,265 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LYELL IMMUNOPHARMA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1806952/000114036126016686/0001140361-26-016686-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"ea72d18c11a7f23e73a4431d7950d4be","headline":"GoHealth, Inc.: $13,757,255 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GoHealth, Inc. disclosed $13,757,255 ($13.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GoHealth, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1808220/000114036126018208/0001140361-26-018208-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"92fd4fc59c82b9158f0be2469ef54df8","headline":"NUVATION BIO INC.: $3,876,736 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NUVATION BIO INC. disclosed $3,876,736 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVATION BIO INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811063/000114036126014157/0001140361-26-014157-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"a74dc30b4d953c96d4d25189992127b3","headline":"RELAY THERAPEUTICS, INC.: $4,646,454 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"RELAY THERAPEUTICS, INC. disclosed $4,646,454 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RELAY THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1812364/000119312526186929/0001193125-26-186929-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"4cdd531496b630251fecbb60189cf847","headline":"ABACUS GLOBAL MANAGEMENT, INC.: $6,884,578 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ABACUS GLOBAL MANAGEMENT, INC. disclosed $6,884,578 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ABACUS GLOBAL MANAGEMENT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1814287/000162828026026261/0001628280-26-026261-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"75616891eaff52691791b66bd21560b2","headline":"KYMERA THERAPEUTICS, INC.: $8,545,609 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"KYMERA THERAPEUTICS, INC. disclosed $8,545,609 ($8.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"KYMERA THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1815442/000119312526191495/0001193125-26-191495-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:26"},{"signal_id":"efece18c459ed7d8100fa74f4e04383f","headline":"OUSTER, INC.: $3,363,100 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OUSTER, INC. disclosed $3,363,100 ($3.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OUSTER, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816581/000114036126017433/0001140361-26-017433-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"40dbae2ae4127e07a6ad814495ed38c3","headline":"COMPASS PATHWAYS PLC: $2,120,105 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COMPASS PATHWAYS PLC disclosed $2,120,105 ($2.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COMPASS PATHWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816590/000119312526157123/0001193125-26-157123-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"b70bc88ee93add11f9f2a852aca893ce","headline":"DISC MEDICINE, INC.: $9,986,626 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DISC MEDICINE, INC. disclosed $9,986,626 ($10.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DISC MEDICINE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1816736/000119312526187646/0001193125-26-187646-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"aca15bd26a583bf30fd0fb34dfc2b2f4","headline":"Janux Therapeutics, Inc.: $13,506,231 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Janux Therapeutics, Inc. disclosed $13,506,231 ($13.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Janux Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1817713/000119312526187095/0001193125-26-187095-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"1ac9018345decde2d0e15bc2d33df928","headline":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.: $987,736 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC. disclosed $987,736 ($988K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CCC INTELLIGENT SOLUTIONS HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818201/000114036126013493/0001140361-26-013493-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"3bf40bf1dbff2357e8855dcb044939d2","headline":"GENEDX HOLDINGS CORP.: $13,547,219 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GENEDX HOLDINGS CORP. disclosed $13,547,219 ($13.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GENEDX HOLDINGS CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818331/000181833126000030/0001818331-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"1031b51ba163f2a84e4c10b365408332","headline":"Humacyte, Inc.: $5,234,908 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Humacyte, Inc. disclosed $5,234,908 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Humacyte, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818382/000119312526187449/0001193125-26-187449-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"b76585e4e383d297277b41f958fd4b85","headline":"OppFi Inc.: $1,599,726 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"OppFi Inc. disclosed $1,599,726 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"OppFi Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818502/000119312526187424/0001193125-26-187424-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"7ca68351612c0c86d15601ee434488ab","headline":"DOGWOOD THERAPEUTICS, INC.: $3,344,728 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DOGWOOD THERAPEUTICS, INC. disclosed $3,344,728 ($3.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DOGWOOD THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818844/000110465926049277/0001104659-26-049277-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"04e7d07b36a26ba839973e664eaea064","headline":"SoFi Technologies, Inc.: $30,275,733 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SoFi Technologies, Inc. disclosed $30,275,733 ($30.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SoFi Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818874/000181887426000032/0001818874-26-000032-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"2511e3b8ee7ea22977cb9cfc2308cddb","headline":"TANGO THERAPEUTICS, INC.: $2,823,992 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TANGO THERAPEUTICS, INC. disclosed $2,823,992 ($2.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TANGO THERAPEUTICS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819133/000119312526160287/0001193125-26-160287-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"69596350aaa14b098d47c2b8ddfb0486","headline":"Xos, Inc.: $2,480,274 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Xos, Inc. disclosed $2,480,274 ($2.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Xos, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819493/000181949326000025/0001819493-26-000025-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"7aea4e687493463192dc8b2cd5423c63","headline":"LIQUIDIA CORPORATION: $7,712,736 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LIQUIDIA CORPORATION disclosed $7,712,736 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LIQUIDIA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819576/000110465926048597/0001104659-26-048597-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5222e49a574d3d13bcb237215238b671","headline":"TARSUS PHARMACEUTICALS, INC.: $6,617,979 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TARSUS PHARMACEUTICALS, INC. disclosed $6,617,979 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TARSUS PHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819790/000181979026000028/0001819790-26-000028-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"cc51e3930ad48f6ac4103eb44f07f00c","headline":"GCM Grosvenor Inc.: $6,265,398 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GCM Grosvenor Inc. disclosed $6,265,398 ($6.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GCM Grosvenor Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819796/000114036126016693/0001140361-26-016693-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"69123d9ba6eda667247c2c6311623de4","headline":"REDWIRE CORPORATION: $4,432,562 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"REDWIRE CORPORATION disclosed $4,432,562 ($4.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"REDWIRE CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819810/000181981026000050/0001819810-26-000050-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"fd5b43ac7f4f69922ca04021fef855c8","headline":"JOBY AVIATION, INC.: $3,706,622 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"JOBY AVIATION, INC. disclosed $3,706,622 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"JOBY AVIATION, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819848/000181984826000313/0001819848-26-000313-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5e6ed84275c25a469f8e9b2bfa6a287e","headline":"DOUBLEVERIFY HOLDINGS, INC.: $11,814,232 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DOUBLEVERIFY HOLDINGS, INC. disclosed $11,814,232 ($11.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DOUBLEVERIFY HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819928/000110465926040372/0001104659-26-040372-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"1f3469cff02863175defccbf1086175c","headline":"Cipher Digital Inc.: $14,968,623 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cipher Digital Inc. disclosed $14,968,623 ($15.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cipher Digital Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819989/000181998926000016/0001819989-26-000016-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"a95c8b341c2705920b630952438f195e","headline":"ROCKET LAB CORPORATION: $6,830,680 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ROCKET LAB CORPORATION disclosed $6,830,680 ($6.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ROCKET LAB CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1819994/000162828026023922/0001628280-26-023922-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"a2cb117888274e80b2bba1d34b6d89e3","headline":"GRINDR INC.: $56,168,082 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GRINDR INC. disclosed $56,168,082 ($56.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GRINDR INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1820144/000114036126018315/0001140361-26-018315-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"21a3caf9b47fbc5935fd1f92c252d872","headline":"MoonLake Immunotherapeutics: $4,943,209 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"MoonLake Immunotherapeutics disclosed $4,943,209 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MoonLake Immunotherapeutics","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1821586/000114036126015916/0001140361-26-015916-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"79099b4577052f01e136431409629c20","headline":"FOGHORN THERAPEUTICS INC.: $2,361,027 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FOGHORN THERAPEUTICS INC. disclosed $2,361,027 ($2.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FOGHORN THERAPEUTICS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822462/000119312526193928/0001193125-26-193928-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"9f161a04decc940608d0603594f2b80a","headline":"SOTERA HEALTH COMPANY: $10,656,063 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOTERA HEALTH COMPANY disclosed $10,656,063 ($10.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOTERA HEALTH COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822479/000110465926040937/0001104659-26-040937-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"72cea543d1ad7c37d0525fc7ebaa2d2f","headline":"NuScale Power Corporation: $4,084,073 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NuScale Power Corporation disclosed $4,084,073 ($4.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NuScale Power Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1822966/000182296626000042/0001822966-26-000042-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"75e66b74eb355c6f7030236d9fa4763a","headline":"GPGI, INC.: $6,064,754 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GPGI, INC. disclosed $6,064,754 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GPGI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823144/000110465926048561/0001104659-26-048561-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"4834ea9fec2920530c988bd53db33f71","headline":"Affinity Bancshares, Inc.: $665,294 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Affinity Bancshares, Inc. disclosed $665,294 ($665K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Affinity Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"GA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823406/000119312526161629/0001193125-26-161629-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"37497463b8a1213d74c0f5d70d026c03","headline":"ARKO Corp.: $5,494,095 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ARKO Corp. disclosed $5,494,095 ($5.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ARKO Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1823794/000119312526162839/0001193125-26-162839-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"f53b75d6bcef0d4064cea250281a51f2","headline":"Reservoir Media, Inc.: $1,594,984 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Reservoir Media, Inc. disclosed $1,594,984 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Reservoir Media, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1824403/000110465926078330/0001104659-26-078330-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"aeeeae33a36c75a4fabd82610a338c73","headline":"Offerpad Solutions Inc.: $2,010,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Offerpad Solutions Inc. disclosed $2,010,000 ($2.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Offerpad Solutions Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825024/000119312526170316/0001193125-26-170316-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"c96678498779ec9555cdde671c784ef0","headline":"DREAM FINDERS HOMES, INC.: $10,227,930 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DREAM FINDERS HOMES, INC. disclosed $10,227,930 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DREAM FINDERS HOMES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1825088/000162828026025557/0001628280-26-025557-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"9b98f5373f346e21f7909eb725778538","headline":"Beachbody Company, Inc.: $796,325 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Beachbody Company, Inc. disclosed $796,325 ($796K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Beachbody Company, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826889/000119312526170532/0001193125-26-170532-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"efbb6eb5e6070bd948489198c79fe2ae","headline":"BIOATLA, INC.: $879,248 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BIOATLA, INC. disclosed $879,248 ($879K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BIOATLA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1826892/000119312526255422/0001193125-26-255422-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"2053f193a4bd85d97a7f37e523a24da3","headline":"PLAYTIKA HOLDING CORP.: $5,852,001 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PLAYTIKA HOLDING CORP. disclosed $5,852,001 ($5.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLAYTIKA HOLDING CORP.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828016/000182801626000024/0001828016-26-000024-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"36669729bf9b00bb087d8026fefa9a83","headline":"HIPPO HOLDINGS INC.: $5,997,265 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"HIPPO HOLDINGS INC. disclosed $5,997,265 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"HIPPO HOLDINGS INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828105/000119312526170319/0001193125-26-170319-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5201029ae01a9b48aff32cc11df770ac","headline":"FINANCE OF AMERICA COMPANIES INC.: $6,933,012 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"FINANCE OF AMERICA COMPANIES INC. disclosed $6,933,012 ($6.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"FINANCE OF AMERICA COMPANIES INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828937/000114036126013675/0001140361-26-013675-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"ea47afcf54347a3b1f11b178e68b4088","headline":"CRICUT, INC.: $13,441,923 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CRICUT, INC. disclosed $13,441,923 ($13.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CRICUT, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828962/000182896226000030/0001828962-26-000030-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"c47ea13f80d673b8a68b039f2e2ca9e8","headline":"CARTER BANKSHARES, INC.: $1,355,859 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CARTER BANKSHARES, INC. disclosed $1,355,859 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CARTER BANKSHARES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1829576/000182957626000027/0001829576-26-000027-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"ced1f87df3b78ed411d7bad41e8ad36b","headline":"GINKGO BIOWORKS HOLDINGS, INC.: $5,709,049 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GINKGO BIOWORKS HOLDINGS, INC. disclosed $5,709,049 ($5.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GINKGO BIOWORKS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1830214/000162828026028377/0001628280-26-028377-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"70a8cbe60b0b4f40138634f243892a1a","headline":"Vera Therapeutics, Inc.: $6,986,410 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Vera Therapeutics, Inc. disclosed $6,986,410 ($7.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Vera Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831828/000114036126014002/0001140361-26-014002-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"d72c0fe8c1187ee620e4420e6b5a8977","headline":"Cytek Biosciences, Inc.: $5,120,061 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Cytek Biosciences, Inc. disclosed $5,120,061 ($5.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Cytek Biosciences, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831915/000114036126017479/0001140361-26-017479-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"139b993c474dbf59c7950a5e0a654e6c","headline":"Aveanna Healthcare Holdings Inc.: $4,864,165 total compensation for the principal executive officer, fiscal year ended 2026-01-03","summary":"Aveanna Healthcare Holdings Inc. disclosed $4,864,165 ($4.9M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Aveanna Healthcare Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832332/000119312526161632/0001193125-26-161632-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-03","captured_at":"2026-07-28 21:33:27"},{"signal_id":"17bc9f1a075c05b53474b2e56b1a8da4","headline":"Alignment Healthcare, Inc.: $11,278,569 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Alignment Healthcare, Inc. disclosed $11,278,569 ($11.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Alignment Healthcare, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832466/000162828026027058/0001628280-26-027058-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"73c51bb73a1456a03f8ff4ee2aea25b7","headline":"P3 Health Partners Inc.: $750,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"P3 Health Partners Inc. disclosed $750,000 ($750K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"P3 Health Partners Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832511/000114036126018240/0001140361-26-018240-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"9e5b125bd6d005b5b7cf50848c8989df","headline":"N-ABLE, INC.: $7,748,106 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"N-ABLE, INC. disclosed $7,748,106 ($7.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"N-ABLE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834488/000183448826000018/0001834488-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"4d637307ea59c83e6407015adecf3d4d","headline":"COUPANG, INC.: $3,209,542 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"COUPANG, INC. disclosed $3,209,542 ($3.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"COUPANG, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834584/000114036126017102/0001140361-26-017102-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5c2ff77d992abf1f162de9ca3291350a","headline":"Marvell Technology, Inc.: $25,064,348 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"Marvell Technology, Inc. disclosed $25,064,348 ($25.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Marvell Technology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835632/000110465926060253/0001104659-26-060253-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"634611ebc2724e64bd76eea801dfde60","headline":"Klaviyo, Inc.: $78,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Klaviyo, Inc. disclosed $78,000 ($78K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Klaviyo, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835830/000183583026000018/0001835830-26-000018-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"1f1e96e8c0950e205bd47179928267d8","headline":"PLANET LABS PBC: $4,626,138 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"PLANET LABS PBC disclosed $4,626,138 ($4.6M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PLANET LABS PBC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1836833/000119312526241945/0001193125-26-241945-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"a891268ba1d6e96c68b25101d4a9892a","headline":"XBP Global Holdings, Inc.: $1,617,819 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"XBP Global Holdings, Inc. disclosed $1,617,819 ($1.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XBP Global Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839530/000110465926051773/0001104659-26-051773-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"381111568adc40913c88230199f1d541","headline":"Janus International Group, Inc.: $4,198,985 total compensation for the principal executive officer, fiscal year ended 2026-01-03","summary":"Janus International Group, Inc. disclosed $4,198,985 ($4.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Janus International Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839839/000114036126016709/0001140361-26-016709-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-03","captured_at":"2026-07-28 21:33:27"},{"signal_id":"75430cbe05c9aec820a4911e3a62aedb","headline":"Taboola.com Ltd.: $8,130,440 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Taboola.com Ltd. disclosed $8,130,440 ($8.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Taboola.com Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840502/000114036126018296/0001140361-26-018296-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"81cca296f969c5e603526911b4dd18a3","headline":"Hagerty, Inc.: $4,732,132 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Hagerty, Inc. disclosed $4,732,132 ($4.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Hagerty, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840776/000162828026028911/0001628280-26-028911-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"6f14eca887d3561f124288413d9791a1","headline":"SOUNDHOUND AI, INC.: $9,326,833 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SOUNDHOUND AI, INC. disclosed $9,326,833 ($9.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SOUNDHOUND AI, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840856/000121390026041978/0001213900-26-041978-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"ca225051282518861b1dd15929dfe1d9","headline":"PAYMENTUS HOLDINGS, INC.: $35,629,806 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PAYMENTUS HOLDINGS, INC. disclosed $35,629,806 ($35.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PAYMENTUS HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841156/000119312526170573/0001193125-26-170573-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"61a9c9f29c71ccaeb02cb5962a91c400","headline":"Dave Inc./DE: $10,208,028 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Dave Inc./DE disclosed $10,208,028 ($10.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Dave Inc./DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841408/000119312526164199/0001193125-26-164199-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"a12b9202175d2a59b7bbbc5ae17d904f","headline":"APA CORPORATION: $13,202,517 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"APA CORPORATION disclosed $13,202,517 ($13.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"APA CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841666/000119312526149453/0001193125-26-149453-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5b00041c3613275157b7322a900e463a","headline":"indie Semiconductor, Inc.: $3,704,970 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"indie Semiconductor, Inc. disclosed $3,704,970 ($3.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"indie Semiconductor, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1841925/000119312526161644/0001193125-26-161644-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"66c27de66f41d5f8c2f10f43c6db0145","headline":"LanzaTech     Global, Inc.: $642,559 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"LanzaTech     Global, Inc. disclosed $642,559 ($643K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"LanzaTech     Global, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1843724/000153949726001238/0001539497-26-001238-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"80c5809ec03043ef55ad29e47c02d44f","headline":"DAY ONE BIOPHARMACEUTICALS, INC.: $9,134,351 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"DAY ONE BIOPHARMACEUTICALS, INC. disclosed $9,134,351 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"DAY ONE BIOPHARMACEUTICALS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1845337/000119312526161471/0001193125-26-161471-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"3e3c6a63a6399ca5253c44de8fc4c763","headline":"Zeta Global Holdings Corp.: $6,083,236 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Zeta Global Holdings Corp. disclosed $6,083,236 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Zeta Global Holdings Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1851003/000119312526177408/0001193125-26-177408-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"2b9a68b1ac349e19e39cc88667b91603","headline":"Nextpower Inc.: $22,204,244 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Nextpower Inc. disclosed $22,204,244 ($22.2M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Nextpower Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1852131/000185213126000038/0001852131-26-000038-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"d790a968d917fce5866acb46679552fe","headline":"CLEAR SECURE, INC.: $11,563,694 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CLEAR SECURE, INC. disclosed $11,563,694 ($11.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CLEAR SECURE, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856314/000119312526170704/0001193125-26-170704-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"66e58f7d6841be138890e2de2da156ed","headline":"Indaptus Therapeutics, Inc.: $2,197,171 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Indaptus Therapeutics, Inc. disclosed $2,197,171 ($2.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Indaptus Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857044/000149315226033545/0001493152-26-033545-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"9f2c84ee60a5034a372f2f79c5b0726e","headline":"GIGACLOUD TECHNOLOGY INC: $1,933,609 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"GIGACLOUD TECHNOLOGY INC disclosed $1,933,609 ($1.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"GIGACLOUD TECHNOLOGY INC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1857816/000185781626000047/0001857816-26-000047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"bf43c8fe895cd3547ca6b03635e45fd9","headline":"NUVALENT, Inc.: $11,393,602 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NUVALENT, Inc. disclosed $11,393,602 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NUVALENT, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1861560/000186156026000013/0001861560-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"fea6284703ee9b3d53acfbd0d7da12b0","headline":"BrightSpring Health Services, Inc.: $17,841,460 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BrightSpring Health Services, Inc. disclosed $17,841,460 ($17.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BrightSpring Health Services, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1865782/000119312526151207/0001193125-26-151207-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"96c29c0b7ffda9584fb9addca702fced","headline":"CONSENSUS CLOUD SOLUTIONS, INC.: $1,800,548 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CONSENSUS CLOUD SOLUTIONS, INC. disclosed $1,800,548 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CONSENSUS CLOUD SOLUTIONS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866633/000114036126016729/0001140361-26-016729-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"d64f8dc753206863fbf534707d772ba8","headline":"Amplitude, Inc.: $789,019 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Amplitude, Inc. disclosed $789,019 ($789K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Amplitude, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1866692/000114036126016728/0001140361-26-016728-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"8b4c3d1db5b775d71298142fdd445c76","headline":"Kyndryl Holdings, Inc.: $21,766,355 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Kyndryl Holdings, Inc. disclosed $21,766,355 ($21.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Kyndryl Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867072/000114036126025446/0001140361-26-025446-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5d4929ad2a8dfdb67bd362d186041423","headline":"XERIS BIOPHARMA HOLDINGS, INC.: $5,042,584 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"XERIS BIOPHARMA HOLDINGS, INC. disclosed $5,042,584 ($5.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"XERIS BIOPHARMA HOLDINGS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1867096/000186709626000021/0001867096-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"38e66eb89a6094a65b0536e7b2808914","headline":"Lineage, Inc.: $19,964,787 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Lineage, Inc. disclosed $19,964,787 ($20.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lineage, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1868159/000186815926000021/0001868159-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"27feb20cc3c238a202b8215c554c3c28","headline":"Ponce Financial Group, Inc.: $1,547,751 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Ponce Financial Group, Inc. disclosed $1,547,751 ($1.5M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Ponce Financial Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874071/000119312526168750/0001193125-26-168750-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"e89669aca5bd5d62eb4ac09461482e9c","headline":"Rivian Automotive, Inc. / DE: $402,639,080 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Rivian Automotive, Inc. / DE disclosed $402,639,080 ($402.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Rivian Automotive, Inc. / DE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1874178/000187417826000023/0001874178-26-000023-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"bf88f30196cc1458bb41cfa9f2d3b0e6","headline":"Douglas Elliman Inc.: $2,300,000 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Douglas Elliman Inc. disclosed $2,300,000 ($2.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Douglas Elliman Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1878897/000187889726000021/0001878897-26-000021-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"c671ed8d1caf5eb5c13fc8356be054cf","headline":"TPG INC.: $29,897,761 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TPG INC. disclosed $29,897,761 ($29.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TPG INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1880661/000119312526166834/0001193125-26-166834-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"8de78e28cb9e3c48b89baa7499856c73","headline":"ProFrac Holding Corp.: $1,404,204 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"ProFrac Holding Corp. disclosed $1,404,204 ($1.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"ProFrac Holding Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1881487/000110465926049044/0001104659-26-049044-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"62433d74ddcfeb2cccbce18eee63e1b5","headline":"Pagaya Technologies Ltd.: $6,019,560 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Pagaya Technologies Ltd. disclosed $6,019,560 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Pagaya Technologies Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1883085/000188308526000039/0001883085-26-000039-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"d8c3fb17af583f31a93b149328a1338a","headline":"Savers Value Village, Inc.: $5,841,659 total compensation for the principal executive officer, fiscal year ended 2026-01-03","summary":"Savers Value Village, Inc. disclosed $5,841,659 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-03, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Savers Value Village, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1883313/000188331326000034/0001883313-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-03","captured_at":"2026-07-28 21:33:27"},{"signal_id":"ac6de8a5b0be636a2252e113e68109a3","headline":"EXCELERATE ENERGY, INC.: $6,104,814 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"EXCELERATE ENERGY, INC. disclosed $6,104,814 ($6.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"EXCELERATE ENERGY, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1888447/000119312526159047/0001193125-26-159047-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"103c5335fdbb1a132c7af6ba9a076d54","headline":"Structure Therapeutics Inc.: $8,429,887 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Structure Therapeutics Inc. disclosed $8,429,887 ($8.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Structure Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1888886/000110465926047740/0001104659-26-047740-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5ccf4472735e1090ac81f34826c5595b","headline":"M-tron Industries, Inc.: $1,182,127 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"M-tron Industries, Inc. disclosed $1,182,127 ($1.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"M-tron Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1902314/000143774926014017/0001437749-26-014017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"e3e8f9a0e2cc4ccbf201b9d63567fb22","headline":"nCino, Inc.: $9,089,558 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"nCino, Inc. disclosed $9,089,558 ($9.1M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"nCino, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1902733/000119312526214613/0001193125-26-214613-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"b74634fe9d55d40902a6075410c5f7bf","headline":"D-Wave Quantum Inc.: $5,170,467 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"D-Wave Quantum Inc. disclosed $5,170,467 ($5.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"D-Wave Quantum Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1907982/000190798226000040/0001907982-26-000040-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"276cc4f619396e3ebd57c9436f9bafb8","headline":"Mobileye Global Inc.: $16,636,439 total compensation for the principal executive officer, fiscal year ended 2025-12-27","summary":"Mobileye Global Inc. disclosed $16,636,439 ($16.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-27, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Mobileye Global Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1910139/000110465926048118/0001104659-26-048118-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-27","captured_at":"2026-07-28 21:33:27"},{"signal_id":"166d37687580457b1e309be4e90c6ee6","headline":"NEURAXIS, INC.: $936,439 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NEURAXIS, INC. disclosed $936,439 ($936K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NEURAXIS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1933567/000114036126017498/0001140361-26-017498-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"15f7475891e284e40a5d32bb51c18ee9","headline":"F&G Annuities & Life, Inc.: $10,875,126 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"F&G Annuities & Life, Inc. disclosed $10,875,126 ($10.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"F&G Annuities & Life, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1934850/000110465926052877/0001104659-26-052877-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"79d9288046eef397a5ec06356cb49d26","headline":"NewAmsterdam Pharma Company N.V.: $13,641,854 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"NewAmsterdam Pharma Company N.V. disclosed $13,641,854 ($13.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"NewAmsterdam Pharma Company N.V.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1936258/000119312526207562/0001193125-26-207562-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"3226f201bfe7d7ab705cc4b806d4de84","headline":"MasterBrand, Inc.: $7,428,822 total compensation for the principal executive officer, fiscal year ended 2025-12-28","summary":"MasterBrand, Inc. disclosed $7,428,822 ($7.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-28, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"MasterBrand, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1941365/000119312526170568/0001193125-26-170568-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-28","captured_at":"2026-07-28 21:33:27"},{"signal_id":"0c0dad76077e758f156929447c7ff55d","headline":"RUBRIK, INC.: $1,803,735 total compensation for the principal executive officer, fiscal year ended 2026-01-31","summary":"RUBRIK, INC. disclosed $1,803,735 ($1.8M) in total compensation for its principal executive officer for the fiscal year ended 2026-01-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"RUBRIK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1943896/000194389626000034/0001943896-26-000034-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-01-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"78daf6e94035018de748c87860c6d2da","headline":"Binah Capital Group, Inc.: $2,658,822 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Binah Capital Group, Inc. disclosed $2,658,822 ($2.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Binah Capital Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1953984/000110465926052871/0001104659-26-052871-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"cc1f5903f18117ba7f2324ba51d6ae3b","headline":"Knife River Corporation: $5,820,868 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Knife River Corporation disclosed $5,820,868 ($5.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Knife River Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1955520/000162828026023783/0001628280-26-023783-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"9412b3f3b3854b14a83faa3ca3b37c1a","headline":"SHARKNINJA, INC.: $17,845,830 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SHARKNINJA, INC. disclosed $17,845,830 ($17.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SHARKNINJA, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1957132/000195713226000022/0001957132-26-000022-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"c220c639c485a4133df0a7a6420fce46","headline":"Burke & Herbert Financial Services Corp.: $3,014,541 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Burke & Herbert Financial Services Corp. disclosed $3,014,541 ($3.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Burke & Herbert Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1964333/000196433326000052/0001964333-26-000052-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"33ec6a72de136cebdc5e42aaee217440","headline":"PHINIA Inc.: $11,387,945 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PHINIA Inc. disclosed $11,387,945 ($11.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PHINIA Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1968915/000196891526000061/0001968915-26-000061-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"3c63bf8d5aa70109e95ca0e9dbe52355","headline":"SINCLAIR, INC.: $10,824,228 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"SINCLAIR, INC. disclosed $10,824,228 ($10.8M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"SINCLAIR, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1971213/000197121326000017/0001971213-26-000017-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"e8e789a3deb8d83c7825beeba000871d","headline":"TKO Group Holdings, Inc.: $67,361,782 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"TKO Group Holdings, Inc. disclosed $67,361,782 ($67.4M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"TKO Group Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1973266/000119312526173833/0001193125-26-173833-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5baa61d2b4962711a557ffb77525748a","headline":"Apogee Therapeutics, Inc.: $1,291,500 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Apogee Therapeutics, Inc. disclosed $1,291,500 ($1.3M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Apogee Therapeutics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1974640/000119312526177342/0001193125-26-177342-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"4ae6e8486311c08e7ace7367320c678d","headline":"Waystar Holding Corp.: $37,124,318 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Waystar Holding Corp. disclosed $37,124,318 ($37.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Waystar Holding Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1990354/000199035426000013/0001990354-26-000013-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"74479bdf981b1e7a00df2edcf1dd9c2c","headline":"CG Oncology, Inc.: $11,928,401 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"CG Oncology, Inc. disclosed $11,928,401 ($11.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"CG Oncology, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1991792/000119312526177395/0001193125-26-177395-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"c8b84b0e710c58adc540bb6c2f297f1d","headline":"BUNGE GLOBAL SA: $18,945,479 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BUNGE GLOBAL SA disclosed $18,945,479 ($18.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BUNGE GLOBAL SA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1996862/000162828026024588/0001628280-26-024588-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"e61dc08379a5d45ae6503b9057c59995","headline":"WEBTOON Entertainment Inc.: $935,582 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"WEBTOON Entertainment Inc. disclosed $935,582 ($936K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"WEBTOON Entertainment Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1997859/000199785926000055/0001997859-26-000055-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"16c106c5bbfbbfe155bca48912d3220e","headline":"Loar Holdings Inc.: $3,890,915 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Loar Holdings Inc. disclosed $3,890,915 ($3.9M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Loar Holdings Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2000178/000119312526153469/0001193125-26-153469-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"822d1aecd08fdd4673000f3f58381de5","headline":"PACS Group, Inc.: $17,071,124 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PACS Group, Inc. disclosed $17,071,124 ($17.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PACS Group, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2001184/000200118426000014/0002001184-26-000014-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"e07abeb2975ee86d60191769bf1b4beb","headline":"Venture Global, Inc.: $39,104,905 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Venture Global, Inc. disclosed $39,104,905 ($39.1M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Venture Global, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2007855/000200785526000026/0002007855-26-000026-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"ebecd870bf03eac0e21dd5a1cfeb8079","headline":"BLACKROCK, INC.: $37,749,569 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"BLACKROCK, INC. disclosed $37,749,569 ($37.7M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"BLACKROCK, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2012383/000130817926000262/0001308179-26-000262-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5b01391b67ff5fb3178c13e0fc012e10","headline":"Uniti Group Inc.: $9,194,673 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Uniti Group Inc. disclosed $9,194,673 ($9.2M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Uniti Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2020795/000110465926045735/0001104659-26-045735-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5b3785149a655d714ae945ea367e9d71","headline":"Summit Midstream Corporation: $5,970,824 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Summit Midstream Corporation disclosed $5,970,824 ($6.0M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Summit Midstream Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2024218/000121390026042530/0001213900-26-042530-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"9ca5433627f00f26a9bba99a94cc65be","headline":"Lionsgate Studios Corp.: $19,374,075 total compensation for the principal executive officer, fiscal year ended 2026-03-31","summary":"Lionsgate Studios Corp. disclosed $19,374,075 ($19.4M) in total compensation for its principal executive officer for the fiscal year ended 2026-03-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Lionsgate Studios Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2052959/000119312526321010/0001193125-26-321010-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2026-03-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"98ccb34a8dbcf99856e656b5c07d48cd","headline":"Seneca Bancorp, Inc.: $431,144 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"Seneca Bancorp, Inc. disclosed $431,144 ($431K) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"Seneca Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2072421/000110465926044654/0001104659-26-044654-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"95e74553d0dc2d22199a3b76e4ce5f74","headline":"PINNACLE FINANCIAL PARTNERS, INC.: $6,604,554 total compensation for the principal executive officer, fiscal year ended 2025-12-31","summary":"PINNACLE FINANCIAL PARTNERS, INC. disclosed $6,604,554 ($6.6M) in total compensation for its principal executive officer for the fiscal year ended 2025-12-31, in the pay-versus-performance table of its SEC proxy statement.","talent_readthrough":"Top-of-house pay is the anchor the rest of an employer's pay structure is set against, and it is the one compensation figure every US-listed company must publish on the same basis. Read it as a comparable, not as a salary band: it is a single officer's total, including equity awards valued under SEC rules, and it says nothing directly about what a given role pays.","company":"PINNACLE FINANCIAL PARTNERS, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"high","confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2082866/000208286626000031/0002082866-26-000031-index.htm","source_name":"SEC EDGAR (pay-versus-performance)","published_date":"2025-12-31","captured_at":"2026-07-28 21:33:27"},{"signal_id":"5baa785c3621ff288a3e3aed62e60be1","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 6.90% lower than men's (2017/18)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 6.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.30%. Women are 26.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:49"},{"signal_id":"f82d6e90130fc88628b0e5f9f19838a1","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 9.20% lower than men's (2017/18)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 9.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.20%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"b14887f9e0ff4228c697f647721dc35d","headline":"ABRDN HOLDINGS LIMITED: women's median hourly pay is 20.00% lower than men's (2017/18)","summary":"ABRDN HOLDINGS LIMITED reported a median hourly gender pay gap of 20.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.00%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABRDN HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/789/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:49"},{"signal_id":"3a8311e59048b0b86f07d20c468a7e15","headline":"ABRDN INVESTMENTS LIMITED: women's median hourly pay is 37.00% lower than men's (2017/18)","summary":"ABRDN INVESTMENTS LIMITED reported a median hourly gender pay gap of 37.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 37.00%. Women are 18.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABRDN INVESTMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/790/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:49"},{"signal_id":"60d139a37c6404a723901e537bb23c19","headline":"ABF GRAIN PRODUCTS LIMITED: women's median hourly pay is 0.80% lower than men's (2017/18)","summary":"ABF GRAIN PRODUCTS LIMITED reported a median hourly gender pay gap of 0.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -5.70%. Women are 22.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABF GRAIN PRODUCTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/650/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"a101a9ddd6c378c0cfe1818a54d3d916","headline":"LIFT SCHOOLS: women's median hourly pay is 34.60% lower than men's (2017/18)","summary":"LIFT SCHOOLS reported a median hourly gender pay gap of 34.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.30%. Women are 62.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFT SCHOOLS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/817/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"0bbf7e39846d33cc0d1ad0f3bf20ba52","headline":"ACORN RECRUITMENT LIMITED: women's median hourly pay is 4.10% lower than men's (2017/18)","summary":"ACORN RECRUITMENT LIMITED reported a median hourly gender pay gap of 4.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -1.30%. Women are 25.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACORN RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16533/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"f78f63fb5f8b6d1095f584d5f7c633ea","headline":"ADECCO UK LIMITED: women's median hourly pay is 3.2% higher than men's (2017/18)","summary":"ADECCO UK LIMITED reported a median hourly gender pay gap of -3.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -7.80%. Women are 46.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADECCO UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/899/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-10-31","captured_at":"2026-07-28 21:37:49"},{"signal_id":"32b75b2c31569bc4e80a84f590aa2343","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 3.90% lower than men's (2017/18)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 3.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:49"},{"signal_id":"30480fafd7ccbc1f2d0bd19799ff1fe7","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 0.3% higher than men's (2017/18)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -0.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.30%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"3608f22df7a550714e0b2bf320c77ed7","headline":"ALDI STORES LIMITED: women's median hourly pay is 4.80% lower than men's (2017/18)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 4.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 30.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"635f5c77af6d7049f58f4ce0ceab1ada","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 7.00% lower than men's (2017/18)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 7.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:49"},{"signal_id":"b425dd1296cfe8a4c2337efcdddeedee","headline":"AMAZON UK SERVICES LTD.: women's median hourly pay is 0.1% higher than men's (2017/18)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of -0.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.10%. Women are 30.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"b0233ee7636affbd30a172ebebe5b725","headline":"AMERICAN AIRLINES, INC.: women's median hourly pay is 3.9% higher than men's (2017/18)","summary":"AMERICAN AIRLINES, INC. reported a median hourly gender pay gap of -3.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 34.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMERICAN AIRLINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17044/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"0777e36dc498e25cc73d167e9d3160bc","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 30.00% lower than men's (2017/18)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 30.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.00%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"826a23c749eea900dd430e3cdaf533d5","headline":"ANCHOR TRUST: women's median hourly pay is 8.70% lower than men's (2017/18)","summary":"ANCHOR TRUST reported a median hourly gender pay gap of 8.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.50%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1260/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:49"},{"signal_id":"d359ee814ada8ea1c57c65bc261f1da5","headline":"ARAMARK LIMITED: women's median hourly pay is 34.10% lower than men's (2017/18)","summary":"ARAMARK LIMITED reported a median hourly gender pay gap of 34.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.90%. Women are 20.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARAMARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1361/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"f05cd576ad8a1df8caeaeb492e67da2b","headline":"AGL REALISATIONS LIMITED: women's median hourly pay is 8.00% lower than men's (2017/18)","summary":"AGL REALISATIONS LIMITED reported a median hourly gender pay gap of 8.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 37.60%. Women are 73.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AGL REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1369/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"00e0ab7f49a2c8cdb32b98f221f34130","headline":"ARGOS LIMITED: women's median hourly pay is 4.20% lower than men's (2017/18)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 4.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 41.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:49"},{"signal_id":"6026ebe24c4943cec356545e03e94224","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 10.80% lower than men's (2017/18)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 10.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.60%. Women are 13.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-10-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"f51ca81819194c92eb6b2d0c63076ff3","headline":"ARRIVA RAIL NORTH LIMITED: women's median hourly pay is 18.00% lower than men's (2017/18)","summary":"ARRIVA RAIL NORTH LIMITED reported a median hourly gender pay gap of 18.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.00%. Women are 7.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARRIVA RAIL NORTH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15733/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-05-10","captured_at":"2026-07-28 21:37:49"},{"signal_id":"b1cf9a9721e41275f5366ae9e9fb4c68","headline":"ASDA STORES LIMITED: women's median hourly pay is 8.90% lower than men's (2017/18)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 8.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.50%. Women are 34.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"b9c771ed9c87af7470f8a400c6f92139","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 13.20% lower than men's (2017/18)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 13.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.30%. Women are 36.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:49"},{"signal_id":"e469a3f1eea2e9a58275ea491cd3a0b3","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 20.00% lower than men's (2017/18)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 20.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.00%. Women are 16.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"0925b39849e63b59491239873efcc616","headline":"ATOS IT SERVICES UK LIMITED: women's median hourly pay is 23.90% lower than men's (2017/18)","summary":"ATOS IT SERVICES UK LIMITED reported a median hourly gender pay gap of 23.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.30%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1576/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"1de7948f01295463d8e7314f2b7833e0","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 26.60% lower than men's (2017/18)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 26.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.80%. Women are 15.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"52b1993fc540c4ee2eeef49aa0e596e3","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 26.40% lower than men's (2017/18)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 26.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.00%. Women are 33.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-30","captured_at":"2026-07-28 21:37:49"},{"signal_id":"8838c1719e789cc0a0f9fbd576b1549d","headline":"Avon and Somerset Police: women's median hourly pay is 20.40% lower than men's (2017/18)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 20.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.60%. Women are 26.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"fc46d1a3cdc4f8c40d127461f5d796ba","headline":"AWE PLC: women's median hourly pay is 16.70% lower than men's (2017/18)","summary":"AWE PLC reported a median hourly gender pay gap of 16.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.90%. Women are 13.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-03","captured_at":"2026-07-28 21:37:49"},{"signal_id":"269f545532b850db9142c7cde7254248","headline":"AZZURRI RESTAURANTS LIMITED: women's median hourly pay is 0.10% lower than men's (2017/18)","summary":"AZZURRI RESTAURANTS LIMITED reported a median hourly gender pay gap of 0.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.10%. Women are 23.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AZZURRI RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1698/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-16","captured_at":"2026-07-28 21:37:49"},{"signal_id":"50130071ea45afcdcd349fba3c5768e5","headline":"B & M RETAIL LIMITED: there is no median hourly pay gap (2017/18)","summary":"B & M RETAIL LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 40.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B & M RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1701/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-12","captured_at":"2026-07-28 21:37:49"},{"signal_id":"38e477e9dc0b82eb44502199bece5c9b","headline":"B&Q LIMITED: women's median hourly pay is 2.00% lower than men's (2017/18)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 2.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.80%. Women are 38.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"af10592a7d0d11c225a05394240b0c1c","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 7.80% lower than men's (2017/18)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 7.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 9.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"cda2d4dd8657bb6ba0832ddc6ba01c99","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 16.10% lower than men's (2017/18)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 16.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.10%. Women are 9.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"be47f5cd39eff8a96ffa541ebc450a6c","headline":"BAE SYSTEMS PLC: women's median hourly pay is 15.60% lower than men's (2017/18)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 15.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.30%. Women are 16.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"ca45e3ec3d5bf28c6fd59312e989cafb","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 8.40% lower than men's (2017/18)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 8.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 12.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"0df3e19d3087b1a39e0fa81fb489e32c","headline":"BAKKAVOR FOODS LIMITED: women's median hourly pay is 7.80% lower than men's (2017/18)","summary":"BAKKAVOR FOODS LIMITED reported a median hourly gender pay gap of 7.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 32.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1752/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:49"},{"signal_id":"1fdd4907e7001e03e2bd2219e173ce26","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 23.00% lower than men's (2017/18)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 23.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.00%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:49"},{"signal_id":"fa5821524c7a30762e70677a0e004923","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 1.60% lower than men's (2017/18)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 1.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 77.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:49"},{"signal_id":"a171f97533abdad04011fbd9252e82d4","headline":"BARCLAYS BANK PLC: women's median hourly pay is 43.50% lower than men's (2017/18)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 43.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 48.00%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"60eac89d4decb6d6ec86c4903011ea9b","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 14.20% lower than men's (2017/18)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 14.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.00%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"ca5bde769e552899592dc948494e56e3","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 29.90% lower than men's (2017/18)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 29.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.80%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"71ccd352d6391504ff390f4936c2d01f","headline":"Barking, Havering & Redbridge University Hospitals NHS Trust: women's median hourly pay is 23.40% lower than men's (2017/18)","summary":"Barking, Havering & Redbridge University Hospitals NHS Trust reported a median hourly gender pay gap of 23.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.30%. Women are 57.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barking, Havering & Redbridge University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15028/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"c1d082c4c43c7b2159e58413dddaa86c","headline":"BARNARDO'S: women's median hourly pay is 8.80% lower than men's (2017/18)","summary":"BARNARDO'S reported a median hourly gender pay gap of 8.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.10%. Women are 77.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-01","captured_at":"2026-07-28 21:37:49"},{"signal_id":"44ec426015ce53cfbdd666756105d2c9","headline":"Barts Health Nhs Trust: women's median hourly pay is 13.30% lower than men's (2017/18)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 13.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.20%. Women are 58.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"262a446229eea97da1dc05908f31bf35","headline":"BAXTERSTOREY LIMITED: women's median hourly pay is 12.90% lower than men's (2017/18)","summary":"BAXTERSTOREY LIMITED reported a median hourly gender pay gap of 12.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.30%. Women are 39.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAXTERSTOREY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1876/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:49"},{"signal_id":"bd69646c298db4800d6ebf86c266e7ed","headline":"BDW TRADING LIMITED: women's median hourly pay is 1.9% higher than men's (2017/18)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of -1.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.00%. Women are 32.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"12fba62b111ff70b2e1ffa23e4a006af","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 1.20% lower than men's (2017/18)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 1.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.70%. Women are 60.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"4f8b1e5a0c46bf31aa2eb4de27e45c81","headline":"Birmingham City Council: women's median hourly pay is 9.20% lower than men's (2017/18)","summary":"Birmingham City Council reported a median hourly gender pay gap of 9.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.10%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:49"},{"signal_id":"39c37a936be2b2e65e05388d591c350e","headline":"Birmingham Community Healthcare NHS Foundation Trust: there is no median hourly pay gap (2017/18)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.20%. Women are 79.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"10518f02a5a1bdea8e48d5f6cc834785","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 15.80% lower than men's (2017/18)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 15.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.90%. Women are 70.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:49"},{"signal_id":"934e96bac9169ef6777cadf6d03377db","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 4.90% lower than men's (2017/18)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 4.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.90%. Women are 72.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-06","captured_at":"2026-07-28 21:37:49"},{"signal_id":"a6ce02d53a5bcc3150a5210d1b2b187d","headline":"BLUE ARROW LTD.: women's median hourly pay is 7.70% lower than men's (2017/18)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 7.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 20.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"88eafe36f993a9ae2a4a1da0e1dd888a","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 3.5% higher than men's (2017/18)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of -3.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 78.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"6c0101423028d7c608442fcd74e2f467","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 7.50% lower than men's (2017/18)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 7.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.70%. Women are 78.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:49"},{"signal_id":"ee6f336bad0327b85db82c48aa5a7410","headline":"BOOKER LIMITED: women's median hourly pay is 14.00% lower than men's (2017/18)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 14.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.30%. Women are 17.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"70ec581704baa685b4ea07fbab15c834","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 5.00% lower than men's (2017/18)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 5.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.00%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:49"},{"signal_id":"6053fde8813154c19917085ac89b08e3","headline":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED: women's median hourly pay is 21.00% lower than men's (2017/18)","summary":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED reported a median hourly gender pay gap of 21.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.00%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2232/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:49"},{"signal_id":"4a687a7740ddb4a6fa32fc1f6758f0a0","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 3.10% lower than men's (2017/18)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 3.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.50%. Women are 36.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-21","captured_at":"2026-07-28 21:37:49"},{"signal_id":"7e9f751f03d96dd4993b91c0baf23339","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 3.20% lower than men's (2017/18)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 3.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.30%. Women are 66.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:49"},{"signal_id":"782e2a116b5274e4d0e723c42271946c","headline":"SYSCO GB LIMITED: women's median hourly pay is 9.70% lower than men's (2017/18)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 9.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.80%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"c01e54c7d7da3df9919f6cd949e8fb94","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 15.10% lower than men's (2017/18)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 15.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.50%. Women are 89.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"c64e2d30cfd6358cf904d6ca461d8cc6","headline":"Brighton and Sussex University Hospitals NHS Trust: women's median hourly pay is 1% higher than men's (2017/18)","summary":"Brighton and Sussex University Hospitals NHS Trust reported a median hourly gender pay gap of -1.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.60%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Brighton and Sussex University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16517/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"2414e4b7479343572decb0fd9faf69fd","headline":"Bristol City Council: women's median hourly pay is 13.50% lower than men's (2017/18)","summary":"Bristol City Council reported a median hourly gender pay gap of 13.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.10%. Women are 57.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"546f0b74684c641d836fecc8090cb997","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 10.00% lower than men's (2017/18)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 10.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.00%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"abdc6cee9e8b93ddc3df94ba23a0324d","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 37.00% lower than men's (2017/18)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 37.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.60%. Women are 6.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-01","captured_at":"2026-07-28 21:37:49"},{"signal_id":"805138ab12d2b21071d0a4967519bcf1","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 8.50% lower than men's (2017/18)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 8.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -0.60%. Women are 40.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-01","captured_at":"2026-07-28 21:37:49"},{"signal_id":"7f335ae2c5b674a37764b33b921fef59","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 2.3% higher than men's (2017/18)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of -2.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -0.70%. Women are 22.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:49"},{"signal_id":"dc280c0bac36a8c0a36954f9c8baa23c","headline":"BROOK STREET (UK) LIMITED: women's median hourly pay is 4% higher than men's (2017/18)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of -4.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -2.40%. Women are 62.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:49"},{"signal_id":"5c1df315c976d653335ab9c13653ada5","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 12.10% lower than men's (2017/18)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 12.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.60%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"a8fc861e914d9f5edcdb4840c838e6f5","headline":"HC-ONE NO.1 LIMITED: women's median hourly pay is 1.80% lower than men's (2017/18)","summary":"HC-ONE NO.1 LIMITED reported a median hourly gender pay gap of 1.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.80%. Women are 83.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE NO.1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14438/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-13","captured_at":"2026-07-28 21:37:49"},{"signal_id":"b9a20387f2eb50236302defff5271684","headline":"C. & J. CLARK INTERNATIONAL LIMITED: women's median hourly pay is 4.00% lower than men's (2017/18)","summary":"C. & J. CLARK INTERNATIONAL LIMITED reported a median hourly gender pay gap of 4.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.70%. Women are 58.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"C. & J. CLARK INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2639/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"ec186488b4118b1a96cec69526125a24","headline":"Caerphilly County Borough Council: women's median hourly pay is 8.60% lower than men's (2017/18)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of 8.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 63.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"ac39ef2f04d5627fdf528a607882c8d2","headline":"CAFFE NERO GROUP HOLDINGS LTD: women's median hourly pay is 2.60% lower than men's (2017/18)","summary":"CAFFE NERO GROUP HOLDINGS LTD reported a median hourly gender pay gap of 2.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.70%. Women are 60.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAFFE NERO GROUP HOLDINGS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10606/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:49"},{"signal_id":"11a953077cd5bc4db5d467a9462c2879","headline":"Calderdale & Huddersfield N H S: women's median hourly pay is 7.80% lower than men's (2017/18)","summary":"Calderdale & Huddersfield N H S reported a median hourly gender pay gap of 7.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.60%. Women are 71.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Calderdale & Huddersfield N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2679/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:49"},{"signal_id":"1434da9409005c61310f5ba6c31f4375","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 3.40% lower than men's (2017/18)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 3.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.30%. Women are 63.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"690d1c0e4543cc4ba0c577fb0d0313e2","headline":"Cambridgeshire County Council: women's median hourly pay is 18.00% lower than men's (2017/18)","summary":"Cambridgeshire County Council reported a median hourly gender pay gap of 18.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.00%. Women are 70.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridgeshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14272/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"393cb49cf1e24ae94376111b3bea6c63","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 30.80% lower than men's (2017/18)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 30.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 37.40%. Women are 21.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:49"},{"signal_id":"bcb891396ea334eee8bf2d6651bc3d7e","headline":"CAPITA CUSTOMER MANAGEMENT LIMITED: women's median hourly pay is 2.70% lower than men's (2017/18)","summary":"CAPITA CUSTOMER MANAGEMENT LIMITED reported a median hourly gender pay gap of 2.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.80%. Women are 46.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA CUSTOMER MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2784/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:49"},{"signal_id":"2117df62e0a64e057281eb26ad3c4c84","headline":"Cardiff Council: women's median hourly pay is 6.10% lower than men's (2017/18)","summary":"Cardiff Council reported a median hourly gender pay gap of 6.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.20%. Women are 55.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17962/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-12","captured_at":"2026-07-28 21:37:49"},{"signal_id":"c6085ed1bb2ae3180a34f9ad8049db54","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 19.70% lower than men's (2017/18)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 19.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.80%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"160cd224d326d2963702ec6d16d1fd36","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 5.80% lower than men's (2017/18)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 5.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 78.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:49"},{"signal_id":"69fbcb0ef0852c6523bf0d29f0b9d77f","headline":"CARETECH HOLDINGS LIMITED: women's median hourly pay is 3.90% lower than men's (2017/18)","summary":"CARETECH HOLDINGS LIMITED reported a median hourly gender pay gap of 3.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.80%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARETECH HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2853/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"07e7f68673b16519951789d10428745d","headline":"ARIA HEALTHCARE GROUP LTD: women's median hourly pay is 2.00% lower than men's (2017/18)","summary":"ARIA HEALTHCARE GROUP LTD reported a median hourly gender pay gap of 2.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARIA HEALTHCARE GROUP LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2871/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"7819824f674f69151f2047eeae3a9390","headline":"CASUAL DINING SERVICES LIMITED: there is no median hourly pay gap (2017/18)","summary":"CASUAL DINING SERVICES LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.50%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CASUAL DINING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14837/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"416d509666240eb152485385905cc009","headline":"CATER LINK LIMITED: women's median hourly pay is 21.00% lower than men's (2017/18)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 21.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.80%. Women are 81.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"d8c69d891f6afd0dd9668cd4ea7e3153","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 28.80% lower than men's (2017/18)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 28.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.30%. Women are 13.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"ea3c09aa0b6673b6ad7b6a878dd25175","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2017/18)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.40%. Women are 51.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:49"},{"signal_id":"3d84c18087a113a5d15d06c2c26fbb34","headline":"CENTER PARCS LIMITED: women's median hourly pay is 13.20% lower than men's (2017/18)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 13.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.70%. Women are 58.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-17","captured_at":"2026-07-28 21:37:49"},{"signal_id":"9a69f645671d2fcbd98facd9d7e7f7b4","headline":"Central & North West London N H S: women's median hourly pay is 10.90% lower than men's (2017/18)","summary":"Central & North West London N H S reported a median hourly gender pay gap of 10.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.60%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central & North West London N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3031/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-08-01","captured_at":"2026-07-28 21:37:49"},{"signal_id":"91228c60974753ede43f1e99949f8e1f","headline":"CGI IT UK LIMITED: women's median hourly pay is 17.00% lower than men's (2017/18)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 17.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.80%. Women are 14.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-27","captured_at":"2026-07-28 21:37:49"},{"signal_id":"87c356ef02a6b86fcc9ddc5b1cd713b7","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 16.30% lower than men's (2017/18)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 16.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.70%. Women are 61.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"2f84ca00feacd13d5cb92adea594c096","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 1.10% lower than men's (2017/18)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 1.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.20%. Women are 53.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-18","captured_at":"2026-07-28 21:37:49"},{"signal_id":"58e5033942c407d4b502df5d7f3214e5","headline":"CINEWORLD CINEMAS LIMITED: women's median hourly pay is 2.10% lower than men's (2017/18)","summary":"CINEWORLD CINEMAS LIMITED reported a median hourly gender pay gap of 2.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 43.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CINEWORLD CINEMAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3254/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-07-05","captured_at":"2026-07-28 21:37:49"},{"signal_id":"9ce7ee529f393b2d3f7f093bc20ed011","headline":"CITY FACILITIES MANAGEMENT (UK) LIMITED: there is no median hourly pay gap (2017/18)","summary":"CITY FACILITIES MANAGEMENT (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.00%. Women are 33.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CITY FACILITIES MANAGEMENT (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3281/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-30","captured_at":"2026-07-28 21:37:49"},{"signal_id":"b25ed28876d7e85403aeec67ad4d8d50","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 11.10% lower than men's (2017/18)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 11.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 58.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:49"},{"signal_id":"91c33ffb0873f9b26faab1a9f81b3e61","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 12.80% lower than men's (2017/18)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 12.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.90%. Women are 30.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"9781df3ca64659c8a23e100ad42c2d3a","headline":"COGNIZANT WORLDWIDE LIMITED: women's median hourly pay is 11.60% lower than men's (2017/18)","summary":"COGNIZANT WORLDWIDE LIMITED reported a median hourly gender pay gap of 11.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.90%. Women are 11.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COGNIZANT WORLDWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/164/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-05","captured_at":"2026-07-28 21:37:49"},{"signal_id":"cb1e23fcd1cded74641c321bdac710c1","headline":"COLT TECHNOLOGY SERVICES: women's median hourly pay is 26.00% lower than men's (2017/18)","summary":"COLT TECHNOLOGY SERVICES reported a median hourly gender pay gap of 26.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.00%. Women are 15.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COLT TECHNOLOGY SERVICES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3459/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"6fcb134c47ff0bc424e604977d3fb052","headline":"CORAL RACING LIMITED: women's median hourly pay is 4.00% lower than men's (2017/18)","summary":"CORAL RACING LIMITED reported a median hourly gender pay gap of 4.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.00%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CORAL RACING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3561/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-16","captured_at":"2026-07-28 21:37:49"},{"signal_id":"885755a176baaf05eb4c7616aef12cff","headline":"CORDIA (SERVICES) LLP: women's median hourly pay is 2.70% lower than men's (2017/18)","summary":"CORDIA (SERVICES) LLP reported a median hourly gender pay gap of 2.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.00%. Women are 76.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CORDIA (SERVICES) LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3567/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-11","captured_at":"2026-07-28 21:37:49"},{"signal_id":"e697ba1c1fa080f9a9d1bd7391d4b30e","headline":"Cornwall Council: women's median hourly pay is 14.90% lower than men's (2017/18)","summary":"Cornwall Council reported a median hourly gender pay gap of 14.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.10%. Women are 54.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:49"},{"signal_id":"efebb1cb09e868829de1bb99c0a77115","headline":"COSTA LIMITED: there is no median hourly pay gap (2017/18)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 57.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"939079fac396fa318e3a33668d24e003","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 1.40% lower than men's (2017/18)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of 1.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.70%. Women are 39.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"7c9bd6fed43c1a805c97b8bfba8a886a","headline":"COUNTRYWIDE ESTATE AGENTS LIMITED: women's median hourly pay is 16.00% lower than men's (2017/18)","summary":"COUNTRYWIDE ESTATE AGENTS LIMITED reported a median hourly gender pay gap of 16.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.90%. Women are 44.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE ESTATE AGENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3639/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-30","captured_at":"2026-07-28 21:37:49"},{"signal_id":"be4b666f9b484e5f06feaa38ab232863","headline":"COUNTRYWIDE LIMITED: women's median hourly pay is 29.60% lower than men's (2017/18)","summary":"COUNTRYWIDE LIMITED reported a median hourly gender pay gap of 29.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.50%. Women are 29.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3641/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"923ec1263b3d12e4c3ae664a1e0810a7","headline":"County Durham And Darlington Nhs Foundation Trust: women's median hourly pay is 16.20% lower than men's (2017/18)","summary":"County Durham And Darlington Nhs Foundation Trust reported a median hourly gender pay gap of 16.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.40%. Women are 71.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"County Durham And Darlington Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3645/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-13","captured_at":"2026-07-28 21:37:49"},{"signal_id":"8b19b5a687766469ec8e4ab5be27f975","headline":"Coventry City Council: women's median hourly pay is 0.90% lower than men's (2017/18)","summary":"Coventry City Council reported a median hourly gender pay gap of 0.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.80%. Women are 66.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Coventry City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3655/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"8ebd9415a8cd583d72107c2b9f0158cd","headline":"Crown Prosecution Service: women's median hourly pay is 25.30% lower than men's (2017/18)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 25.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.60%. Women are 59.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"588ea9a475e192294d54bebce4e88513","headline":"Cumbria County Council: women's median hourly pay is 25.10% lower than men's (2017/18)","summary":"Cumbria County Council reported a median hourly gender pay gap of 25.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.50%. Women are 66.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3812/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"6a8d60182feb4c272329f0c3389ac9e2","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 5.70% lower than men's (2017/18)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 5.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.90%. Women are 45.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"08fda906091cbb907e93f46ae22fa415","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 27.20% lower than men's (2017/18)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 27.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.40%. Women are 17.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:49"},{"signal_id":"8b442a7e09469f750339276c0718e4b9","headline":"DEPARTMENT STORES REALISATIONS LIMITED: women's median hourly pay is 0.30% lower than men's (2017/18)","summary":"DEPARTMENT STORES REALISATIONS LIMITED reported a median hourly gender pay gap of 0.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.90%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEPARTMENT STORES REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/94/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:49"},{"signal_id":"c0fd9332b3f8aae9de212bf37f1fa148","headline":"DELOITTE LLP: women's median hourly pay is 12.10% lower than men's (2017/18)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 12.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-07-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"4b8c9ab605011e6e6bd226fd654b9ed9","headline":"Department for Business, Energy & Industrial Strategy: women's median hourly pay is 15.00% lower than men's (2017/18)","summary":"Department for Business, Energy & Industrial Strategy reported a median hourly gender pay gap of 15.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business, Energy & Industrial Strategy","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4028/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:49"},{"signal_id":"13f7e342e6aa211bd6408334df72bd4f","headline":"Department for Education: women's median hourly pay is 5.90% lower than men's (2017/18)","summary":"Department for Education reported a median hourly gender pay gap of 5.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.30%. Women are 53.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-06-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"8e31a04fdc653a5b95676aacd1b2ba72","headline":"Department For Transport: women's median hourly pay is 22.60% lower than men's (2017/18)","summary":"Department For Transport reported a median hourly gender pay gap of 22.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.90%. Women are 32.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:49"},{"signal_id":"5c4ad5af0acd37157b9feae1e2ebe72d","headline":"Department for Work And Pensions: there is no median hourly pay gap (2017/18)","summary":"Department for Work And Pensions reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.30%. Women are 62.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Work And Pensions","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4036/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:49"},{"signal_id":"6052d91010ce82dedee7eba8b29415cf","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 12.10% lower than men's (2017/18)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 12.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 42.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:49"},{"signal_id":"bef69720df4129d090d0d0fab8d089eb","headline":"Derby Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 14.20% lower than men's (2017/18)","summary":"Derby Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 14.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.20%. Women are 68.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derby Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4043/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"fc953a0ebd77ebc49503c641d215f115","headline":"Derbyshire County Council: women's median hourly pay is 25.30% lower than men's (2017/18)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 25.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.70%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"0f3fa75a31e0ac33a683ecc48282e23a","headline":"Devon & Cornwall Police: women's median hourly pay is 22.30% lower than men's (2017/18)","summary":"Devon & Cornwall Police reported a median hourly gender pay gap of 22.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.90%. Women are 26.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon & Cornwall Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9904/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-05-23","captured_at":"2026-07-28 21:37:49"},{"signal_id":"fa1707568eac34eddf3ec3e70187c20a","headline":"DFDS LOGISTICS LIMITED: women's median hourly pay is 4.5% higher than men's (2017/18)","summary":"DFDS LOGISTICS LIMITED reported a median hourly gender pay gap of -4.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -0.50%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DFDS LOGISTICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4084/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:49"},{"signal_id":"8025ce542f5669f74d0d6cb0442a99de","headline":"DFDS LOGISTICS SERVICES LIMITED: women's median hourly pay is 21.90% lower than men's (2017/18)","summary":"DFDS LOGISTICS SERVICES LIMITED reported a median hourly gender pay gap of 21.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.80%. Women are 3.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DFDS LOGISTICS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4085/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:49"},{"signal_id":"85428715c082e85bd4e6f31ccf1ac780","headline":"DFDS SEAWAYS PLC: women's median hourly pay is 4.10% lower than men's (2017/18)","summary":"DFDS SEAWAYS PLC reported a median hourly gender pay gap of 4.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DFDS SEAWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4086/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:49"},{"signal_id":"9e58f32d9b2158e0c9fe3daf48b1db05","headline":"DHL SERVICES LIMITED: women's median hourly pay is 13.20% lower than men's (2017/18)","summary":"DHL SERVICES LIMITED reported a median hourly gender pay gap of 13.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 17.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DHL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4099/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:49"},{"signal_id":"fad20f541ef905dfb99e17536bfbadcc","headline":"DIMENSIONS (UK) LIMITED: there is no median hourly pay gap (2017/18)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.00%. Women are 76.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:49"},{"signal_id":"83a47652caa0a4141d3da4c383f934b9","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 14.70% lower than men's (2017/18)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 14.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.70%. Women are 33.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-12","captured_at":"2026-07-28 21:37:49"},{"signal_id":"2c0e2b846fbea28aa6fd462d9d2b2de9","headline":"DLA PIPER UK LLP: women's median hourly pay is 12.20% lower than men's (2017/18)","summary":"DLA PIPER UK LLP reported a median hourly gender pay gap of 12.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.80%. Women are 49.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DLA PIPER UK LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4161/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:49"},{"signal_id":"80c97be1fc48a4ba7af23394b860da0c","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 26.50% lower than men's (2017/18)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 26.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 36.10%. Women are 68.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"5f0c11c51945b1871454d9b36c2a9f89","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 3.70% lower than men's (2017/18)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 3.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 46.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:49"},{"signal_id":"2effc4b12996e5d0e75a51a585661b5e","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 6.60% lower than men's (2017/18)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 6.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.10%. Women are 77.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:49"},{"signal_id":"217bc4667dda54ea496208697fca2737","headline":"DOT100 LIMITED: there is no median hourly pay gap (2017/18)","summary":"DOT100 LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 17.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DOT100 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16554/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:49"},{"signal_id":"e456d816eb7b521942fb18022624b097","headline":"DPDGROUP UK LTD: women's median hourly pay is 2.00% lower than men's (2017/18)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of 2.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -3.00%. Women are 20.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"aebfd36d114f647b51e10ef58c6ed861","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 6.60% lower than men's (2017/18)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 6.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.70%. Women are 19.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"af5a6575bdf734f5c5e82862e638526d","headline":"Dudley Metropolitan Borough Council: women's median hourly pay is 18.00% lower than men's (2017/18)","summary":"Dudley Metropolitan Borough Council reported a median hourly gender pay gap of 18.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 54.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dudley Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4294/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"69d1f2c837b6733c7f2686b8288a3e85","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 4.80% lower than men's (2017/18)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 4.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.40%. Women are 54.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"df05b32c5f7c25e8ec258d90544deef3","headline":"Durham County Council: women's median hourly pay is 4.30% lower than men's (2017/18)","summary":"Durham County Council reported a median hourly gender pay gap of 4.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 60.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f1e3c383058fa9b50ada153e73064725","headline":"E.ON ENERGY SOLUTIONS LIMITED: women's median hourly pay is 17.90% lower than men's (2017/18)","summary":"E.ON ENERGY SOLUTIONS LIMITED reported a median hourly gender pay gap of 17.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.40%. Women are 38.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON ENERGY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4360/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-16","captured_at":"2026-07-28 21:37:50"},{"signal_id":"428b30c8c22ed17363b77397a4e6e533","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 13.20% lower than men's (2017/18)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 13.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.00%. Women are 62.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"bff65a13e66d59e21000ee746cee8e97","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 17.70% lower than men's (2017/18)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 17.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.90%. Women are 60.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"9fdcda37c1ff673cac8ddfbff68a3ad0","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 6.00% lower than men's (2017/18)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of 6.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.80%. Women are 73.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"b13a58cc84718502469430fd13335119","headline":"East London NHS Foundation Trust: women's median hourly pay is 7.00% lower than men's (2017/18)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 7.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.50%. Women are 63.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"511537364356c456962642ce0aec191a","headline":"EAST MIDLANDS INTERNATIONAL AIRPORT LIMITED: women's median hourly pay is 1.30% lower than men's (2017/18)","summary":"EAST MIDLANDS INTERNATIONAL AIRPORT LIMITED reported a median hourly gender pay gap of 1.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.70%. Women are 20.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EAST MIDLANDS INTERNATIONAL AIRPORT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4404/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-02","captured_at":"2026-07-28 21:37:50"},{"signal_id":"21561d164c5dd131ca4360844b79a27c","headline":"East Riding of Yorkshire Council: women's median hourly pay is 12.00% lower than men's (2017/18)","summary":"East Riding of Yorkshire Council reported a median hourly gender pay gap of 12.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.10%. Women are 44.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Riding of Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4408/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"13aa1fd4c36c07999b194c8a09c072dc","headline":"East Sussex Council: women's median hourly pay is 7.20% lower than men's (2017/18)","summary":"East Sussex Council reported a median hourly gender pay gap of 7.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 69.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4411/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-15","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3142e02781ac9719fdf8ddf2694c3da2","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 3.50% lower than men's (2017/18)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 3.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.60%. Women are 68.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"47e662f3d3cfa110ee6f0189ad5c5f14","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 18.80% lower than men's (2017/18)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 18.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.30%. Women are 6.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"ca4f452daaa83eb1cb786282aab06455","headline":"EDF ENERGY LIMITED: women's median hourly pay is 31.50% lower than men's (2017/18)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 31.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 31.90%. Women are 25.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"0bc72cc6c786a36c4896e9390f4dcc30","headline":"EE LIMITED: women's median hourly pay is 11.90% lower than men's (2017/18)","summary":"EE LIMITED reported a median hourly gender pay gap of 11.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.40%. Women are 33.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:50"},{"signal_id":"6637cb2f84d653856478ebd09c4ae52f","headline":"ELEVATE PORTFOLIO SERVICES LIMITED: women's median hourly pay is 25.00% lower than men's (2017/18)","summary":"ELEVATE PORTFOLIO SERVICES LIMITED reported a median hourly gender pay gap of 25.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.00%. Women are 30.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELEVATE PORTFOLIO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4550/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:50"},{"signal_id":"1a059df174959c79afa774da77cc6efc","headline":"ELIOR UK PLC: women's median hourly pay is 16.60% lower than men's (2017/18)","summary":"ELIOR UK PLC reported a median hourly gender pay gap of 16.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.60%. Women are 44.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIOR UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4554/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"23ade93e69f6801ee91319f8ef7bf7a0","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 21.50% lower than men's (2017/18)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 21.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.10%. Women are 25.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"a5b996fda39d6eb093f9e912eba70b2f","headline":"ERNST & YOUNG SERVICES LIMITED: women's median hourly pay is 14.80% lower than men's (2017/18)","summary":"ERNST & YOUNG SERVICES LIMITED reported a median hourly gender pay gap of 14.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.70%. Women are 35.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/657/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-10-09","captured_at":"2026-07-28 21:37:50"},{"signal_id":"673fe2ca3fffed3fcb8d660538617b68","headline":"Essex County Council: women's median hourly pay is 9.70% lower than men's (2017/18)","summary":"Essex County Council reported a median hourly gender pay gap of 9.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.70%. Women are 67.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"9a2003a7aed28d903dbdb0b4aaafc521","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 7.50% lower than men's (2017/18)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 7.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.90%. Women are 71.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"b05c3961b8b9d860af0cc05fdbe94690","headline":"ESTEE LAUDER COSMETICS LIMITED: women's median hourly pay is 21.00% lower than men's (2017/18)","summary":"ESTEE LAUDER COSMETICS LIMITED reported a median hourly gender pay gap of 21.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 36.30%. Women are 85.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ESTEE LAUDER COSMETICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4741/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3349ec1f7b31acc9946eb359d5e7ddb2","headline":"EUI LIMITED: women's median hourly pay is 4.30% lower than men's (2017/18)","summary":"EUI LIMITED reported a median hourly gender pay gap of 4.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.10%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EUI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4757/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c04f8b6dd6e209840af61418d521b1cd","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 3.50% lower than men's (2017/18)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of 3.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.60%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c948c0720280ed03372655c7fdda1a21","headline":"ASDA EXPRESS LIMITED: women's median hourly pay is 3.80% lower than men's (2017/18)","summary":"ASDA EXPRESS LIMITED reported a median hourly gender pay gap of 3.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 40.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA EXPRESS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4765/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"92cd4dae453aac992d0e562a7a9ade5f","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 26.00% lower than men's (2017/18)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 26.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.80%. Women are 7.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"5c6a486f63dc79d83251ffe0e376b645","headline":"FIRSTSOURCE SOLUTIONS UK LIMITED: women's median hourly pay is 2.8% higher than men's (2017/18)","summary":"FIRSTSOURCE SOLUTIONS UK LIMITED reported a median hourly gender pay gap of -2.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -0.20%. Women are 45.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRSTSOURCE SOLUTIONS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5039/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f7ab2a5b07b0dd839f6d87ba58e6174e","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 3.5% higher than men's (2017/18)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of -3.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -1.70%. Women are 12.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c091bc98ec2f35b2166f5b331f312696","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 2.80% lower than men's (2017/18)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 2.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.90%. Women are 68.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"e70785cf187839987dc4ad3795fac7a1","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 17.90% lower than men's (2017/18)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 17.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.70%. Women are 16.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-09-12","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3f57c2a60d8939c455223c462cdfcfcf","headline":"G4S FACILITIES MANAGEMENT (UK) LIMITED: there is no median hourly pay gap (2017/18)","summary":"G4S FACILITIES MANAGEMENT (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.90%. Women are 44.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S FACILITIES MANAGEMENT (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5335/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"fd847974b030c3d99dc235d0fdfe01af","headline":"G4S SECURE SOLUTIONS (UK) LIMITED: women's median hourly pay is 3.20% lower than men's (2017/18)","summary":"G4S SECURE SOLUTIONS (UK) LIMITED reported a median hourly gender pay gap of 3.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.60%. Women are 14.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S SECURE SOLUTIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5342/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"b8d5f03e1b6e08099e458e6004236a1c","headline":"GALLIFORD TRY EMPLOYMENT LIMITED: women's median hourly pay is 33.20% lower than men's (2017/18)","summary":"GALLIFORD TRY EMPLOYMENT LIMITED reported a median hourly gender pay gap of 33.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.70%. Women are 9.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GALLIFORD TRY EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5361/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:50"},{"signal_id":"64561d25d0f8efda55486e35ff519454","headline":"GAP PERSONNEL HOLDINGS LIMITED: there is no median hourly pay gap (2017/18)","summary":"GAP PERSONNEL HOLDINGS LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.80%. Women are 22.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GAP PERSONNEL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5381/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"6463bb101bc9f9fbb5f4b2f7441be43e","headline":"GI GROUP RECRUITMENT LTD: women's median hourly pay is 5.70% lower than men's (2017/18)","summary":"GI GROUP RECRUITMENT LTD reported a median hourly gender pay gap of 5.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.90%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GI GROUP RECRUITMENT LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5492/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"0cbb5e760bb48b0316a23da2192da960","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 1.60% lower than men's (2017/18)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of 1.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.50%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:50"},{"signal_id":"5a6757f28f50e2317b3fce7e20730e8c","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 11.50% lower than men's (2017/18)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 11.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.60%. Women are 67.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-19","captured_at":"2026-07-28 21:37:50"},{"signal_id":"b175345adad2b8aab47d4fb5e1986655","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 19.00% lower than men's (2017/18)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 19.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.70%. Women are 7.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"593f01188fc7d39c42c32a6a079596cf","headline":"BUILDING SUPPLIES DISTRIBUTION LIMITED: women's median hourly pay is 0.60% lower than men's (2017/18)","summary":"BUILDING SUPPLIES DISTRIBUTION LIMITED reported a median hourly gender pay gap of 0.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 14.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUILDING SUPPLIES DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5644/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c4472869d8fcff2603fe47efbafd036e","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 7.60% lower than men's (2017/18)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 7.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.20%. Women are 77.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"77b8076e82f1642c8a85ee9df6a841f6","headline":"Greater Manchester Police: women's median hourly pay is 14.10% lower than men's (2017/18)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 14.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.90%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c8bd2e527acc447578a16e45db69e12f","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 2.00% lower than men's (2017/18)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 2.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3b0d29456a62b6fb987d4d5264e95851","headline":"GREENE KING RETAIL SERVICES LIMITED: there is no median hourly pay gap (2017/18)","summary":"GREENE KING RETAIL SERVICES LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.70%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING RETAIL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5704/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-15","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c139d6c6ec736615507b5b49d092aaa9","headline":"GREENE KING SERVICES LIMITED: women's median hourly pay is 10.00% lower than men's (2017/18)","summary":"GREENE KING SERVICES LIMITED reported a median hourly gender pay gap of 10.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.10%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5707/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-15","captured_at":"2026-07-28 21:37:50"},{"signal_id":"d14cc8029d61a015883ccb80e1eba622","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 6.9% higher than men's (2017/18)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -6.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -11.90%. Women are 65.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-30","captured_at":"2026-07-28 21:37:50"},{"signal_id":"6247bb3b758228ae8d3a2a593425356a","headline":"GREGGS PLC: women's median hourly pay is 11.70% lower than men's (2017/18)","summary":"GREGGS PLC reported a median hourly gender pay gap of 11.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.70%. Women are 49.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-25","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f200eac485dd111906fadfc69e02a973","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 10.70% lower than men's (2017/18)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 10.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.50%. Women are 61.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"53050f1295726d29565896b909259b57","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 3.90% lower than men's (2017/18)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 3.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.10%. Women are 74.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-16","captured_at":"2026-07-28 21:37:50"},{"signal_id":"aaef489391058c410b709616a7e5e665","headline":"HALFORDS GROUP PLC: women's median hourly pay is 2.80% lower than men's (2017/18)","summary":"HALFORDS GROUP PLC reported a median hourly gender pay gap of 2.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.10%. Women are 17.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5875/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"5dcb39286940299120c61e9dc2ce56c8","headline":"HALFORDS LIMITED: women's median hourly pay is 0.90% lower than men's (2017/18)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 0.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.30%. Women are 24.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"a2c3ef7e74627a7a26576381cff3d673","headline":"Hampshire Constabulary: women's median hourly pay is 18.70% lower than men's (2017/18)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 18.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.70%. Women are 32.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"8c0386e868f1826e7b00c1c34af4d5f6","headline":"Hampshire County Council: women's median hourly pay is 21.70% lower than men's (2017/18)","summary":"Hampshire County Council reported a median hourly gender pay gap of 21.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.70%. Women are 66.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"b2344d17ebfd317b2ca7214615909677","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 1.20% lower than men's (2017/18)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 1.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.60%. Women are 68.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"e493828781ec0b7a5a9e35a93a8ea377","headline":"HARRODS LIMITED: women's median hourly pay is 1% higher than men's (2017/18)","summary":"HARRODS LIMITED reported a median hourly gender pay gap of -1.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.20%. Women are 50.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HARRODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5961/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"b8963b1a4637f449fed910d61572e6dd","headline":"HAYS SPECIALIST RECRUITMENT LIMITED: women's median hourly pay is 2.10% lower than men's (2017/18)","summary":"HAYS SPECIALIST RECRUITMENT LIMITED reported a median hourly gender pay gap of 2.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 48.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS SPECIALIST RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6019/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"fec65b46b7a84e6a920631cd3a255ee5","headline":"HBOS PLC: women's median hourly pay is 26.40% lower than men's (2017/18)","summary":"HBOS PLC reported a median hourly gender pay gap of 26.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.90%. Women are 40.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"2343ea8889b4a1fefb0d70c4bb972a6f","headline":"HC-ONE LIMITED: there is no median hourly pay gap (2017/18)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.40%. Women are 83.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"0a3b6922d2b7b0c31903520dfb274b7b","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 2.8% higher than men's (2017/18)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of -2.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.10%. Women are 63.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"ad704ea9058875808d3086597c19ad75","headline":"Heart Of England NHS Foundation Trust: women's median hourly pay is 17.50% lower than men's (2017/18)","summary":"Heart Of England NHS Foundation Trust reported a median hourly gender pay gap of 17.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.80%. Women are 68.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Heart Of England NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6055/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-14","captured_at":"2026-07-28 21:37:50"},{"signal_id":"aa27b38838d119f7822857cd1d99cc8b","headline":"HM Land Registry: women's median hourly pay is 18.50% lower than men's (2017/18)","summary":"HM Land Registry reported a median hourly gender pay gap of 18.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 46.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:50"},{"signal_id":"76e2bf91b7ee6236da530d1b9552de2b","headline":"Hertfordshire County Council: women's median hourly pay is 0.4% higher than men's (2017/18)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of -0.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -0.90%. Women are 64.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f015d82be587b71c6ed40072542731c8","headline":"HHGL LIMITED: women's median hourly pay is 5.40% lower than men's (2017/18)","summary":"HHGL LIMITED reported a median hourly gender pay gap of 5.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 41.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HHGL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14492/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-16","captured_at":"2026-07-28 21:37:50"},{"signal_id":"5bb5c41f2ca27cc0248ee3fd74f0b6df","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 1.4% higher than men's (2017/18)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of -1.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.40%. Women are 27.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:50"},{"signal_id":"4deb5cc0704fbf9b6c0e6f18d4cdc78f","headline":"HILTON UK HOTELS LIMITED: women's median hourly pay is 3.10% lower than men's (2017/18)","summary":"HILTON UK HOTELS LIMITED reported a median hourly gender pay gap of 3.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.00%. Women are 47.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HILTON UK HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16178/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"1cd59e46ff4f76fff401fa7a5e98cc55","headline":"HM Revenue and Customs (HMRC): women's median hourly pay is 12.50% lower than men's (2017/18)","summary":"HM Revenue and Customs (HMRC) reported a median hourly gender pay gap of 12.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 46.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Revenue and Customs (HMRC)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14655/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c09d41c377d3ca365714577c6048f13e","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 2.90% lower than men's (2017/18)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 2.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.80%. Women are 60.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"2dab350d7711299daf9e2479644db361","headline":"Home Office: women's median hourly pay is 15.10% lower than men's (2017/18)","summary":"Home Office reported a median hourly gender pay gap of 15.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.10%. Women are 41.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:50"},{"signal_id":"73a747f2b0098c6f9a8f77a314abf8ab","headline":"HF STORES REALISATIONS LIMITED: women's median hourly pay is 1.00% lower than men's (2017/18)","summary":"HF STORES REALISATIONS LIMITED reported a median hourly gender pay gap of 1.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.00%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HF STORES REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/169/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-05","captured_at":"2026-07-28 21:37:50"},{"signal_id":"4fe31b655c9675a0412c6c208ea5b1e4","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 1.50% lower than men's (2017/18)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 1.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.50%. Women are 25.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"41f5648f1bbb3487a2a12bd429683009","headline":"HSBC BANK PLC: women's median hourly pay is 29.00% lower than men's (2017/18)","summary":"HSBC BANK PLC reported a median hourly gender pay gap of 29.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 59.00%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6366/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-15","captured_at":"2026-07-28 21:37:50"},{"signal_id":"fd37b4b13fb579075479849cc84eb13d","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 33.00% lower than men's (2017/18)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 33.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 31.00%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-15","captured_at":"2026-07-28 21:37:50"},{"signal_id":"d77ae5a2dc9d54bcc5c3621d5cebaefd","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 22.90% lower than men's (2017/18)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 22.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.90%. Women are 61.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:50"},{"signal_id":"e2d8feb6586212c76f8e72330ac75fe4","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 14.60% lower than men's (2017/18)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 14.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.90%. Women are 17.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"dd367787746031d98471975e632483cf","headline":"ICELAND FOODS LIMITED: women's median hourly pay is 10.00% lower than men's (2017/18)","summary":"ICELAND FOODS LIMITED reported a median hourly gender pay gap of 10.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.20%. Women are 32.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICELAND FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6470/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"26fe839fef625a5a23c4264073d1cdcc","headline":"IKEA LIMITED: women's median hourly pay is 6.10% lower than men's (2017/18)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 6.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.90%. Women are 44.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-30","captured_at":"2026-07-28 21:37:50"},{"signal_id":"db976d49265c316ea1a9c9d08a0796e1","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 13.30% lower than men's (2017/18)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of 13.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.70%. Women are 59.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c51bebad158c398e6a1570486ba0de30","headline":"Imperial College London: women's median hourly pay is 9.40% lower than men's (2017/18)","summary":"Imperial College London reported a median hourly gender pay gap of 9.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.40%. Women are 29.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3e58da737012c8d0b1e6c58e832de253","headline":"GROUP 1 RETAIL LIMITED: women's median hourly pay is 4.70% lower than men's (2017/18)","summary":"GROUP 1 RETAIL LIMITED reported a median hourly gender pay gap of 4.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.30%. Women are 21.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GROUP 1 RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/64/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-14","captured_at":"2026-07-28 21:37:50"},{"signal_id":"a7071fac4197304e1325d9f7653d26f8","headline":"MITIE FM LIMITED: women's median hourly pay is 12.10% lower than men's (2017/18)","summary":"MITIE FM LIMITED reported a median hourly gender pay gap of 12.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.90%. Women are 35.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6729/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"9f4444d878fa13ba1ccd8c334cc20bda","headline":"MITIE FS (UK) LIMITED: women's median hourly pay is 0.60% lower than men's (2017/18)","summary":"MITIE FS (UK) LIMITED reported a median hourly gender pay gap of 0.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.60%. Women are 42.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6731/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"087c21d77d9e41c960dd903ac0db454a","headline":"ISS FACILITY SERVICES LIMITED: women's median hourly pay is 12.00% lower than men's (2017/18)","summary":"ISS FACILITY SERVICES LIMITED reported a median hourly gender pay gap of 12.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.00%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS FACILITY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6805/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"a9e4a5f0c3a3c9e12c321698f70e728d","headline":"ISS MEDICLEAN LIMITED: women's median hourly pay is 3.00% lower than men's (2017/18)","summary":"ISS MEDICLEAN LIMITED reported a median hourly gender pay gap of 3.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -3.00%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS MEDICLEAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6807/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"76d087c8de16f2318336c41ba5b76731","headline":"J D WETHERSPOON PLC: women's median hourly pay is 2.50% lower than men's (2017/18)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 2.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.20%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"74cf51c99062fda31c981997cb787558","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 3.80% lower than men's (2017/18)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of 3.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 10.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:50"},{"signal_id":"7c56c1d2a6a8d92c376d8929c616ab08","headline":"JD SPORTS FASHION PLC: women's median hourly pay is 0.40% lower than men's (2017/18)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 0.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.30%. Women are 39.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"26557e5d2a5909017dc095902d1bee13","headline":"JEWSON LIMITED: women's median hourly pay is 0.6% higher than men's (2017/18)","summary":"JEWSON LIMITED reported a median hourly gender pay gap of -0.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.30%. Women are 16.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JEWSON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6971/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:50"},{"signal_id":"dde0aa4e88222b147eb89c6d2431d578","headline":"JOHN CRANE UK LIMITED: women's median hourly pay is 20.60% lower than men's (2017/18)","summary":"JOHN CRANE UK LIMITED reported a median hourly gender pay gap of 20.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.20%. Women are 8.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN CRANE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6994/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"859fb3f5bb64c7afe217ed628aa524db","headline":"JOHN LEWIS PLC: women's median hourly pay is 7.80% lower than men's (2017/18)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 7.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.90%. Women are 44.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-17","captured_at":"2026-07-28 21:37:50"},{"signal_id":"fadd6e772f73e1fc34cb41f00c1d522b","headline":"JOHNSONS TEXTILE SERVICES LIMITED: women's median hourly pay is 12.90% lower than men's (2017/18)","summary":"JOHNSONS TEXTILE SERVICES LIMITED reported a median hourly gender pay gap of 12.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.50%. Women are 26.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHNSONS TEXTILE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7031/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"40dc818547ef477490098f571eecb5dd","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 23.00% lower than men's (2017/18)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 23.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.00%. Women are 24.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"6c397e1730ae40a5b6f41a4ad016cee2","headline":"Kent County Council: women's median hourly pay is 18.20% lower than men's (2017/18)","summary":"Kent County Council reported a median hourly gender pay gap of 18.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.60%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"da0244d9beb0d463a5505a3040881ff8","headline":"Kent Police: women's median hourly pay is 27.50% lower than men's (2017/18)","summary":"Kent Police reported a median hourly gender pay gap of 27.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 25.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"806d66a4d214d8bbde36fd311519cd0b","headline":"KENTUCKY FRIED CHICKEN (GREAT BRITAIN) LIMITED: there is no median hourly pay gap (2017/18)","summary":"KENTUCKY FRIED CHICKEN (GREAT BRITAIN) LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.70%. Women are 45.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KENTUCKY FRIED CHICKEN (GREAT BRITAIN) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7204/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-30","captured_at":"2026-07-28 21:37:50"},{"signal_id":"1f55d591800571112ef7ba0f8546befe","headline":"KIER LIMITED: women's median hourly pay is 26.00% lower than men's (2017/18)","summary":"KIER LIMITED reported a median hourly gender pay gap of 26.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.00%. Women are 12.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:50"},{"signal_id":"7a3245c67831dbd14ac8e03ca5b3d2b9","headline":"King's College Hospital: women's median hourly pay is 17.80% lower than men's (2017/18)","summary":"King's College Hospital reported a median hourly gender pay gap of 17.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.60%. Women are 60.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-30","captured_at":"2026-07-28 21:37:50"},{"signal_id":"cec77007301a4f91c92dd2e0754ee6eb","headline":"King's College London: women's median hourly pay is 14.3% lower than men's (2017/18)","summary":"King's College London reported a median hourly gender pay gap of 14.3% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.5%. Women are 39.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"258709585b0a290b3eb411e904145e2e","headline":"Kirklees Council: women's median hourly pay is 16.30% lower than men's (2017/18)","summary":"Kirklees Council reported a median hourly gender pay gap of 16.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 61.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-12","captured_at":"2026-07-28 21:37:50"},{"signal_id":"16dd7a055f5d98ed56fe6884948e8438","headline":"KPMG UK LIMITED: women's median hourly pay is 22.10% lower than men's (2017/18)","summary":"KPMG UK LIMITED reported a median hourly gender pay gap of 22.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.30%. Women are 33.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14843/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"a6d12eb53482694848ced732ae3a9536","headline":"KUEHNE + NAGEL LIMITED: women's median hourly pay is 8.10% lower than men's (2017/18)","summary":"KUEHNE + NAGEL LIMITED reported a median hourly gender pay gap of 8.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.90%. Women are 23.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KUEHNE + NAGEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7381/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-24","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3fc83ce65fec829f13232dbd59f0f29b","headline":"KWIK-FIT (GB) LIMITED: women's median hourly pay is 15.2% higher than men's (2017/18)","summary":"KWIK-FIT (GB) LIMITED reported a median hourly gender pay gap of -15.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -4.50%. Women are 7.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KWIK-FIT (GB) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7386/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-21","captured_at":"2026-07-28 21:37:50"},{"signal_id":"1f4cdecb07e2822d319d0db4417a9a48","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 2.00% lower than men's (2017/18)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 2.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.00%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-16","captured_at":"2026-07-28 21:37:50"},{"signal_id":"40083243bffaceb92038ea188387aeda","headline":"LADBROKES CORAL GROUP LIMITED: women's median hourly pay is 2.50% lower than men's (2017/18)","summary":"LADBROKES CORAL GROUP LIMITED reported a median hourly gender pay gap of 2.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.00%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES CORAL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7404/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-16","captured_at":"2026-07-28 21:37:50"},{"signal_id":"ecaa5266dde5084626568587a51de4e9","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 8.80% lower than men's (2017/18)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 8.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.60%. Women are 9.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"524e4387b095706db3330eba7e8dd6e8","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 2.50% lower than men's (2017/18)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 2.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.80%. Women are 72.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:50"},{"signal_id":"8899ac323c2c6f2a9beaf7aa52843727","headline":"Lancashire Constabulary: women's median hourly pay is 24.70% lower than men's (2017/18)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 24.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.40%. Women are 25.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"eb623576f77bb958babb5d4dba45b0da","headline":"Lancashire County Council: women's median hourly pay is 20.30% lower than men's (2017/18)","summary":"Lancashire County Council reported a median hourly gender pay gap of 20.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"38669cbe63db1fa4e4e8bd2b1e852ce8","headline":"Lancashire Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 0.10% lower than men's (2017/18)","summary":"Lancashire Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 0.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.70%. Women are 71.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7429/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"ca9a92431a70e23f184dbc8c9ef849b7","headline":"Leeds City Council: women's median hourly pay is 13.10% lower than men's (2017/18)","summary":"Leeds City Council reported a median hourly gender pay gap of 13.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.60%. Women are 58.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-10","captured_at":"2026-07-28 21:37:50"},{"signal_id":"2abf7a433d54e9a2067a52b19aba1eeb","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 9.40% lower than men's (2017/18)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 9.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.90%. Women are 61.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:50"},{"signal_id":"1f2e13bfc9c3a85b23003ef9be86deda","headline":"Leicester City Council: women's median hourly pay is 3.10% lower than men's (2017/18)","summary":"Leicester City Council reported a median hourly gender pay gap of 3.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.50%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7551/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-15","captured_at":"2026-07-28 21:37:50"},{"signal_id":"fd34add383a8fb83dea497ae425becce","headline":"Leicestershire County Council: women's median hourly pay is 20.00% lower than men's (2017/18)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 20.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.00%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:50"},{"signal_id":"7d4626ab799381e9698da52bd89c4196","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 4.00% lower than men's (2017/18)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 4.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.70%. Women are 75.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:50"},{"signal_id":"0fd4af53dec98069fe670614cbdae3a2","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: there is no median hourly pay gap (2017/18)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.60%. Women are 44.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"41dec005db0495fc2bdb5de27b78954f","headline":"LEONARD CHESHIRE DISABILITY: women's median hourly pay is 0.7% higher than men's (2017/18)","summary":"LEONARD CHESHIRE DISABILITY reported a median hourly gender pay gap of -0.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 78.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARD CHESHIRE DISABILITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16906/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"e7ea2b224af648284e58a8405a18337d","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 12.30% lower than men's (2017/18)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 12.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.50%. Women are 68.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"1aef14ee26229a822bd4daf26cd57623","headline":"LHR AIRPORTS LIMITED: women's median hourly pay is 6.50% lower than men's (2017/18)","summary":"LHR AIRPORTS LIMITED reported a median hourly gender pay gap of 6.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.70%. Women are 24.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LHR AIRPORTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15628/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:50"},{"signal_id":"76af6cab0f0c986fa77d56a5319fc11d","headline":"LIDL GREAT BRITAIN LIMITED: women's median hourly pay is 3.00% lower than men's (2017/18)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 3.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 30.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-06","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3fb0924eda7e51f9772291985c7c9f0d","headline":"LIFEWAYS COMMUNITY CARE LIMITED: women's median hourly pay is 0.90% lower than men's (2017/18)","summary":"LIFEWAYS COMMUNITY CARE LIMITED reported a median hourly gender pay gap of 0.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.30%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFEWAYS COMMUNITY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7639/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-17","captured_at":"2026-07-28 21:37:50"},{"signal_id":"e15b307d83c41626946ccf63cfbdadc5","headline":"LLOYDS BANK PLC: women's median hourly pay is 42.70% lower than men's (2017/18)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 42.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 37.60%. Women are 31.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"467251ec2177d7a74cafcafb8031153d","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 32.80% lower than men's (2017/18)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 32.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.80%. Women are 35.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-05","captured_at":"2026-07-28 21:37:50"},{"signal_id":"bd1a7be7fc40a9258e5aa96ef3a6788f","headline":"DIAMOND DCO TWO LIMITED: women's median hourly pay is 3.00% lower than men's (2017/18)","summary":"DIAMOND DCO TWO LIMITED reported a median hourly gender pay gap of 3.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 31.00%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIAMOND DCO TWO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7731/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"33a08af2264730acfbb8f60f32746270","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 0.30% lower than men's (2017/18)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 0.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"33fba7e4ff71f6868a340cf228a350a6","headline":"London Fire Brigade: women's median hourly pay is 4.1% higher than men's (2017/18)","summary":"London Fire Brigade reported a median hourly gender pay gap of -4.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -8.90%. Women are 24.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"fb1a0f525c01df275ccc6a4ecc83ecf5","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 1.80% lower than men's (2017/18)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 1.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.30%. Women are 7.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"409c02caaab1aa0f740c54cd163c4b47","headline":"London North West University Healthcare Trust: women's median hourly pay is 4.00% lower than men's (2017/18)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 4.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.60%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:50"},{"signal_id":"4346ff5e55af3e1fb86c0942cf8bbf4e","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 19.30% lower than men's (2017/18)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 19.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.80%. Women are 10.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:50"},{"signal_id":"31eeca3db8acad809166962f5e7b556a","headline":"Luton And Dunstable University Hospital Nhs Foundation Trust: women's median hourly pay is 17.40% lower than men's (2017/18)","summary":"Luton And Dunstable University Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 17.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.10%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Luton And Dunstable University Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7908/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3a2dff568ec242de5ce183ba16d40669","headline":"Maidstone And Tunbridge Wells Nhs Trust: women's median hourly pay is 6.00% lower than men's (2017/18)","summary":"Maidstone And Tunbridge Wells Nhs Trust reported a median hourly gender pay gap of 6.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.00%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Maidstone And Tunbridge Wells Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8009/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"46ac6ca791e1896f2beb66eb559e77e2","headline":"MANCHESTER AIRPORT PLC: women's median hourly pay is 3.70% lower than men's (2017/18)","summary":"MANCHESTER AIRPORT PLC reported a median hourly gender pay gap of 3.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.30%. Women are 26.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANCHESTER AIRPORT PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8046/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-02","captured_at":"2026-07-28 21:37:50"},{"signal_id":"cc1c5155f988f5cee77e35f9eef2b102","headline":"Manchester City Council: women's median hourly pay is 8.80% lower than men's (2017/18)","summary":"Manchester City Council reported a median hourly gender pay gap of 8.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.10%. Women are 59.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"40883efe52b66a2f6650acabd1190951","headline":"MANPOWER UK LIMITED: women's median hourly pay is 5.20% lower than men's (2017/18)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 5.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.70%. Women are 26.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"70ae0d69431698d8648dd19ebc023310","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 3.30% lower than men's (2017/18)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 3.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 66.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"6cb22b5fa7fedc869a4e0a0b2895498d","headline":"MARRIOTT HOTELS LIMITED: women's median hourly pay is 2.50% lower than men's (2017/18)","summary":"MARRIOTT HOTELS LIMITED reported a median hourly gender pay gap of 2.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 46.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARRIOTT HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8128/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"61180edc2ac93f1a5df8731658c7463a","headline":"MARSTON'S TRADING LIMITED: there is no median hourly pay gap (2017/18)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.90%. Women are 28.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-09-21","captured_at":"2026-07-28 21:37:50"},{"signal_id":"9e741133e4436855455fbb748cfd9e58","headline":"MARTIN MCCOLL LIMITED: women's median hourly pay is 3.00% lower than men's (2017/18)","summary":"MARTIN MCCOLL LIMITED reported a median hourly gender pay gap of 3.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.30%. Women are 48.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARTIN MCCOLL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8154/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"fbf2ad8ccf7371fddd7b063bf026e49c","headline":"MATALAN RETAIL LTD.: there is no median hourly pay gap (2017/18)","summary":"MATALAN RETAIL LTD. reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.70%. Women are 57.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MATALAN RETAIL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8179/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"e4389d0bc55ac767d42dedea16211570","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2017/18)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 47.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f071b9a9d3137836d3b75e87e2f74100","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 2.70% lower than men's (2017/18)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 2.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.60%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:50"},{"signal_id":"bb96359ca4678ce0eec909b1a85793af","headline":"Merseyside Police: women's median hourly pay is 16.40% lower than men's (2017/18)","summary":"Merseyside Police reported a median hourly gender pay gap of 16.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.20%. Women are 24.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Merseyside Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8367/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"4edf5075f004e2e0271499e391b478e1","headline":"METHODIST HOMES: women's median hourly pay is 2.60% lower than men's (2017/18)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 2.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.50%. Women are 85.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-05","captured_at":"2026-07-28 21:37:50"},{"signal_id":"79211d4d4f571ea5b3adbbfa729120d7","headline":"Metropolitan Police Service: women's median hourly pay is 12.50% lower than men's (2017/18)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 12.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.20%. Women are 23.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:50"},{"signal_id":"6b7cf1a85238d211982aaf974beba4d5","headline":"Mid Essex Hospital Services NHS Trust: women's median hourly pay is 7.10% lower than men's (2017/18)","summary":"Mid Essex Hospital Services NHS Trust reported a median hourly gender pay gap of 7.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.60%. Women are 65.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Essex Hospital Services NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15512/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"606cb4af2a9ee240fb72171c53907ef0","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 21.80% lower than men's (2017/18)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 21.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 34.00%. Women are 69.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-20","captured_at":"2026-07-28 21:37:50"},{"signal_id":"2efa785c21258d1c4e2b86ead304f876","headline":"Ministry Of Defence: women's median hourly pay is 14.60% lower than men's (2017/18)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 14.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.50%. Women are 25.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c4cd1d6cd6cddfae274bd0afcd2860e8","headline":"Ministry of Justice: women's median hourly pay is 15.30% lower than men's (2017/18)","summary":"Ministry of Justice reported a median hourly gender pay gap of 15.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.80%. Women are 51.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry of Justice","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8499/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"371ae6815ba80719660bb010c2172429","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: women's median hourly pay is 5.50% lower than men's (2017/18)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 5.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.80%. Women are 40.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c8f27f577f4ae6d9e66aed0cb6166cf1","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 5.00% lower than men's (2017/18)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 5.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.20%. Women are 40.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"ebf024c38945723a10fb099035acbde4","headline":"MITIE CLEANING & ENVIRONMENTAL SERVICES LIMITED: women's median hourly pay is 0.20% lower than men's (2017/18)","summary":"MITIE CLEANING & ENVIRONMENTAL SERVICES LIMITED reported a median hourly gender pay gap of 0.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.70%. Women are 52.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE CLEANING & ENVIRONMENTAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14717/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"86ff95c5cd839bdf5d1ce9142e8cf976","headline":"MITIE SECURITY LIMITED: women's median hourly pay is 10.9% higher than men's (2017/18)","summary":"MITIE SECURITY LIMITED reported a median hourly gender pay gap of -10.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -6.90%. Women are 18.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE SECURITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8542/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:50"},{"signal_id":"1818694d7edb0d6a0d486c202320b016","headline":"MONDAYS (TOPCO) LIMITED: women's median hourly pay is 1.3% higher than men's (2017/18)","summary":"MONDAYS (TOPCO) LIMITED reported a median hourly gender pay gap of -1.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.60%. Women are 51.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MONDAYS (TOPCO) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8588/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"b55f8800aae287f195b8090fe6823f6b","headline":"MORGAN SINDALL GROUP PLC: women's median hourly pay is 31.00% lower than men's (2017/18)","summary":"MORGAN SINDALL GROUP PLC reported a median hourly gender pay gap of 31.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.90%. Women are 8.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORGAN SINDALL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8631/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:50"},{"signal_id":"4a99c6f5e6228d7b4504dc64b6280c3e","headline":"MORSON HUMAN RESOURCES LIMITED: women's median hourly pay is 25.90% lower than men's (2017/18)","summary":"MORSON HUMAN RESOURCES LIMITED reported a median hourly gender pay gap of 25.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.00%. Women are 14.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORSON HUMAN RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8650/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f851ca1f6a43c497fdf0113188e3e108","headline":"MOTT MACDONALD LIMITED: women's median hourly pay is 20.00% lower than men's (2017/18)","summary":"MOTT MACDONALD LIMITED reported a median hourly gender pay gap of 20.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.00%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTT MACDONALD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8672/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-05-28","captured_at":"2026-07-28 21:37:50"},{"signal_id":"51cbb83d0b98675bc35dc8cb80653dcc","headline":"MOY PARK LIMITED: women's median hourly pay is 4.80% lower than men's (2017/18)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 4.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.70%. Women are 26.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-30","captured_at":"2026-07-28 21:37:50"},{"signal_id":"4e33dc8a5db5bbdb41e738458e922a7f","headline":"MULLER UK & IRELAND GROUP LLP: women's median hourly pay is 3.00% lower than men's (2017/18)","summary":"MULLER UK & IRELAND GROUP LLP reported a median hourly gender pay gap of 3.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.00%. Women are 11.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MULLER UK & IRELAND GROUP LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8714/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"025a689e3964cb09f2ad75492e298d54","headline":"NANDO'S CHICKENLAND LIMITED: women's median hourly pay is 1.40% lower than men's (2017/18)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 1.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.40%. Women are 56.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"15b580cb9567352f652fcbe326d8004f","headline":"Nationwide Building Society: women's median hourly pay is 31.00% lower than men's (2017/18)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 31.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.00%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:50"},{"signal_id":"d2ae618afc1c5db8b492b1f255065ac7","headline":"NESTLE UK LTD.: women's median hourly pay is 10.00% lower than men's (2017/18)","summary":"NESTLE UK LTD. reported a median hourly gender pay gap of 10.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.00%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NESTLE UK LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8868/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-05","captured_at":"2026-07-28 21:37:50"},{"signal_id":"82cd05138bafa0929076521f68c406b0","headline":"NESTOR PRIMECARE SERVICES LIMITED: women's median hourly pay is 1.50% lower than men's (2017/18)","summary":"NESTOR PRIMECARE SERVICES LIMITED reported a median hourly gender pay gap of 1.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.10%. Women are 85.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NESTOR PRIMECARE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8869/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:50"},{"signal_id":"4a13f12f5b1ca481ef93112856962414","headline":"NEW LOOK RETAILERS LIMITED: women's median hourly pay is 20.90% lower than men's (2017/18)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 20.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.00%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-09","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3a658535c83f5ef89fa62bbdab389edd","headline":"NEW MILLENNIA PAYROLL SERVICES LIMITED: women's median hourly pay is 11.00% lower than men's (2017/18)","summary":"NEW MILLENNIA PAYROLL SERVICES LIMITED reported a median hourly gender pay gap of 11.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 8.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW MILLENNIA PAYROLL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16551/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"52ecc6646c5d0854ce4d274c14bf0a3e","headline":"Newcastle City Council: women's median hourly pay is 6.70% lower than men's (2017/18)","summary":"Newcastle City Council reported a median hourly gender pay gap of 6.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 57.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-11-27","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f99d067ef96830f11c594492eb2f2fe4","headline":"Newcastle University: women's median hourly pay is 19.50% lower than men's (2017/18)","summary":"Newcastle University reported a median hourly gender pay gap of 19.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.40%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-09","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c99f4b19abf3604e6cf9fa8916d59056","headline":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED: women's median hourly pay is 0.10% lower than men's (2017/18)","summary":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED reported a median hourly gender pay gap of 0.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -2.10%. Women are 78.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8915/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:50"},{"signal_id":"f3a6e34f80f8edbd962b880c72394ab4","headline":"Newport City Council: women's median hourly pay is 3% higher than men's (2017/18)","summary":"Newport City Council reported a median hourly gender pay gap of -3.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.00%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newport City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16644/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"3b256735adaf7ea89dfbe8b15639e577","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 5.50% lower than men's (2017/18)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 5.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 23.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"c22db3b22960600a65f770a852fd2437","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 1.70% lower than men's (2017/18)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 1.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.50%. Women are 60.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:50"},{"signal_id":"cf9b494652c640c6606fa992d0871739","headline":"NHS Blood and Transplant: women's median hourly pay is 5.00% lower than men's (2017/18)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 5.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 62.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"5ecbd8cb900f26881d27ce4d9a3c1c12","headline":"NHS Commissioning Board Special Authority: women's median hourly pay is 21.50% lower than men's (2017/18)","summary":"NHS Commissioning Board Special Authority reported a median hourly gender pay gap of 21.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.20%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Commissioning Board Special Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14310/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"bbf9fbdd8eeab1533518b37a18ee314f","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 6% higher than men's (2017/18)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -6.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -1.30%. Women are 83.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"9c0f85f3a2ce2613e4fa9d9fc06b72c9","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 15.1% higher than men's (2017/18)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of -15.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -11.30%. Women are 10.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b098af44275ea50f46866903b9c1dd1b","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 23.70% lower than men's (2017/18)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 23.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 34.20%. Women are 64.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"d04fb7cae044c8b044e22c336e507586","headline":"Norfolk County Council: women's median hourly pay is 9.70% lower than men's (2017/18)","summary":"Norfolk County Council reported a median hourly gender pay gap of 9.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.80%. Women are 63.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b2fe387bc7d7fd76e4befd5ec3f7f0e6","headline":"North Bristol N H S Trust: women's median hourly pay is 4.90% lower than men's (2017/18)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of 4.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.00%. Women are 67.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"9e4d3692221f08d1ec84f64f5d7c7e22","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 15.40% lower than men's (2017/18)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 15.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 41.00%. Women are 74.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"6ce0dd6e9b610a6e39b4f2308c8ff365","headline":"North Tees and Hartlepool NHS Foundation Trust: women's median hourly pay is 13.20% lower than men's (2017/18)","summary":"North Tees and Hartlepool NHS Foundation Trust reported a median hourly gender pay gap of 13.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.60%. Women are 72.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Tees and Hartlepool NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14924/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"d43dfdb3a264a454d6330679a726888a","headline":"North West Ambulance Service N H S Trust: women's median hourly pay is 6.30% lower than men's (2017/18)","summary":"North West Ambulance Service N H S Trust reported a median hourly gender pay gap of 6.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.10%. Women are 33.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9096/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"e814e6a0870bb791094df177c5de4909","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 13.90% lower than men's (2017/18)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 13.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.60%. Women are 68.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-12","captured_at":"2026-07-28 21:37:51"},{"signal_id":"bfaf852775732dec8bf1a3346e7d3c72","headline":"North Yorkshire Council: women's median hourly pay is 11.80% lower than men's (2017/18)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 11.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.10%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:51"},{"signal_id":"3a05dcd1c29da5855ba5e5618ab8911a","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 9.50% lower than men's (2017/18)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 9.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.00%. Women are 67.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:51"},{"signal_id":"92e1f18c3df936efa74b0277c192f637","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 19.00% lower than men's (2017/18)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 19.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.50%. Women are 68.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-09","captured_at":"2026-07-28 21:37:51"},{"signal_id":"77a60d5aa7ebc0fba02d903204e34624","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 3.20% lower than men's (2017/18)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of 3.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.50%. Women are 67.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"1911d49e87d87baeda1282cd92342cd1","headline":"Northumbria Healthcare NHS Foundation Trust: there is no median hourly pay gap (2017/18)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.10%. Women are 76.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:51"},{"signal_id":"1b4de8b75fab7c30077ed9ddb52fa129","headline":"Northumbria Police: women's median hourly pay is 15.00% lower than men's (2017/18)","summary":"Northumbria Police reported a median hourly gender pay gap of 15.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 28.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"01508933664b924e810935254da006e2","headline":"Nottingham City Council: women's median hourly pay is 2.60% lower than men's (2017/18)","summary":"Nottingham City Council reported a median hourly gender pay gap of 2.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.20%. Women are 58.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16646/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"73c36be029948fc8fac12c2a800c3036","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 18.10% lower than men's (2017/18)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 18.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.20%. Women are 62.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"9729ad76aa0e2897b0c261b2fcf73750","headline":"Nottinghamshire County Council: women's median hourly pay is 25.40% lower than men's (2017/18)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 25.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 69.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:51"},{"signal_id":"779265d26012bd9ee35dab8f527f3c8f","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 2.5% higher than men's (2017/18)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -2.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.10%. Women are 71.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"2813344436322aea2fd921e141bb7996","headline":"NSK EUROPE LIMITED: women's median hourly pay is 16.90% lower than men's (2017/18)","summary":"NSK EUROPE LIMITED reported a median hourly gender pay gap of 16.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.90%. Women are 12.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NSK EUROPE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9217/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-12","captured_at":"2026-07-28 21:37:51"},{"signal_id":"546a4c434beee091af63cf086a85386f","headline":"NUFFIELD HEALTH: women's median hourly pay is 6.2% higher than men's (2017/18)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of -6.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"d900c0ae9bb04f1c25f9f63088528ebc","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 1.9% higher than men's (2017/18)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of -1.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -1.40%. Women are 23.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"55365f17d3bdd54e128c6440654e0410","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 5.10% lower than men's (2017/18)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 5.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.80%. Women are 34.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"6e6d512f604e33ef590ceba822ffc30a","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 3.20% lower than men's (2017/18)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 3.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 48.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"d9bf7283df09b92b6fd03204b0c42cb4","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 2.8% higher than men's (2017/18)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of -2.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 77.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"db90e75e5c82b994dcd9b4e0bda82d70","headline":"PARASOL LIMITED: women's median hourly pay is 2% higher than men's (2017/18)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of -2.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.20%. Women are 28.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"f9e78ef2391daba92022545c11ad9cd1","headline":"PSL2021 REALISATIONS LIMITED: there is no median hourly pay gap (2017/18)","summary":"PSL2021 REALISATIONS LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 71.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PSL2021 REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9665/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"0d58ed46c016005ace1388f26f836d64","headline":"Pembrokeshire County Council: women's median hourly pay is 23.30% lower than men's (2017/18)","summary":"Pembrokeshire County Council reported a median hourly gender pay gap of 23.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.10%. Women are 68.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Pembrokeshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17855/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-13","captured_at":"2026-07-28 21:37:51"},{"signal_id":"38af9041b3d6f4fdcd0380b281dc15aa","headline":"Pennine Care NHS Foundation Trust: women's median hourly pay is 3.00% lower than men's (2017/18)","summary":"Pennine Care NHS Foundation Trust reported a median hourly gender pay gap of 3.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 80.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Pennine Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17174/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"675a47a913e7cd96039131cc2eafa45c","headline":"PERTEMPS (SCOTLAND) LIMITED: women's median hourly pay is 1.30% lower than men's (2017/18)","summary":"PERTEMPS (SCOTLAND) LIMITED reported a median hourly gender pay gap of 1.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.70%. Women are 16.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS (SCOTLAND) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16193/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"79dca03def5db229bf63d40eded6c25c","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 1.00% lower than men's (2017/18)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of 1.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.90%. Women are 44.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"7d0b832a1f90523c41199ecbc89ca3d4","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 27.60% lower than men's (2017/18)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 27.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 43.70%. Women are 87.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"afff3fc117591565148676eac20a08c6","headline":"PETS AT HOME LTD: women's median hourly pay is 9.70% lower than men's (2017/18)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 9.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.90%. Women are 46.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"59d56f4b27c62a013faadd4a8fef5cbe","headline":"HWS RESTAURANTS LIMITED: women's median hourly pay is 5.50% lower than men's (2017/18)","summary":"HWS RESTAURANTS LIMITED reported a median hourly gender pay gap of 5.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 49.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HWS RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/194/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:51"},{"signal_id":"33b8caf1399fcd1dc29784d5275ff754","headline":"PIZZAEXPRESS (RESTAURANTS) LIMITED: women's median hourly pay is 4.90% lower than men's (2017/18)","summary":"PIZZAEXPRESS (RESTAURANTS) LIMITED reported a median hourly gender pay gap of 4.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.10%. Women are 35.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PIZZAEXPRESS (RESTAURANTS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9859/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-15","captured_at":"2026-07-28 21:37:51"},{"signal_id":"5378d6c7e039f09affa0c18aae55ab40","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 20.2% higher than men's (2017/18)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of -20.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -17.00%. Women are 72.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"e86707f7a6a2c354f8f2858dd4513b38","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 13.10% lower than men's (2017/18)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 13.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.10%. Women are 57.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"ed4cb1b5730e16e1a75d3edb96aad1d2","headline":"PRL REALISATIONS 1 LIMITED: women's median hourly pay is 0.10% lower than men's (2017/18)","summary":"PRL REALISATIONS 1 LIMITED reported a median hourly gender pay gap of 0.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.90%. Women are 28.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRL REALISATIONS 1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9896/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"ed2017fd7460b17971a1c1a3ccc4a7b5","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 11.00% lower than men's (2017/18)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 11.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.50%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b9edd96ca5a0ef5a5d388d7f406cfe42","headline":"POST OFFICE LIMITED: women's median hourly pay is 13.10% lower than men's (2017/18)","summary":"POST OFFICE LIMITED reported a median hourly gender pay gap of 13.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.50%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POST OFFICE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9944/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"1ca777ac45fe4efaf01a6dffdde75d7e","headline":"POUNDLAND LIMITED: there is no median hourly pay gap (2017/18)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.40%. Women are 41.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"233f7c9dad491ff2084a69322d54a2c6","headline":"POUNDSTRETCHER LIMITED: there is no median hourly pay gap (2017/18)","summary":"POUNDSTRETCHER LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.90%. Women are 54.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDSTRETCHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16755/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"4392515b9e147549a100163570627c62","headline":"POUNDWORLD RETAIL LIMITED: there is no median hourly pay gap (2017/18)","summary":"POUNDWORLD RETAIL LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.20%. Women are 31.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDWORLD RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9951/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:51"},{"signal_id":"80b43a7143aa9aa3bc61359c1ea8f5d2","headline":"PRET A MANGER (EUROPE) LIMITED: women's median hourly pay is 0.2% higher than men's (2017/18)","summary":"PRET A MANGER (EUROPE) LIMITED reported a median hourly gender pay gap of -0.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 57.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRET A MANGER (EUROPE) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10010/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"774966f2c2720fd1d154ae797d52e64c","headline":"PRIMARK STORES LIMITED: there is no median hourly pay gap (2017/18)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.60%. Women are 61.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"9d82d9465ced796e67314ab1f443317e","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 3.10% lower than men's (2017/18)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of 3.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.50%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"edfa86777c794134c837c8c4dc543ea7","headline":"RANDSTAD SOLUTIONS LIMITED: women's median hourly pay is 2.90% lower than men's (2017/18)","summary":"RANDSTAD SOLUTIONS LIMITED reported a median hourly gender pay gap of 2.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.10%. Women are 30.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RANDSTAD SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14919/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"d11ad665288c145fc87d917162dccda5","headline":"RED CONTRACTORS LIMITED: women's median hourly pay is 2.00% lower than men's (2017/18)","summary":"RED CONTRACTORS LIMITED reported a median hourly gender pay gap of 2.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.00%. Women are 2.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RED CONTRACTORS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10324/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"f05c2ab127e82df9b129d5c853254713","headline":"RIVER ISLAND CLOTHING CO. LIMITED: women's median hourly pay is 4.70% lower than men's (2017/18)","summary":"RIVER ISLAND CLOTHING CO. LIMITED reported a median hourly gender pay gap of 4.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.70%. Women are 68.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RIVER ISLAND CLOTHING CO. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10521/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"5848800b2cd01f26043602a9fdda0ebd","headline":"REED STAFFING SERVICES LIMITED: there is no median hourly pay gap (2017/18)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.00%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"735a98810832dcafba510cb6c7332063","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 6.30% lower than men's (2017/18)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 6.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.30%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-11-02","captured_at":"2026-07-28 21:37:51"},{"signal_id":"38f792a95ae1d88276e3dc74ff48ac0f","headline":"Rotherham Metropolitan Borough Council: women's median hourly pay is 12.50% lower than men's (2017/18)","summary":"Rotherham Metropolitan Borough Council reported a median hourly gender pay gap of 12.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10624/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:51"},{"signal_id":"eda382015409c139a6f6bf72d0ae1fb5","headline":"INTACT INSURANCE UK LIMITED: women's median hourly pay is 29.70% lower than men's (2017/18)","summary":"INTACT INSURANCE UK LIMITED reported a median hourly gender pay gap of 29.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 33.00%. Women are 36.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INTACT INSURANCE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10638/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"4098039a3fac3113504f01a07e79ce7c","headline":"Royal Devon And Exeter Nhs Foundation Trust General Charity: women's median hourly pay is 4.90% lower than men's (2017/18)","summary":"Royal Devon And Exeter Nhs Foundation Trust General Charity reported a median hourly gender pay gap of 4.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.30%. Women are 68.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon And Exeter Nhs Foundation Trust General Charity","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10652/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"d43f1812d014267750e1927d700ae2e1","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 13.30% lower than men's (2017/18)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 13.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.70%. Women are 62.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"856904b942a93476348d5eb3097b1ef5","headline":"Royal Liverpool and Broadgreen University Hospitals NHS Trust: women's median hourly pay is 6.70% lower than men's (2017/18)","summary":"Royal Liverpool and Broadgreen University Hospitals NHS Trust reported a median hourly gender pay gap of 6.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.70%. Women are 62.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Liverpool and Broadgreen University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15748/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"4463c96642da7d853848fab26997f9f0","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 1.50% lower than men's (2017/18)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 1.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -2.10%. Women are 16.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"08b422a7cb70f9e348cf7fa3f654308c","headline":"ROYAL MENCAP SOCIETY: women's median hourly pay is 2.50% lower than men's (2017/18)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 2.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 73.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"ee2a0df896576a3ab266735b77ed9297","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 2.9% higher than men's (2017/18)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of -2.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.70%. Women are 70.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"23aae325eb5221122ea4d61024397f09","headline":"RYDER LIMITED: women's median hourly pay is 20.90% lower than men's (2017/18)","summary":"RYDER LIMITED reported a median hourly gender pay gap of 20.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.80%. Women are 11.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RYDER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10733/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"c51ecdc97b4279082248107e87489a98","headline":"SAFEWAY STORES LIMITED: women's median hourly pay is 18.60% lower than men's (2017/18)","summary":"SAFEWAY STORES LIMITED reported a median hourly gender pay gap of 18.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.80%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAFEWAY STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10789/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:51"},{"signal_id":"ce6f34afc69c716badc9ed254fa85c4d","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 5.10% lower than men's (2017/18)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 5.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 37.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"16008ad93b15dc67ac89c597cb33375c","headline":"Salford Royal Foundation Trust: women's median hourly pay is 10.50% lower than men's (2017/18)","summary":"Salford Royal Foundation Trust reported a median hourly gender pay gap of 10.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.80%. Women are 64.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Salford Royal Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10832/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b86dde775fa092f6dab915e88f23df06","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 6.00% lower than men's (2017/18)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 6.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 25.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"904f431f721a06b8bc52fe7b320692b5","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 15.50% lower than men's (2017/18)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 15.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.90%. Women are 67.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-30","captured_at":"2026-07-28 21:37:51"},{"signal_id":"766dbce97fdadfb4cd763b7bf78f8aba","headline":"SANTANDER UK PLC: women's median hourly pay is 29.10% lower than men's (2017/18)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 29.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 37.10%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-02","captured_at":"2026-07-28 21:37:51"},{"signal_id":"c1b74a7d04a47791c834e759b45e2ddc","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 5.70% lower than men's (2017/18)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 5.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.10%. Women are 35.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"edbc04b96463421cbc48bfe3da3c8eda","headline":"SECURITAS SECURITY SERVICES (UK) LIMITED: women's median hourly pay is 6.5% higher than men's (2017/18)","summary":"SECURITAS SECURITY SERVICES (UK) LIMITED reported a median hourly gender pay gap of -6.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -7.80%. Women are 17.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SECURITAS SECURITY SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10987/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"192cc715360fec4949723f6430365b94","headline":"SELECT SERVICE PARTNER UK LIMITED: women's median hourly pay is 3.10% lower than men's (2017/18)","summary":"SELECT SERVICE PARTNER UK LIMITED reported a median hourly gender pay gap of 3.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.70%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELECT SERVICE PARTNER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11009/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:51"},{"signal_id":"2587e4801b6e5a904895b9b2e6cd6750","headline":"SELLAFIELD LIMITED: women's median hourly pay is 11.70% lower than men's (2017/18)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 11.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.30%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"96cf6f965826f93832f46fd6bc16050d","headline":"SERCO LIMITED: women's median hourly pay is 12.60% lower than men's (2017/18)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 12.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.00%. Women are 33.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"24efce6ae5d010d1206227f3dfb5e712","headline":"OCS UK&I LIMITED: there is no median hourly pay gap (2017/18)","summary":"OCS UK&I LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.00%. Women are 49.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS UK&I LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11044/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"69fd114ee9865b388e0d4a7a0961d2c0","headline":"Sheffield City Council HQ: women's median hourly pay is 8.40% lower than men's (2017/18)","summary":"Sheffield City Council HQ reported a median hourly gender pay gap of 8.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.30%. Women are 59.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield City Council HQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11107/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"623a60350353badd740d36e29abdb2f9","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 10.20% lower than men's (2017/18)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 10.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.10%. Women are 64.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:51"},{"signal_id":"dfe2600a0b053a8acc502f2bd595ea50","headline":"SIEMENS PLC: women's median hourly pay is 22.20% lower than men's (2017/18)","summary":"SIEMENS PLC reported a median hourly gender pay gap of 22.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.60%. Women are 14.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SIEMENS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/155/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-07","captured_at":"2026-07-28 21:37:51"},{"signal_id":"f9224db89321120063bae75de5a360b6","headline":"SIG TRADING LIMITED: women's median hourly pay is 2.5% higher than men's (2017/18)","summary":"SIG TRADING LIMITED reported a median hourly gender pay gap of -2.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 18.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SIG TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11176/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"28e161c0d5a8bac4576c8ecfd5ebb19c","headline":"SINGLE RESOURCE LIMITED: there is no median hourly pay gap (2017/18)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.30%. Women are 31.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:51"},{"signal_id":"4ad990d773f34df31e3566f119821d14","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 3.50% lower than men's (2017/18)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 3.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.40%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b65539638338c7f2c312ed1e6d2e54a5","headline":"SKY UK LIMITED: women's median hourly pay is 8.00% lower than men's (2017/18)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 8.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.20%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"227903fc594bb9c9ce0cf9d903e024da","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 3.7% higher than men's (2017/18)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of -3.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -2.60%. Women are 61.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"c45cdf1f33c64ce0d076d93668762236","headline":"SMITHS GROUP PLC: women's median hourly pay is 24.60% lower than men's (2017/18)","summary":"SMITHS GROUP PLC reported a median hourly gender pay gap of 24.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 27.10%. Women are 22.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SMITHS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11285/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"97d8829d224b58fbd2a9105469a16356","headline":"ICU MEDICAL INTERNATIONAL LIMITED: women's median hourly pay is 30.40% lower than men's (2017/18)","summary":"ICU MEDICAL INTERNATIONAL LIMITED reported a median hourly gender pay gap of 30.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.10%. Women are 30.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICU MEDICAL INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11286/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"3e802278da40751a77552bd98778dd70","headline":"Somerset County Council: women's median hourly pay is 13.90% lower than men's (2017/18)","summary":"Somerset County Council reported a median hourly gender pay gap of 13.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.90%. Women are 65.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Somerset County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17075/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"94902f073cfafb422e85aad8026ea524","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 18.40% lower than men's (2017/18)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 18.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.20%. Women are 70.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"d6dc46a28478536302d47d1eb1eb0ab1","headline":"South Wales Police: women's median hourly pay is 20.20% lower than men's (2017/18)","summary":"South Wales Police reported a median hourly gender pay gap of 20.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.40%. Women are 23.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"1b26f443eaf0912bcbc3f7a53b35b414","headline":"Southern Health Nhs Foundation Trust: women's median hourly pay is 10.70% lower than men's (2017/18)","summary":"Southern Health Nhs Foundation Trust reported a median hourly gender pay gap of 10.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 73.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Southern Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11421/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"a69f5aaff3f81fe26b996b14800bdea1","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 7.90% lower than men's (2017/18)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 7.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 75.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"a6c11b262e6555966d8aad9d9e715fea","headline":"FRASERS GROUP TRADING LIMITED: women's median hourly pay is 6.70% lower than men's (2017/18)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 6.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.50%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"5cb8c69af865316ef463f20e33de20eb","headline":"SPORTSWIFT LIMITED: women's median hourly pay is 0.1% higher than men's (2017/18)","summary":"SPORTSWIFT LIMITED reported a median hourly gender pay gap of -0.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 80.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPORTSWIFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11498/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-12","captured_at":"2026-07-28 21:37:51"},{"signal_id":"29d63ee5cc3c020ee02d9fc10d4c15b2","headline":"SSE ENERGY SUPPLY LIMITED: women's median hourly pay is 3.8% higher than men's (2017/18)","summary":"SSE ENERGY SUPPLY LIMITED reported a median hourly gender pay gap of -3.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 53.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE ENERGY SUPPLY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/473/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-08-18","captured_at":"2026-07-28 21:37:51"},{"signal_id":"103a9afcfd5420bbba5b639fc0751f96","headline":"SSE PLC: women's median hourly pay is 19.30% lower than men's (2017/18)","summary":"SSE PLC reported a median hourly gender pay gap of 19.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.00%. Women are 16.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-08-18","captured_at":"2026-07-28 21:37:51"},{"signal_id":"03407470c3f6318437f0661900cad6f8","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 2.10% lower than men's (2017/18)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 2.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.90%. Women are 63.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"74fd9e7e6041ca05772f9a3447e02cdc","headline":"St Helens and Knowsley Teaching Hospitals NHS Trust: women's median hourly pay is 11.80% lower than men's (2017/18)","summary":"St Helens and Knowsley Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 11.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.80%. Women are 69.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helens and Knowsley Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16392/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"7b564cb9f557c1adc764d63acb52b5b6","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 3.70% lower than men's (2017/18)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 3.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 30.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:51"},{"signal_id":"effd78c25e2cc9f25bcc79434ec32f7b","headline":"Staffordshire and Stoke on Trent Partnership NHS Trust: women's median hourly pay is 2.40% lower than men's (2017/18)","summary":"Staffordshire and Stoke on Trent Partnership NHS Trust reported a median hourly gender pay gap of 2.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 3.60%. Women are 85.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Staffordshire and Stoke on Trent Partnership NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14898/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"3df9278cf207c1844e6a2e7193ddb57e","headline":"ABERDEEN CORPORATE SERVICES LIMITED: women's median hourly pay is 29.00% lower than men's (2017/18)","summary":"ABERDEEN CORPORATE SERVICES LIMITED reported a median hourly gender pay gap of 29.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.00%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABERDEEN CORPORATE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11648/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:51"},{"signal_id":"29696098730ca64ffc44831736ce713c","headline":"ABRDN INVESTMENT MANAGEMENT LIMITED: women's median hourly pay is 37.00% lower than men's (2017/18)","summary":"ABRDN INVESTMENT MANAGEMENT LIMITED reported a median hourly gender pay gap of 37.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 47.00%. Women are 18.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABRDN INVESTMENT MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11650/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:51"},{"signal_id":"992f3f0203afebe6231744238a968ae1","headline":"STANSTED AIRPORT LIMITED: women's median hourly pay is 7.90% lower than men's (2017/18)","summary":"STANSTED AIRPORT LIMITED reported a median hourly gender pay gap of 7.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.60%. Women are 26.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STANSTED AIRPORT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11660/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-02","captured_at":"2026-07-28 21:37:51"},{"signal_id":"a2dcc15856c2ebf1d3d29cd66c0f5c5d","headline":"STARBUCKS COFFEE COMPANY (UK) LIMITED: there is no median hourly pay gap (2017/18)","summary":"STARBUCKS COFFEE COMPANY (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.00%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARBUCKS COFFEE COMPANY (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11666/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"231066016d921813c9e93514f1b36d0d","headline":"Stockport Nhs Foundation Trust: women's median hourly pay is 1.2% higher than men's (2017/18)","summary":"Stockport Nhs Foundation Trust reported a median hourly gender pay gap of -1.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.50%. Women are 73.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Stockport Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11728/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:51"},{"signal_id":"bb633056abf70dfe572571ba62364d61","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 0.80% lower than men's (2017/18)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 0.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"563d0d89b126100da808652c47e9fb34","headline":"Suffolk County Council: women's median hourly pay is 18.60% lower than men's (2017/18)","summary":"Suffolk County Council reported a median hourly gender pay gap of 18.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 62.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"952e0cbac4486ff8adad90747629cd05","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 16.10% lower than men's (2017/18)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 16.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.10%. Women are 59.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b435572bd68700df8a50045371af89d1","headline":"Surrey County Council: women's median hourly pay is 14.70% lower than men's (2017/18)","summary":"Surrey County Council reported a median hourly gender pay gap of 14.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.30%. Women are 67.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"4c8e99ed143156afcb484a7d54b433d4","headline":"Swansea Council: women's median hourly pay is 11.50% lower than men's (2017/18)","summary":"Swansea Council reported a median hourly gender pay gap of 11.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 54.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"931b4854d9318bc827b2f198427b81ba","headline":"SWISSPORT GB LIMITED: women's median hourly pay is 5.80% lower than men's (2017/18)","summary":"SWISSPORT GB LIMITED reported a median hourly gender pay gap of 5.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.30%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SWISSPORT GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11902/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"059d17cd27ad872e5bc7ccd7d4113cb4","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 27.00% lower than men's (2017/18)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 27.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 31.80%. Women are 12.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"53ea0d74b78503da5dbb024bbb2dd709","headline":"T. J. MORRIS LIMITED: women's median hourly pay is 7.00% lower than men's (2017/18)","summary":"T. J. MORRIS LIMITED reported a median hourly gender pay gap of 7.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.00%. Women are 51.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T. J. MORRIS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11950/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"14bfa9090feac189dc3d32687a2d9f7a","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 20.60% lower than men's (2017/18)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 20.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.10%. Women are 7.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"91cf8e5fb1d2811250722d2f66d53587","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 4.30% lower than men's (2017/18)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 4.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.70%. Women are 11.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"95fec002c926e30a036ae77d373e4fd2","headline":"TC FACILITIES MANAGEMENT LIMITED: women's median hourly pay is 0.30% lower than men's (2017/18)","summary":"TC FACILITIES MANAGEMENT LIMITED reported a median hourly gender pay gap of 0.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.30%. Women are 35.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TC FACILITIES MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12047/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"102232f0e980fb48dbb71b96d536e480","headline":"TCCT RETAIL LIMITED: women's median hourly pay is 5.40% lower than men's (2017/18)","summary":"TCCT RETAIL LIMITED reported a median hourly gender pay gap of 5.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.80%. Women are 88.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TCCT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12048/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"6d000c8081142104b7f7a2987616bbfe","headline":"TEACHING PERSONNEL LIMITED: women's median hourly pay is 14.90% lower than men's (2017/18)","summary":"TEACHING PERSONNEL LIMITED reported a median hourly gender pay gap of 14.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.10%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TEACHING PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12060/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"1e18b73199d8c7f2d8d25f302171e69b","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 9.30% lower than men's (2017/18)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 9.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.90%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b42f6ff85a117ead5005cc024f0d6925","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 0.2% higher than men's (2017/18)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of -0.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.10%. Women are 54.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"2a5d7f4bdf20736f26ae8e06af580a5a","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 20.20% lower than men's (2017/18)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 20.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 25.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-11","captured_at":"2026-07-28 21:37:51"},{"signal_id":"3836d59b530a78eec873b7090f431bdd","headline":"TELEPERFORMANCE LIMITED: women's median hourly pay is 1% higher than men's (2017/18)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of -1.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.10%. Women are 47.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"13349ddcc3a769a8600e8f1650427a40","headline":"TESCO STORES LIMITED: women's median hourly pay is 8.40% lower than men's (2017/18)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 8.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 41.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"8f9ea5859ebe318c6ef1aaa65e15fd34","headline":"THALES UK LIMITED: women's median hourly pay is 19.50% lower than men's (2017/18)","summary":"THALES UK LIMITED reported a median hourly gender pay gap of 19.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THALES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12166/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"eb13f96b35033838ae4862c03e5c1c7f","headline":"Thames Valley Police: women's median hourly pay is 19.20% lower than men's (2017/18)","summary":"Thames Valley Police reported a median hourly gender pay gap of 19.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 30.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"4764af98bc0a0ab7b2c5c200ab8accca","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 2.10% lower than men's (2017/18)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 2.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.70%. Women are 14.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-20","captured_at":"2026-07-28 21:37:51"},{"signal_id":"3ebf6c9ecc0774b2014687b1cc4d89e7","headline":"CURRYS RETAIL LIMITED: women's median hourly pay is 6.20% lower than men's (2017/18)","summary":"CURRYS RETAIL LIMITED reported a median hourly gender pay gap of 6.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.80%. Women are 28.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12259/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b9a1e1daa851a8005bd7f64656ef3bb1","headline":"The Dudley Group NHS Foundation Trust: women's median hourly pay is 23.40% lower than men's (2017/18)","summary":"The Dudley Group NHS Foundation Trust reported a median hourly gender pay gap of 23.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 38.50%. Women are 87.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Dudley Group NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12332/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"c5614bbdb871ffd05d9111d502a8145a","headline":"The Ipswich Hospital: women's median hourly pay is 17.30% lower than men's (2017/18)","summary":"The Ipswich Hospital reported a median hourly gender pay gap of 17.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.30%. Women are 64.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Ipswich Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12416/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"105c200e955c51a1e151ef89a1ca06a8","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 3.1% higher than men's (2017/18)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of -3.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.60%. Women are 58.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-01-09","captured_at":"2026-07-28 21:37:51"},{"signal_id":"6bf058c66fe993791ae25605458ea76e","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 14.40% lower than men's (2017/18)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 14.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.80%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"595e4b153fe89d4b4599b269b3afd86a","headline":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust: women's median hourly pay is 3.60% lower than men's (2017/18)","summary":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 3.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.40%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12483/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b01ebf8613671ae5f6b0ad5174593913","headline":"The Open University: women's median hourly pay is 14.90% lower than men's (2017/18)","summary":"The Open University reported a median hourly gender pay gap of 14.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 51.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-13","captured_at":"2026-07-28 21:37:51"},{"signal_id":"1dbda460afdab5a5c6f9e7577ff0b123","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 10.90% lower than men's (2017/18)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 10.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.00%. Women are 61.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"8b78d7b7352ea3452712fd6c61aa3a20","headline":"The Pennine Acute Hospitals NHS Trust: women's median hourly pay is 4.30% lower than men's (2017/18)","summary":"The Pennine Acute Hospitals NHS Trust reported a median hourly gender pay gap of 4.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.70%. Women are 70.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Pennine Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12512/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"b304f351d21bc87f9e6cf77fefe8f952","headline":"BTG LEISURE HOLDINGS LIMITED: women's median hourly pay is 6.30% lower than men's (2017/18)","summary":"BTG LEISURE HOLDINGS LIMITED reported a median hourly gender pay gap of 6.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.20%. Women are 33.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BTG LEISURE HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12543/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"66531903b68ce2632cebf1f894cbd03b","headline":"THE ROYAL BANK OF SCOTLAND PUBLIC LIMITED COMPANY: women's median hourly pay is 36.50% lower than men's (2017/18)","summary":"THE ROYAL BANK OF SCOTLAND PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 36.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 37.20%. Women are 30.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE ROYAL BANK OF SCOTLAND PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/560/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"9681bd7b9de1cbd6a6b9dacb3f612c5a","headline":"The Royal Cornwall Hospital: women's median hourly pay is 9.60% lower than men's (2017/18)","summary":"The Royal Cornwall Hospital reported a median hourly gender pay gap of 9.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 25.90%. Women are 64.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Cornwall Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12560/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:51"},{"signal_id":"cea4aebcbdc41eff31c65f673a52e143","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 13.10% lower than men's (2017/18)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 13.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.10%. Women are 66.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"09dba91c90056f30563b9ad30eaa189c","headline":"The Shrewsbury and Telford Hospital NHS Trust: women's median hourly pay is 12.50% lower than men's (2017/18)","summary":"The Shrewsbury and Telford Hospital NHS Trust reported a median hourly gender pay gap of 12.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 30.50%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Shrewsbury and Telford Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15713/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"7403a097b9caa78014df42868f11c6be","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 13.10% lower than men's (2017/18)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 13.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 39.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-06","captured_at":"2026-07-28 21:37:51"},{"signal_id":"c21325482a5ea9fb28035fc0729f547a","headline":"THURSDAYS (UK) LIMITED: women's median hourly pay is 1.3% higher than men's (2017/18)","summary":"THURSDAYS (UK) LIMITED reported a median hourly gender pay gap of -1.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.60%. Women are 51.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THURSDAYS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12713/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:51"},{"signal_id":"924ef1d131d044a02dfcc9b72d52dd56","headline":"TJX UK: women's median hourly pay is 9.70% lower than men's (2017/18)","summary":"TJX UK reported a median hourly gender pay gap of 9.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 53.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:51"},{"signal_id":"a951e744717376e12278e752f3db569e","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 8.60% lower than men's (2017/18)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 8.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 17.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"801ac4f7648487306ce5d5907b9759ea","headline":"TOP SHOP/TOP MAN LIMITED: women's median hourly pay is 1.90% lower than men's (2017/18)","summary":"TOP SHOP/TOP MAN LIMITED reported a median hourly gender pay gap of 1.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.20%. Women are 77.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TOP SHOP/TOP MAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14706/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"3515ccf3165fa0aa511c98ed01976e77","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 6.20% lower than men's (2017/18)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 6.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.60%. Women are 71.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"a23062d04782c41e0987c36e34f81644","headline":"Transport for London: women's median hourly pay is 10.00% lower than men's (2017/18)","summary":"Transport for London reported a median hourly gender pay gap of 10.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 29.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-19","captured_at":"2026-07-28 21:37:51"},{"signal_id":"5a607a0d9172d51c56ea049b71dddf52","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 6.30% lower than men's (2017/18)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 6.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.50%. Women are 60.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:51"},{"signal_id":"c4732b00d7b25514460a161c85d19b85","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 3.10% lower than men's (2017/18)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 3.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 6.20%. Women are 23.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"0b75fba904815178c2c77cd2de557cff","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 1.00% lower than men's (2017/18)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of 1.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.40%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"8c06b32ce3fab88984ad0b201d5e6142","headline":"PILGRIM'S PRIDE LTD.: women's median hourly pay is 8.00% lower than men's (2017/18)","summary":"PILGRIM'S PRIDE LTD. reported a median hourly gender pay gap of 8.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 22.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PILGRIM'S PRIDE LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13003/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"e2e71efb0cff1207a31635f1e52daac6","headline":"UBS AG: women's median hourly pay is 25.00% lower than men's (2017/18)","summary":"UBS AG reported a median hourly gender pay gap of 25.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 31.00%. Women are 21.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBS AG","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/321/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-09","captured_at":"2026-07-28 21:37:51"},{"signal_id":"47cedd4b5035dc402d3b06a82dd7416f","headline":"UCL: women's median hourly pay is 8.90% lower than men's (2017/18)","summary":"UCL reported a median hourly gender pay gap of 8.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.50%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:51"},{"signal_id":"558e21b262e7d0cd2afa662791720f11","headline":"UK Armed Forces: women's median hourly pay is 0.20% lower than men's (2017/18)","summary":"UK Armed Forces reported a median hourly gender pay gap of 0.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 0.90%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-18","captured_at":"2026-07-28 21:37:51"},{"signal_id":"dd5dccebc94b2a41ccdcbe117e16ac8f","headline":"UNITED LEARNING TRUST: women's median hourly pay is 16.90% lower than men's (2017/18)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 16.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.70%. Women are 62.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:51"},{"signal_id":"53aabdd9f84dcf4414e8c1434f8a3e9b","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 14.10% lower than men's (2017/18)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 14.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 32.80%. Women are 65.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:51"},{"signal_id":"dd8d185b1518ae3fac93345e7e302273","headline":"UNITED UTILITIES GROUP PLC: women's median hourly pay is 15.90% lower than men's (2017/18)","summary":"UNITED UTILITIES GROUP PLC reported a median hourly gender pay gap of 15.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 30.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13144/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-15","captured_at":"2026-07-28 21:37:51"},{"signal_id":"6592398660fe3a9eaa42364db2be4642","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 15.20% lower than men's (2017/18)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 15.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 28.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-12-15","captured_at":"2026-07-28 21:37:51"},{"signal_id":"ad9a6cbc32c57cd9b27a9e61b544c951","headline":"University College Hospital NHS Trust: women's median hourly pay is 9.50% lower than men's (2017/18)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 9.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 15.40%. Women are 57.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"a259dbe866ae39e352b5b13b82738f10","headline":"University Hospital Coventry and Warwickshire NHS Trust: women's median hourly pay is 27.50% lower than men's (2017/18)","summary":"University Hospital Coventry and Warwickshire NHS Trust reported a median hourly gender pay gap of 27.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.50%. Women are 60.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Coventry and Warwickshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13473/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"7cfb00d370a9556a34c42ff8130de8cc","headline":"University Hospital Southampton NHS Foundation Trust: women's median hourly pay is 10.10% lower than men's (2017/18)","summary":"University Hospital Southampton NHS Foundation Trust reported a median hourly gender pay gap of 10.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.10%. Women are 61.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Southampton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17217/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"8e2fb3ba4fb6939ce7ad61e1973448c7","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 11.30% lower than men's (2017/18)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 11.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.40%. Women are 57.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"f497aed11b6ab9d93f43d4aef5ed4b73","headline":"University Hospitals Bristol Nhs Foundation Trust: women's median hourly pay is 0.90% lower than men's (2017/18)","summary":"University Hospitals Bristol Nhs Foundation Trust reported a median hourly gender pay gap of 0.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.20%. Women are 66.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13162/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:51"},{"signal_id":"f26213adce4789d8a97f25e24203aed8","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 16.40% lower than men's (2017/18)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 16.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 29.50%. Women are 60.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"c53e6c330c3719eec2dabe70a710de87","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 10.40% lower than men's (2017/18)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 10.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.60%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"21412c76a38b007c481c963261a3a736","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 10.10% lower than men's (2017/18)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 10.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.10%. Women are 65.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:51"},{"signal_id":"55a04a22167008ec54f9be54bd1712c2","headline":"THE UNIVERSITY OF BIRMINGHAM: women's median hourly pay is 23.30% lower than men's (2017/18)","summary":"THE UNIVERSITY OF BIRMINGHAM reported a median hourly gender pay gap of 23.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.90%. Women are 37.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF BIRMINGHAM","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13169/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:51"},{"signal_id":"bf0c87646f6e22bda4b59fd04613d149","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 16.20% lower than men's (2017/18)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 16.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 21.10%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:51"},{"signal_id":"7bd823d616e1c174c7f2195e3b595118","headline":"University Of Cambridge: women's median hourly pay is 15.00% lower than men's (2017/18)","summary":"University Of Cambridge reported a median hourly gender pay gap of 15.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.60%. Women are 36.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:51"},{"signal_id":"657c68740f7ff6a4234a5c8da32ba6d1","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 15.80% lower than men's (2017/18)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 15.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 22.50%. Women are 38.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-16","captured_at":"2026-07-28 21:37:51"},{"signal_id":"e112253ee84b774d2d50c4efe2bee463","headline":"University of Leicester: women's median hourly pay is 22.70% lower than men's (2017/18)","summary":"University of Leicester reported a median hourly gender pay gap of 22.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.10%. Women are 38.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:51"},{"signal_id":"f6c86d6978758403b0e0e9199163d83c","headline":"UNIVERSITY OF LIVERPOOL: women's median hourly pay is 19.00% lower than men's (2017/18)","summary":"UNIVERSITY OF LIVERPOOL reported a median hourly gender pay gap of 19.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.60%. Women are 38.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LIVERPOOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13184/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-08","captured_at":"2026-07-28 21:37:52"},{"signal_id":"96afc46f808860b5d24553ef0d1398a1","headline":"University of Nottingham: women's median hourly pay is 18.90% lower than men's (2017/18)","summary":"University of Nottingham reported a median hourly gender pay gap of 18.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.10%. Women are 39.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Nottingham","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15824/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"8c9fd49eb9ed17805a6429b0654af9fd","headline":"University of Oxford: women's median hourly pay is 13.70% lower than men's (2017/18)","summary":"University of Oxford reported a median hourly gender pay gap of 13.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.50%. Women are 37.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Oxford","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14396/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f997f4af85b08f0f1874a17ac669656b","headline":"UNIVERSITY OF SHEFFIELD: women's median hourly pay is 11.10% lower than men's (2017/18)","summary":"UNIVERSITY OF SHEFFIELD reported a median hourly gender pay gap of 11.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.00%. Women are 41.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF SHEFFIELD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16119/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f3d0f058f78eb7f99b44bc7145910a4f","headline":"University of Southampton: women's median hourly pay is 17.40% lower than men's (2017/18)","summary":"University of Southampton reported a median hourly gender pay gap of 17.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.20%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Southampton","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/163/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-05","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1365d36727f7142572a9408c8d11d7a0","headline":"University of Warwick: women's median hourly pay is 23.40% lower than men's (2017/18)","summary":"University of Warwick reported a median hourly gender pay gap of 23.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 26.50%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"e7f499d80e1173114b349156f54412aa","headline":"UPS LIMITED: women's median hourly pay is 19.80% lower than men's (2017/18)","summary":"UPS LIMITED reported a median hourly gender pay gap of 19.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 1.60%. Women are 15.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"ce0f727fc0688d14cc6905f5c457c2eb","headline":"VEOLIA ES (UK) LIMITED: women's median hourly pay is 2.9% higher than men's (2017/18)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of -2.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -10.90%. Women are 16.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"90fb9f9378625dc8999547b70bb38676","headline":"VIRGIN ATLANTIC AIRWAYS LIMITED: women's median hourly pay is 27.20% lower than men's (2017/18)","summary":"VIRGIN ATLANTIC AIRWAYS LIMITED reported a median hourly gender pay gap of 27.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 57.60%. Women are 24.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC AIRWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13329/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"cfb36d5c3b9a141e0b170a2f1baaf5c7","headline":"VIRGIN ATLANTIC LIMITED: women's median hourly pay is 28.40% lower than men's (2017/18)","summary":"VIRGIN ATLANTIC LIMITED reported a median hourly gender pay gap of 28.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 57.90%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13330/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"203ef91c4ee131dcc17095b13c4a1ead","headline":"VODAFONE LIMITED: women's median hourly pay is 18.30% lower than men's (2017/18)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 18.30% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.20%. Women are 22.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-09","captured_at":"2026-07-28 21:37:52"},{"signal_id":"99fad4923a677bfb7c934cfbc23ebd3c","headline":"WAGAMAMA LIMITED: women's median hourly pay is 22.2% higher than men's (2017/18)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of -22.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is -8.80%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-25","captured_at":"2026-07-28 21:37:52"},{"signal_id":"14deb400743133193c399c66c44c139d","headline":"West Midlands Police: women's median hourly pay is 8.00% lower than men's (2017/18)","summary":"West Midlands Police reported a median hourly gender pay gap of 8.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.60%. Women are 29.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-07","captured_at":"2026-07-28 21:37:52"},{"signal_id":"13916222aad2d3e68867c4514f149462","headline":"WEST MIDLANDS TRAVEL LIMITED: women's median hourly pay is 13.00% lower than men's (2017/18)","summary":"WEST MIDLANDS TRAVEL LIMITED reported a median hourly gender pay gap of 13.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 7.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WEST MIDLANDS TRAVEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13632/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-06","captured_at":"2026-07-28 21:37:52"},{"signal_id":"72f5843af8a171d6f9df688d1fd5073f","headline":"West Sussex County Council: women's median hourly pay is 9.80% lower than men's (2017/18)","summary":"West Sussex County Council reported a median hourly gender pay gap of 9.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 64.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"bd704dca8561df2512e0d3e5b23772e7","headline":"West Yorkshire Police: women's median hourly pay is 20.70% lower than men's (2017/18)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 20.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 13.90%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-22","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b31589127d9e719a43f1ae19add988d7","headline":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC: women's median hourly pay is 10.50% lower than men's (2017/18)","summary":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC reported a median hourly gender pay gap of 10.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 11.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13655/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-06","captured_at":"2026-07-28 21:37:52"},{"signal_id":"da8a9e2f15a50e7f383c36020c7be961","headline":"Western Sussex Hospitals Nhs Foundation Trust: women's median hourly pay is 0.9% higher than men's (2017/18)","summary":"Western Sussex Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of -0.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 19.60%. Women are 69.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Western Sussex Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13657/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:52"},{"signal_id":"af5653d0c88a58e5aced1024eebfbb21","headline":"TG JONES RETAIL HOLDINGS LIMITED: there is no median hourly pay gap (2017/18)","summary":"TG JONES RETAIL HOLDINGS LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 20.60%. Women are 52.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TG JONES RETAIL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13701/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-21","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1225af8eea08c2afddace950147dcc2a","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 6.60% lower than men's (2017/18)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 6.60% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 42.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-22","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b243a0f7aea45ce869b770d52c19664d","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 1.20% lower than men's (2017/18)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 1.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 10.80%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"ad126f57f7d2dc68d13506cdedabfc4d","headline":"WL REALISATIONS (2023) LIMITED: women's median hourly pay is 5.70% lower than men's (2017/18)","summary":"WL REALISATIONS (2023) LIMITED reported a median hourly gender pay gap of 5.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.70%. Women are 43.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WL REALISATIONS (2023) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13776/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-06","captured_at":"2026-07-28 21:37:52"},{"signal_id":"30f81d16a844ee22cb4358f658be500e","headline":"WILLIAM HILL LIMITED: women's median hourly pay is 5.70% lower than men's (2017/18)","summary":"WILLIAM HILL LIMITED reported a median hourly gender pay gap of 5.70% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 17.20%. Women are 39.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILLIAM HILL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/279/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-02-26","captured_at":"2026-07-28 21:37:52"},{"signal_id":"01ba6a5d801828a7d2029a1a298bae1b","headline":"WINCANTON LIMITED: women's median hourly pay is 7.00% lower than men's (2017/18)","summary":"WINCANTON LIMITED reported a median hourly gender pay gap of 7.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 15.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13829/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-26","captured_at":"2026-07-28 21:37:52"},{"signal_id":"6743690bd809ef0dcdf3ed855b4790a5","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 4.10% lower than men's (2017/18)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 4.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 23.90%. Women are 71.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b5baf438c11fc6d9d1b15901cc98c201","headline":"WM MORRISON SUPERMARKETS LIMITED: women's median hourly pay is 11.80% lower than men's (2017/18)","summary":"WM MORRISON SUPERMARKETS LIMITED reported a median hourly gender pay gap of 11.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 14.30%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WM MORRISON SUPERMARKETS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8643/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-20","captured_at":"2026-07-28 21:37:52"},{"signal_id":"42d5980de779dd478ddf550d0b3bc90b","headline":"WOLSELEY UK LIMITED: women's median hourly pay is 0.90% lower than men's (2017/18)","summary":"WOLSELEY UK LIMITED reported a median hourly gender pay gap of 0.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 2.40%. Women are 17.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WOLSELEY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13874/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2017-10-30","captured_at":"2026-07-28 21:37:52"},{"signal_id":"2a28b647d709412728b89214970eb6d7","headline":"Worcestershire Acute Hospitals NHS Trust: women's median hourly pay is 19.20% lower than men's (2017/18)","summary":"Worcestershire Acute Hospitals NHS Trust reported a median hourly gender pay gap of 19.20% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.30%. Women are 68.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Worcestershire Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16751/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"5838d4bb2dcf966458865a0672d20f60","headline":"WPP 2005 LIMITED: women's median hourly pay is 32.80% lower than men's (2017/18)","summary":"WPP 2005 LIMITED reported a median hourly gender pay gap of 32.80% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 42.20%. Women are 33.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WPP 2005 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14266/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b093ae0451e5a9faf4548e025064a36b","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 16.90% lower than men's (2017/18)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 16.90% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 35.40%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-23","captured_at":"2026-07-28 21:37:52"},{"signal_id":"661b4a0add7beb36040bec5d4b00743d","headline":"WSP UK LIMITED: women's median hourly pay is 27.10% lower than men's (2017/18)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 27.10% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 24.70%. Women are 8.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1e887e64e56aa4ed57e9dfffd5e8e12c","headline":"WYEVALE GARDEN CENTRES HOLDINGS LIMITED: there is no median hourly pay gap (2017/18)","summary":"WYEVALE GARDEN CENTRES HOLDINGS LIMITED reported a median hourly gender pay gap of 0.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 16.00%. Women are 48.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WYEVALE GARDEN CENTRES HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16361/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"7f289300c855243bf145b27824967546","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 12.00% lower than men's (2017/18)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 12.00% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 12.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"2cd16557575ea61e03638ddcb75dfa2b","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 9.50% lower than men's (2017/18)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 9.50% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 28.70%. Women are 68.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-03-07","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a1fa6dda9f16ccb505b39dd068e3c19d","headline":"Yorkshire Ambulance Service Nhs Trust: women's median hourly pay is 9.40% lower than men's (2017/18)","summary":"Yorkshire Ambulance Service Nhs Trust reported a median hourly gender pay gap of 9.40% for the 2017/18 reporting year under UK gender pay gap regulations. The mean gap is 5.30%. Women are 40.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Yorkshire Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14030/reporting-year-2017/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-16","captured_at":"2026-07-28 21:37:52"},{"signal_id":"ceb67572d9d46f69202a04208f498407","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 6.80% lower than men's (2018/19)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 6.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 25.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"273a891dbf9f1040afb55fbdcbc2d7b0","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 9.70% lower than men's (2018/19)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 9.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.20%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"0bb6e935e04077f5ee163b27ad34ebf9","headline":"ABELLIO SCOTRAIL LTD: women's median hourly pay is 28.00% lower than men's (2018/19)","summary":"ABELLIO SCOTRAIL LTD reported a median hourly gender pay gap of 28.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.80%. Women are 7.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABELLIO SCOTRAIL LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/787/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:52"},{"signal_id":"50299fb31361daaf6b1cf61bd15d7855","headline":"ABF GRAIN PRODUCTS LIMITED: women's median hourly pay is 0.1% higher than men's (2018/19)","summary":"ABF GRAIN PRODUCTS LIMITED reported a median hourly gender pay gap of -0.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -5.20%. Women are 23.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABF GRAIN PRODUCTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/650/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-20","captured_at":"2026-07-28 21:37:52"},{"signal_id":"df6c3a4a43cce9fdbb4fd5bdfb4f0384","headline":"LIFT SCHOOLS: women's median hourly pay is 38.30% lower than men's (2018/19)","summary":"LIFT SCHOOLS reported a median hourly gender pay gap of 38.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.80%. Women are 62.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFT SCHOOLS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/817/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"fb09f27c464bc9badea86234e7b7c4ab","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 10.60% lower than men's (2018/19)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 10.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.70%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-18","captured_at":"2026-07-28 21:37:52"},{"signal_id":"e11c438a52b5bf77e8a5bff6e9bee6e5","headline":"ACORN RECRUITMENT LIMITED: women's median hourly pay is 9.40% lower than men's (2018/19)","summary":"ACORN RECRUITMENT LIMITED reported a median hourly gender pay gap of 9.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.20%. Women are 15.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACORN RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16533/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-13","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b58bc0951d7713da1511e5ff5787e710","headline":"ADECCO UK LIMITED: women's median hourly pay is 1.10% lower than men's (2018/19)","summary":"ADECCO UK LIMITED reported a median hourly gender pay gap of 1.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -8.30%. Women are 46.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADECCO UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/899/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f4eb2d0c4b7cbc44bb7e10eb5876a265","headline":"Aintree University Hospital Nhs Foundation Trust: women's median hourly pay is 18.30% lower than men's (2018/19)","summary":"Aintree University Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 18.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 40.80%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Aintree University Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1024/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"751ea163700480efda7d3eca37ac29e1","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 2.9% higher than men's (2018/19)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -2.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.70%. Women are 9.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"84bb9f0c4c7f8c780c22a105593e9dfb","headline":"ALDI STORES LIMITED: women's median hourly pay is 7.10% lower than men's (2018/19)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 7.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.70%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"9e2454d13055edd7650e8084034ddfd7","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 9.00% lower than men's (2018/19)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 9.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-20","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b82697b33ed9c517d227812bf8d6bea8","headline":"AMAZON UK SERVICES LTD.: there is no median hourly pay gap (2018/19)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 0.50%. Women are 29.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"e67a8c85e555bc80e5af3d359623d3c7","headline":"AMERICAN AIRLINES, INC.: women's median hourly pay is 4.70% lower than men's (2018/19)","summary":"AMERICAN AIRLINES, INC. reported a median hourly gender pay gap of 4.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.40%. Women are 33.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMERICAN AIRLINES, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17044/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"0af3f5933be6971051ccd546e9ca94ea","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 30.50% lower than men's (2018/19)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 30.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.70%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"068edda98b2fbe7169504a5ddce78fcc","headline":"ANCHOR TRUST: women's median hourly pay is 6.60% lower than men's (2018/19)","summary":"ANCHOR TRUST reported a median hourly gender pay gap of 6.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.40%. Women are 78.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1260/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"0a2a3c400121b28391ca85aafa0f726b","headline":"ANGLIAN WATER SERVICES LIMITED: women's median hourly pay is 11.30% lower than men's (2018/19)","summary":"ANGLIAN WATER SERVICES LIMITED reported a median hourly gender pay gap of 11.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.60%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLIAN WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1285/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"bd8ad91301776187e4014d48a3350cf9","headline":"ARAMARK LIMITED: women's median hourly pay is 44.40% lower than men's (2018/19)","summary":"ARAMARK LIMITED reported a median hourly gender pay gap of 44.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 35.10%. Women are 17.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARAMARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1361/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a3528576d3c00922364cf2f130ede75d","headline":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD: women's median hourly pay is 2.20% lower than men's (2018/19)","summary":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD reported a median hourly gender pay gap of 2.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 54.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17877/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1cca1418f901349713b7a28044cb4ad1","headline":"AGL REALISATIONS LIMITED: women's median hourly pay is 7.70% lower than men's (2018/19)","summary":"AGL REALISATIONS LIMITED reported a median hourly gender pay gap of 7.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 40.40%. Women are 73.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AGL REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1369/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:52"},{"signal_id":"d72e73513a9d60883d6c2151a964da8e","headline":"ARGOS LIMITED: women's median hourly pay is 4.90% lower than men's (2018/19)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 4.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.90%. Women are 39.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:52"},{"signal_id":"27b2eb2668a8d91f004c950b14493fc7","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 9.90% lower than men's (2018/19)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 9.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.30%. Women are 12.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-31","captured_at":"2026-07-28 21:37:52"},{"signal_id":"76fdced1e1800cf9779dcdb1362a7a5d","headline":"ARRIVA LONDON NORTH LIMITED: women's median hourly pay is 5.00% lower than men's (2018/19)","summary":"ARRIVA LONDON NORTH LIMITED reported a median hourly gender pay gap of 5.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 7.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARRIVA LONDON NORTH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1435/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:52"},{"signal_id":"88a3c2dd9b8b60f9441dbd4815f6b2a4","headline":"ASDA STORES LIMITED: women's median hourly pay is 7.60% lower than men's (2018/19)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 7.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.40%. Women are 34.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-10","captured_at":"2026-07-28 21:37:52"},{"signal_id":"90d34afc23695747489801cce7abe94c","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 13.30% lower than men's (2018/19)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 13.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.50%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-20","captured_at":"2026-07-28 21:37:52"},{"signal_id":"6d6373b11f6323c4446b57676e867bc7","headline":"OCS UK&I LIMITED: women's median hourly pay is 4.20% lower than men's (2018/19)","summary":"OCS UK&I LIMITED reported a median hourly gender pay gap of 4.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.30%. Women are 46.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS UK&I LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11044/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"53d3363312e4472f2fd3e446995a4d29","headline":"ATOS IT SERVICES UK LIMITED: women's median hourly pay is 22.60% lower than men's (2018/19)","summary":"ATOS IT SERVICES UK LIMITED reported a median hourly gender pay gap of 22.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.20%. Women are 18.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1576/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"eca269d721c3c0a0e7b46a37a49976fb","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 23.20% lower than men's (2018/19)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 23.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.80%. Women are 15.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"7c3f5b25ad9af4e23ea7064b5a25ee7a","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 27.80% lower than men's (2018/19)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 27.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 27.20%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-30","captured_at":"2026-07-28 21:37:52"},{"signal_id":"af1431a8c60b70c2555435d178a15192","headline":"Avon and Somerset Police: women's median hourly pay is 14.40% lower than men's (2018/19)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 14.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.70%. Women are 31.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"26a10905a2bf43c872d97d3c2b9e0468","headline":"AWE PLC: women's median hourly pay is 15.00% lower than men's (2018/19)","summary":"AWE PLC reported a median hourly gender pay gap of 15.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.80%. Women are 19.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-05","captured_at":"2026-07-28 21:37:52"},{"signal_id":"04e1ca0f7a0a6d62e459bc45b975cb59","headline":"3011MAPLESIGN LTD: women's median hourly pay is 11.1% higher than men's (2018/19)","summary":"3011MAPLESIGN LTD reported a median hourly gender pay gap of -11.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -3.00%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"3011MAPLESIGN LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1691/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"715633b64fb13ffc34ac5798168bd64e","headline":"AZZURRI RESTAURANTS LIMITED: women's median hourly pay is 2.10% lower than men's (2018/19)","summary":"AZZURRI RESTAURANTS LIMITED reported a median hourly gender pay gap of 2.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 26.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AZZURRI RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1698/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1a247e6894598339629dc8e7d67dedbc","headline":"B&Q LIMITED: women's median hourly pay is 2.60% lower than men's (2018/19)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 2.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 36.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"c4abd0a9eeea96a0e142cd6e01dd9799","headline":"BAKKAVOR FOODS LIMITED: women's median hourly pay is 8.40% lower than men's (2018/19)","summary":"BAKKAVOR FOODS LIMITED reported a median hourly gender pay gap of 8.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.20%. Women are 30.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1752/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-15","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f6a2ca0f0b841b5c96fbdeb557ba2d61","headline":"BAKKAVOR FRESH COOK LIMITED: women's median hourly pay is 4.90% lower than men's (2018/19)","summary":"BAKKAVOR FRESH COOK LIMITED reported a median hourly gender pay gap of 4.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR FRESH COOK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/668/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-15","captured_at":"2026-07-28 21:37:52"},{"signal_id":"42de361ef289f5225883ad24133446da","headline":"BAKKAVOR LIMITED: women's median hourly pay is 8.40% lower than men's (2018/19)","summary":"BAKKAVOR LIMITED reported a median hourly gender pay gap of 8.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.90%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14696/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-15","captured_at":"2026-07-28 21:37:52"},{"signal_id":"72eec2f0c6b71ae2a1e24cbe02972c58","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 1.80% lower than men's (2018/19)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 1.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.90%. Women are 77.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a6711fc1638ef5821b2a80b9adddcca5","headline":"BARCLAYS BANK PLC: women's median hourly pay is 44.10% lower than men's (2018/19)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 44.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 49.30%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-21","captured_at":"2026-07-28 21:37:52"},{"signal_id":"9d936b315c411708c3c0e9dc60dff170","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 14.90% lower than men's (2018/19)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 14.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.80%. Women are 44.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-21","captured_at":"2026-07-28 21:37:52"},{"signal_id":"fd98562f98cff6f056560ab3cc0959cf","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 27.50% lower than men's (2018/19)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 27.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.00%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-21","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a6214b8bf33403f3b70aecbf4b80a4f0","headline":"Barking, Havering & Redbridge University Hospitals NHS Trust: women's median hourly pay is 24.20% lower than men's (2018/19)","summary":"Barking, Havering & Redbridge University Hospitals NHS Trust reported a median hourly gender pay gap of 24.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 29.40%. Women are 56.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barking, Havering & Redbridge University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15028/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:52"},{"signal_id":"296abdf1b7c1e7b46c6b7926478dd942","headline":"BARNARDO'S: women's median hourly pay is 9.50% lower than men's (2018/19)","summary":"BARNARDO'S reported a median hourly gender pay gap of 9.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 77.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"4057f1eff8d0310b882dd5e6c03e06f7","headline":"Barts Health Nhs Trust: women's median hourly pay is 11.00% lower than men's (2018/19)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 11.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.60%. Women are 58.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a2b6b3ce7170bfac406a194479eaba88","headline":"BAXTERSTOREY LIMITED: women's median hourly pay is 13.70% lower than men's (2018/19)","summary":"BAXTERSTOREY LIMITED reported a median hourly gender pay gap of 13.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.20%. Women are 41.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAXTERSTOREY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1876/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"4ffa7f04cb82816fa7a2afcbccffc7ae","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 4.20% lower than men's (2018/19)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 4.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.50%. Women are 59.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"adcaf594867162247b773db09c12a144","headline":"Birmingham City Council: women's median hourly pay is 9.00% lower than men's (2018/19)","summary":"Birmingham City Council reported a median hourly gender pay gap of 9.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.30%. Women are 59.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"80ac92e2d355c7a2426374405e7ab0f3","headline":"Birmingham Community Healthcare NHS Foundation Trust: women's median hourly pay is 3.20% lower than men's (2018/19)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 3.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.60%. Women are 78.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"8c9bbc14999c5ebe233cd20834a4ee30","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 16.80% lower than men's (2018/19)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 16.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.60%. Women are 69.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-11","captured_at":"2026-07-28 21:37:52"},{"signal_id":"6be002dbbb78d352f27e5e333b07b6c3","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 4.00% lower than men's (2018/19)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 4.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 24.10%. Women are 73.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:52"},{"signal_id":"5d8591101f0ea5980787b876ad0e4b96","headline":"BLUE ARROW LTD.: women's median hourly pay is 6.90% lower than men's (2018/19)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 6.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.10%. Women are 23.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:52"},{"signal_id":"48d5dbc43734a67d14e8944ce50589ad","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 4.3% higher than men's (2018/19)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of -4.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.80%. Women are 76.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f1f7d8640b6396dbc4ac18c4e4cec478","headline":"BOOKER LIMITED: women's median hourly pay is 18.90% lower than men's (2018/19)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 18.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-12","captured_at":"2026-07-28 21:37:52"},{"signal_id":"57211669d7d2145faa745ed69126e877","headline":"BOOKING.COM CUSTOMER SERVICE CENTER (UK) LIMITED: there is no median hourly pay gap (2018/19)","summary":"BOOKING.COM CUSTOMER SERVICE CENTER (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 1.80%. Women are 55.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKING.COM CUSTOMER SERVICE CENTER (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2228/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-08","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1d4df535a96a69538d9afb902d0c78b5","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 5.40% lower than men's (2018/19)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 5.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.50%. Women are 68.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-05","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a83293d6a232e920b03062e2022d3969","headline":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED: women's median hourly pay is 17.10% lower than men's (2018/19)","summary":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED reported a median hourly gender pay gap of 17.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.80%. Women are 67.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2232/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-05","captured_at":"2026-07-28 21:37:52"},{"signal_id":"bd2a663b0ee948a366445e1a55176aee","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 1.80% lower than men's (2018/19)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 1.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.10%. Women are 39.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-21","captured_at":"2026-07-28 21:37:52"},{"signal_id":"2b7653250f1fec1c1367eeb8c16dd957","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 10.10% lower than men's (2018/19)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 10.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.30%. Women are 67.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-13","captured_at":"2026-07-28 21:37:52"},{"signal_id":"d3bae384af424815798286d28e52882b","headline":"SYSCO GB LIMITED: women's median hourly pay is 11.40% lower than men's (2018/19)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 11.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.00%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"e63b826ceadd74ab10d0628a20f92e7d","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 5.90% lower than men's (2018/19)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 5.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.40%. Women are 88.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-15","captured_at":"2026-07-28 21:37:52"},{"signal_id":"82ddb479931c0cda25258961c119763b","headline":"Brighton and Sussex University Hospitals NHS Trust: women's median hourly pay is 0.4% higher than men's (2018/19)","summary":"Brighton and Sussex University Hospitals NHS Trust reported a median hourly gender pay gap of -0.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.80%. Women are 61.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Brighton and Sussex University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16517/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"7906e4f35b3f9c7993774d1b60802d44","headline":"Bristol City Council: women's median hourly pay is 8.90% lower than men's (2018/19)","summary":"Bristol City Council reported a median hourly gender pay gap of 8.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"d41063829d42b23d893b2c2f97c51c84","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 13.00% lower than men's (2018/19)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 13.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 39.70%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"15d6630fecc12933d4458fd2055682b8","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 7.60% lower than men's (2018/19)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 7.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.40%. Women are 37.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-08-02","captured_at":"2026-07-28 21:37:52"},{"signal_id":"9c825e97ee85a9a4075b8b6e94751fd8","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 37.50% lower than men's (2018/19)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 37.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 27.30%. Women are 4.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"db77601d8db354ba7349dd3f51e67511","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 3.60% lower than men's (2018/19)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 3.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.10%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a1474d51f8603b9b4099aaef21209d54","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 4.2% higher than men's (2018/19)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of -4.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -2.20%. Women are 22.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:52"},{"signal_id":"0b2ad8d6d31e632d51883ee1d2ed098f","headline":"BROOK STREET (UK) LIMITED: there is no median hourly pay gap (2018/19)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.20%. Women are 61.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"cc5b99cc604031358ef4f8f5c1ec9364","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 15.00% lower than men's (2018/19)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 15.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 29.30%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"64fef3379e268164844ccfa93aa3c93d","headline":"Bury Council: women's median hourly pay is 5.20% lower than men's (2018/19)","summary":"Bury Council reported a median hourly gender pay gap of 5.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.10%. Women are 67.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bury Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2596/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-06","captured_at":"2026-07-28 21:37:52"},{"signal_id":"90e60c56fc8929b0c986788cd0921a61","headline":"C. & J. CLARK INTERNATIONAL LIMITED: women's median hourly pay is 5.10% lower than men's (2018/19)","summary":"C. & J. CLARK INTERNATIONAL LIMITED reported a median hourly gender pay gap of 5.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.00%. Women are 58.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"C. & J. CLARK INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2639/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-14","captured_at":"2026-07-28 21:37:52"},{"signal_id":"5975d79a8edbc44e36d3cb615a6a55f8","headline":"Caerphilly County Borough Council: women's median hourly pay is 11.70% lower than men's (2018/19)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of 11.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 64.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"cadc909b3d59c9579a85b31a5b94efbe","headline":"CAFFE NERO GROUP HOLDINGS LTD: women's median hourly pay is 2.00% lower than men's (2018/19)","summary":"CAFFE NERO GROUP HOLDINGS LTD reported a median hourly gender pay gap of 2.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 60.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAFFE NERO GROUP HOLDINGS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10606/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"fa9af0014bf12974dffa5d7211de8b6e","headline":"Calderdale & Huddersfield N H S: women's median hourly pay is 8.40% lower than men's (2018/19)","summary":"Calderdale & Huddersfield N H S reported a median hourly gender pay gap of 8.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.30%. Women are 70.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Calderdale & Huddersfield N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2679/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:52"},{"signal_id":"bc1633cc1439d303ebc3ffe9a72e9935","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 0.60% lower than men's (2018/19)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 0.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.00%. Women are 63.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"4538ab327d76c88a189b973e0b6fc7cf","headline":"CAPGEMINI UK PLC: women's median hourly pay is 18.70% lower than men's (2018/19)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 18.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.20%. Women are 14.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"8d5f77a166c8c83e059ab932bd682664","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 24.00% lower than men's (2018/19)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 24.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.80%. Women are 25.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"56e2e24f0897de759845a6318f567249","headline":"Cardiff Council: women's median hourly pay is 4.70% lower than men's (2018/19)","summary":"Cardiff Council reported a median hourly gender pay gap of 4.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.20%. Women are 55.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17962/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-11","captured_at":"2026-07-28 21:37:52"},{"signal_id":"413dfb31645c2eb39c8124eea0711f2b","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 17.10% lower than men's (2018/19)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 17.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.60%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1b479da5c46f88073b057db37b6b81f4","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 4.00% lower than men's (2018/19)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 4.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.20%. Women are 78.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f4e5d823d161e645064197f626d2b48a","headline":"ARIA HEALTHCARE GROUP LTD: women's median hourly pay is 3.00% lower than men's (2018/19)","summary":"ARIA HEALTHCARE GROUP LTD reported a median hourly gender pay gap of 3.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARIA HEALTHCARE GROUP LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2871/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:52"},{"signal_id":"774817c370954fa4ab515c82e46c3836","headline":"CASUAL DINING SERVICES LIMITED: women's median hourly pay is 3.80% lower than men's (2018/19)","summary":"CASUAL DINING SERVICES LIMITED reported a median hourly gender pay gap of 3.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CASUAL DINING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14837/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"e05fd4551df77053763e55a5f2b02ace","headline":"CATER LINK LIMITED: women's median hourly pay is 24.20% lower than men's (2018/19)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 24.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 32.80%. Women are 81.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"22f00040de5aaff0fe3c239045ba7053","headline":"CBRE GWS LIMITED: women's median hourly pay is 18.30% lower than men's (2018/19)","summary":"CBRE GWS LIMITED reported a median hourly gender pay gap of 18.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.40%. Women are 25.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE GWS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2979/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"3d4de4308a559cb49677c9f037274bad","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 28.60% lower than men's (2018/19)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 28.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.20%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"781f508efd92fd55c9710a139ac2ae8d","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2018/19)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.50%. Women are 54.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-20","captured_at":"2026-07-28 21:37:52"},{"signal_id":"aaa6a20ccc768cfa7183c40367a90db1","headline":"CENTER PARCS (OPERATING COMPANY) LIMITED: women's median hourly pay is 13.10% lower than men's (2018/19)","summary":"CENTER PARCS (OPERATING COMPANY) LIMITED reported a median hourly gender pay gap of 13.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.90%. Women are 50.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS (OPERATING COMPANY) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3028/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"e70ea2a2b992cd6dcff9cd2b44ae8758","headline":"CENTER PARCS LIMITED: women's median hourly pay is 12.80% lower than men's (2018/19)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 12.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.40%. Women are 58.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"0e4a59f541c9accd6022e53facb46dd2","headline":"CENTERPLATE UK LIMITED: there is no median hourly pay gap (2018/19)","summary":"CENTERPLATE UK LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.20%. Women are 47.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTERPLATE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3030/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-05","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b72e6a2314bfffc400295c1482d497d9","headline":"Central & North West London N H S: women's median hourly pay is 10.40% lower than men's (2018/19)","summary":"Central & North West London N H S reported a median hourly gender pay gap of 10.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.40%. Women are 67.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central & North West London N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3031/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-05-01","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b1f1bcb7454090237fbeed315080d2b6","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 7.40% lower than men's (2018/19)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 7.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 46.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-06","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f036531313cbd6e0f184be31dbd67c51","headline":"CFS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 12.10% lower than men's (2018/19)","summary":"CFS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 12.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.50%. Women are 35.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CFS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/461/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"319445bc871bf0f20ac5e9d9e57a6d4e","headline":"CGI IT UK LIMITED: women's median hourly pay is 14.20% lower than men's (2018/19)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 14.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.90%. Women are 15.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-10-31","captured_at":"2026-07-28 21:37:52"},{"signal_id":"5296972b89786808e63b67c38a47a6cd","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 12.10% lower than men's (2018/19)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 12.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 33.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:52"},{"signal_id":"2a88d5885798188029ca8e7380c9175a","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 1.70% lower than men's (2018/19)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 1.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.50%. Women are 53.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"cfec33ff0565399bd05d8a7937cf3998","headline":"CINEWORLD CINEMAS LIMITED: women's median hourly pay is 1.00% lower than men's (2018/19)","summary":"CINEWORLD CINEMAS LIMITED reported a median hourly gender pay gap of 1.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.60%. Women are 45.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CINEWORLD CINEMAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3254/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"d030103e13ba22491bc358e3b8c74d1f","headline":"CITY FACILITIES MANAGEMENT (UK) LIMITED: women's median hourly pay is 1.70% lower than men's (2018/19)","summary":"CITY FACILITIES MANAGEMENT (UK) LIMITED reported a median hourly gender pay gap of 1.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.80%. Women are 31.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CITY FACILITIES MANAGEMENT (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3281/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a3c9cdd2751d78a28b35c8efd66b6bf5","headline":"GXO LOGISTICS UK II LIMITED: women's median hourly pay is 14.00% lower than men's (2018/19)","summary":"GXO LOGISTICS UK II LIMITED reported a median hourly gender pay gap of 14.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 22.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK II LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3376/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"fdd671c809b4c03ddcd61696f0575691","headline":"CLYDESDALE BANK LIMITED: women's median hourly pay is 38.00% lower than men's (2018/19)","summary":"CLYDESDALE BANK LIMITED reported a median hourly gender pay gap of 38.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 36.00%. Women are 35.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLYDESDALE BANK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/85/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-19","captured_at":"2026-07-28 21:37:52"},{"signal_id":"d6d65b942a906e726a6c47f94b32586a","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 12.00% lower than men's (2018/19)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 12.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.20%. Women are 30.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"b983c7161eabcd1cb6a9b731da728da3","headline":"COGNIZANT WORLDWIDE LIMITED: women's median hourly pay is 11.20% lower than men's (2018/19)","summary":"COGNIZANT WORLDWIDE LIMITED reported a median hourly gender pay gap of 11.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.40%. Women are 11.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COGNIZANT WORLDWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/164/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"777f6fd2faa06c8efae2a7e85b7e00cd","headline":"COMMUNITY INTEGRATED CARE: women's median hourly pay is 1.80% lower than men's (2018/19)","summary":"COMMUNITY INTEGRATED CARE reported a median hourly gender pay gap of 1.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.90%. Women are 79.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMMUNITY INTEGRATED CARE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3479/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"68e91bcfff484fe575075f4e38ddfc84","headline":"CORAL RACING LIMITED: women's median hourly pay is 8.00% lower than men's (2018/19)","summary":"CORAL RACING LIMITED reported a median hourly gender pay gap of 8.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.50%. Women are 36.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CORAL RACING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3561/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:52"},{"signal_id":"384d2123f00cf364b7a49d0cb625f843","headline":"Cornwall Council: women's median hourly pay is 11.10% lower than men's (2018/19)","summary":"Cornwall Council reported a median hourly gender pay gap of 11.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.50%. Women are 60.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"940393951ed8d1d742940e72da7e5a26","headline":"COSTA LIMITED: there is no median hourly pay gap (2018/19)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 57.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-03","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a9ea1e2bcac9710f8593c96577b16f7c","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 4.70% lower than men's (2018/19)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of 4.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.90%. Women are 28.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-05","captured_at":"2026-07-28 21:37:52"},{"signal_id":"1d0633e086a38dfad1c0cf9098b68ea9","headline":"Countess of Chester Hospital NHS FT: women's median hourly pay is 1.90% lower than men's (2018/19)","summary":"Countess of Chester Hospital NHS FT reported a median hourly gender pay gap of 1.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.00%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Countess of Chester Hospital NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15723/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-17","captured_at":"2026-07-28 21:37:52"},{"signal_id":"00d27f38d16c45680cfa2c7ad21d389f","headline":"COUNTRYWIDE ESTATE AGENTS LIMITED: women's median hourly pay is 15.10% lower than men's (2018/19)","summary":"COUNTRYWIDE ESTATE AGENTS LIMITED reported a median hourly gender pay gap of 15.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.30%. Women are 45.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE ESTATE AGENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3639/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"7fcae41d08eb2a6bd0e6320ba90caec1","headline":"COUNTRYWIDE LIMITED: women's median hourly pay is 29.50% lower than men's (2018/19)","summary":"COUNTRYWIDE LIMITED reported a median hourly gender pay gap of 29.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 32.70%. Women are 28.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3641/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"15117ae7f79691a4e75029c86359aec7","headline":"County Durham And Darlington Nhs Foundation Trust: women's median hourly pay is 20.30% lower than men's (2018/19)","summary":"County Durham And Darlington Nhs Foundation Trust reported a median hourly gender pay gap of 20.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 34.00%. Women are 72.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"County Durham And Darlington Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3645/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"147d2f0c39d3b5080ba454fbdbb88713","headline":"Coventry City Council: women's median hourly pay is 3.20% lower than men's (2018/19)","summary":"Coventry City Council reported a median hourly gender pay gap of 3.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.50%. Women are 66.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Coventry City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3655/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a47998842eaf725a886051028d431f78","headline":"CP WOBURN (OPERATING COMPANY) LIMITED: women's median hourly pay is 12.80% lower than men's (2018/19)","summary":"CP WOBURN (OPERATING COMPANY) LIMITED reported a median hourly gender pay gap of 12.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.60%. Women are 60.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CP WOBURN (OPERATING COMPANY) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3668/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"65a9c4363777f68c188b69e51132f508","headline":"Crown Prosecution Service: women's median hourly pay is 24.30% lower than men's (2018/19)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 24.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.30%. Women are 58.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:52"},{"signal_id":"5e4d893801078b4233559dc96afdb8e7","headline":"Cumbria County Council: women's median hourly pay is 25.50% lower than men's (2018/19)","summary":"Cumbria County Council reported a median hourly gender pay gap of 25.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 67.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3812/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"a85e0b5ab0c97bb6a1c0f2604361bec7","headline":"CVS (UK) LIMITED: women's median hourly pay is 45.20% lower than men's (2018/19)","summary":"CVS (UK) LIMITED reported a median hourly gender pay gap of 45.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 42.90%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CVS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3842/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:52"},{"signal_id":"19dcb848d2e4da666ba5c65ae17fa42e","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 7.40% lower than men's (2018/19)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 7.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.90%. Women are 45.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-14","captured_at":"2026-07-28 21:37:52"},{"signal_id":"f4fa9ac20ba09adf7cbd65cc39b6b710","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 26.20% lower than men's (2018/19)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 26.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 35.90%. Women are 17.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:52"},{"signal_id":"d3b481977fcf8d6afc42936fedb987f7","headline":"DEPARTMENT STORES REALISATIONS LIMITED: there is no median hourly pay gap (2018/19)","summary":"DEPARTMENT STORES REALISATIONS LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.60%. Women are 78.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEPARTMENT STORES REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/94/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-29","captured_at":"2026-07-28 21:37:52"},{"signal_id":"c789e483c8f74d041a7bc73f3797afef","headline":"DELOITTE LLP: women's median hourly pay is 12.30% lower than men's (2018/19)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 12.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.40%. Women are 36.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-09-10","captured_at":"2026-07-28 21:37:52"},{"signal_id":"4ce98a0736effaa6a2cca1a210468ee9","headline":"Department for Business, Energy & Industrial Strategy: women's median hourly pay is 14.00% lower than men's (2018/19)","summary":"Department for Business, Energy & Industrial Strategy reported a median hourly gender pay gap of 14.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business, Energy & Industrial Strategy","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4028/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:52"},{"signal_id":"666b44fc9147aad6e27efb894930bfd4","headline":"Department for Education: women's median hourly pay is 5.60% lower than men's (2018/19)","summary":"Department for Education reported a median hourly gender pay gap of 5.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 53.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"135fbfe5ddeb23bee42d9b3a955fb4f1","headline":"Department For Transport: women's median hourly pay is 15.60% lower than men's (2018/19)","summary":"Department For Transport reported a median hourly gender pay gap of 15.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.60%. Women are 33.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5185a1affa1fc9195ad6e01102c2e552","headline":"Department of Health and Social Care: women's median hourly pay is 10.50% lower than men's (2018/19)","summary":"Department of Health and Social Care reported a median hourly gender pay gap of 10.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.40%. Women are 56.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department of Health and Social Care","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4035/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5e70f067cc4575584fb9e61490868cd1","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 11.70% lower than men's (2018/19)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 11.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"bc7f043d3509919eba1bfac4bc9bd387","headline":"Derby Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 17.10% lower than men's (2018/19)","summary":"Derby Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 17.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 30.60%. Women are 68.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derby Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4043/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-15","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9a952b732907f386c33f198cbef6e04a","headline":"Derbyshire County Council: women's median hourly pay is 19.70% lower than men's (2018/19)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 19.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.50%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"bf162bbc89eb1cc41486de70d24d6217","headline":"Devon & Cornwall Police: women's median hourly pay is 24.50% lower than men's (2018/19)","summary":"Devon & Cornwall Police reported a median hourly gender pay gap of 24.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.10%. Women are 23.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon & Cornwall Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9904/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"28aae276dd722ec2ef832160a56c52a5","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 8.10% lower than men's (2018/19)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 8.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 9.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"97dceb7d01d13583a19f7a619c5e2b21","headline":"DFDS LOGISTICS LIMITED: women's median hourly pay is 6.00% lower than men's (2018/19)","summary":"DFDS LOGISTICS LIMITED reported a median hourly gender pay gap of 6.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 23.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DFDS LOGISTICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4084/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"7effaab765446d8e1ca43e135399b29c","headline":"DFDS LOGISTICS SERVICES LIMITED: women's median hourly pay is 0.70% lower than men's (2018/19)","summary":"DFDS LOGISTICS SERVICES LIMITED reported a median hourly gender pay gap of 0.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.90%. Women are 3.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DFDS LOGISTICS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4085/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"137dc4b7c0f14e5695c1e99bb5d458ec","headline":"DFDS SEAWAYS PLC: women's median hourly pay is 4.70% lower than men's (2018/19)","summary":"DFDS SEAWAYS PLC reported a median hourly gender pay gap of 4.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 26.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DFDS SEAWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4086/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9b2a5f5fee250ea4cbdd5a1c22b6e2c9","headline":"DHL SERVICES LIMITED: women's median hourly pay is 12.00% lower than men's (2018/19)","summary":"DHL SERVICES LIMITED reported a median hourly gender pay gap of 12.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.10%. Women are 15.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DHL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4099/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"4958995cddc5db31036f12b0b9add715","headline":"DIMENSIONS (UK) LIMITED: there is no median hourly pay gap (2018/19)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.40%. Women are 73.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e400835b7329be692cc4c7922698e6e2","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 15.40% lower than men's (2018/19)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 15.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 35.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-13","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e5f7bb590beab13de1db9e8d7e41e5e8","headline":"DLA PIPER UK LLP: women's median hourly pay is 15.80% lower than men's (2018/19)","summary":"DLA PIPER UK LLP reported a median hourly gender pay gap of 15.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.80%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DLA PIPER UK LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4161/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"38bad39bced3133bf4322dcb2e498d1a","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 25.70% lower than men's (2018/19)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 25.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 37.20%. Women are 68.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"ac808848856af2cd8193a56c2cf018f4","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 2.50% lower than men's (2018/19)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 2.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-18","captured_at":"2026-07-28 21:37:53"},{"signal_id":"c86e24550857550cff9391bd2f0f3865","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 6.50% lower than men's (2018/19)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 6.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.40%. Women are 77.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"c0083ea3978c85d9d87f83a20fb2aa88","headline":"DOT100 LIMITED: there is no median hourly pay gap (2018/19)","summary":"DOT100 LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.20%. Women are 18.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DOT100 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16554/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"a7bd3a3ce6fc1537d404e560344df723","headline":"DPDGROUP UK LTD: women's median hourly pay is 1% higher than men's (2018/19)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of -1.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -4.00%. Women are 21.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"161083a3bbff311832714918816bab07","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 5.70% lower than men's (2018/19)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 5.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.10%. Women are 18.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"afb926b23a7617fbe27350129663158f","headline":"Dudley Metropolitan Borough Council: women's median hourly pay is 20.00% lower than men's (2018/19)","summary":"Dudley Metropolitan Borough Council reported a median hourly gender pay gap of 20.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 54.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dudley Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4294/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"78cd4d5b47a35c51f70bef76ff2801ca","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 7.90% lower than men's (2018/19)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 7.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.20%. Women are 52.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"d7ed8b8c49a0b3a356afd7bfb21e78b9","headline":"Durham County Council: women's median hourly pay is 4.80% lower than men's (2018/19)","summary":"Durham County Council reported a median hourly gender pay gap of 4.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 1.90%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-23","captured_at":"2026-07-28 21:37:53"},{"signal_id":"d368107940382c4fc5f39946d4ec84ab","headline":"E.ON UK LIMITED: women's median hourly pay is 17.00% lower than men's (2018/19)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 17.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.70%. Women are 40.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"57d52653b46dc71d21596afa1a68ecfc","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 11.00% lower than men's (2018/19)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 11.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.00%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"186f7a72eae68957b9d955019803c279","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 18.70% lower than men's (2018/19)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 18.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.40%. Women are 61.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"2b92742c8065989922a107c74290409d","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 7.60% lower than men's (2018/19)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of 7.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.80%. Women are 73.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"1ec0f3f92896ed623f2a206480c7e4b0","headline":"East London NHS Foundation Trust: women's median hourly pay is 6.40% lower than men's (2018/19)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 6.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 63.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"aef77a0a67bd051797588cf000e93410","headline":"East Riding of Yorkshire Council: women's median hourly pay is 10.20% lower than men's (2018/19)","summary":"East Riding of Yorkshire Council reported a median hourly gender pay gap of 10.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.40%. Women are 57.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Riding of Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4408/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-10","captured_at":"2026-07-28 21:37:53"},{"signal_id":"c7cf2a5ac200892d51dccb3627658955","headline":"East Suffolk and North Essex NHS Foundation Trust: women's median hourly pay is 13.40% lower than men's (2018/19)","summary":"East Suffolk and North Essex NHS Foundation Trust reported a median hourly gender pay gap of 13.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 30.70%. Women are 67.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Suffolk and North Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19742/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-05-05","captured_at":"2026-07-28 21:37:53"},{"signal_id":"beb831ffbd8d93cefdd0d6ee72e6b0bf","headline":"East Sussex Council: women's median hourly pay is 7.10% lower than men's (2018/19)","summary":"East Sussex Council reported a median hourly gender pay gap of 7.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4411/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-30","captured_at":"2026-07-28 21:37:53"},{"signal_id":"eeab27f3005735d769520fb9d968f6cc","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 2.80% lower than men's (2018/19)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 2.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.50%. Women are 68.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e06398c28703a6174bf902d6c28c1da4","headline":"EASYJET AIRLINE COMPANY LIMITED: women's median hourly pay is 47.90% lower than men's (2018/19)","summary":"EASYJET AIRLINE COMPANY LIMITED reported a median hourly gender pay gap of 47.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 54.10%. Women are 10.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET AIRLINE COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4432/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:53"},{"signal_id":"3dcb290b2a54dfddf985ceaf4299a796","headline":"EDF ENERGY LIMITED: women's median hourly pay is 25.40% lower than men's (2018/19)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 25.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.60%. Women are 29.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-24","captured_at":"2026-07-28 21:37:53"},{"signal_id":"a610f93da58f3a073781edf7904e7df4","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 18.40% lower than men's (2018/19)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 18.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.60%. Women are 8.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-24","captured_at":"2026-07-28 21:37:53"},{"signal_id":"316fa7e5a7d4486880cc31867246b914","headline":"EE LIMITED: women's median hourly pay is 5.60% lower than men's (2018/19)","summary":"EE LIMITED reported a median hourly gender pay gap of 5.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.20%. Women are 37.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9bfc722fd610d9cd552b1faed1d85001","headline":"ELIOR UK PLC: women's median hourly pay is 14.80% lower than men's (2018/19)","summary":"ELIOR UK PLC reported a median hourly gender pay gap of 14.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 47.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIOR UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4554/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"4086aed1196aaf32485a69c93d71d672","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 23.20% lower than men's (2018/19)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 23.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.20%. Women are 27.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"bf06e5bd7421c3c32c48792ff308a132","headline":"Environment Agency: women's median hourly pay is 3.30% lower than men's (2018/19)","summary":"Environment Agency reported a median hourly gender pay gap of 3.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.30%. Women are 34.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Environment Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/411/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"7f6631a48c11b5e57139836d07116b3a","headline":"ERNST & YOUNG SERVICES LIMITED: women's median hourly pay is 13.80% lower than men's (2018/19)","summary":"ERNST & YOUNG SERVICES LIMITED reported a median hourly gender pay gap of 13.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/657/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9bee22f8e8a9d36645e6dd457eafad0a","headline":"Essex County Council: women's median hourly pay is 8.10% lower than men's (2018/19)","summary":"Essex County Council reported a median hourly gender pay gap of 8.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.90%. Women are 74.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"02f655046d03009bb5e15925d3df4cf6","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 7.40% lower than men's (2018/19)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 7.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.90%. Women are 74.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:53"},{"signal_id":"3a4576ff81ccad960aadbbac3a99e643","headline":"Essex Police: women's median hourly pay is 24.40% lower than men's (2018/19)","summary":"Essex Police reported a median hourly gender pay gap of 24.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.30%. Women are 25.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"dcffc52dd9f0bc81e9dee70757e8a561","headline":"ESTEE LAUDER COSMETICS LIMITED: women's median hourly pay is 21.10% lower than men's (2018/19)","summary":"ESTEE LAUDER COSMETICS LIMITED reported a median hourly gender pay gap of 21.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 36.60%. Women are 84.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ESTEE LAUDER COSMETICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4741/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"6216c6286a345b1dfb991ea14079123b","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 1.70% lower than men's (2018/19)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of 1.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 11.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"24f899b2d07a5cd1728dbb8a16e2f0ea","headline":"ASDA EXPRESS LIMITED: women's median hourly pay is 3.40% lower than men's (2018/19)","summary":"ASDA EXPRESS LIMITED reported a median hourly gender pay gap of 3.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.10%. Women are 43.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA EXPRESS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4765/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"7bd121bab1a213a9ddf8511f3bdbd826","headline":"EXCHEQUER SOLUTIONS LIMITED: women's median hourly pay is 6.2% higher than men's (2018/19)","summary":"EXCHEQUER SOLUTIONS LIMITED reported a median hourly gender pay gap of -6.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -8.80%. Women are 7.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EXCHEQUER SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4827/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9dc912bf0a1b725aecac03aa496b0d63","headline":"FIL INVESTMENT MANAGEMENT LIMITED: women's median hourly pay is 27.20% lower than men's (2018/19)","summary":"FIL INVESTMENT MANAGEMENT LIMITED reported a median hourly gender pay gap of 27.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.60%. Women are 24.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIL INVESTMENT MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4979/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-26","captured_at":"2026-07-28 21:37:53"},{"signal_id":"450d6f801fdea97f9a884001815a838e","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 27.40% lower than men's (2018/19)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 27.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.10%. Women are 8.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"2cc0c0c971c2b8ac8bd7963a6a524ffc","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 20.80% lower than men's (2018/19)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 20.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.80%. Women are 6.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"300d6144ea8712f1b0095f39678afd99","headline":"Fleet Maritime Services International Limited: women's median hourly pay is 10.00% lower than men's (2018/19)","summary":"Fleet Maritime Services International Limited reported a median hourly gender pay gap of 10.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 14.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Fleet Maritime Services International Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15304/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"d8ea1a1f1a79651334b2f839bd55afab","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 5.2% higher than men's (2018/19)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of -5.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -2.00%. Women are 14.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"93da7b0a2f765941976166a944cfb4f1","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 3.80% lower than men's (2018/19)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 3.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.40%. Women are 73.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"388b427860de9fb8bf8da6bb5e3f478b","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 16.40% lower than men's (2018/19)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 16.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.30%. Women are 16.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-09-11","captured_at":"2026-07-28 21:37:53"},{"signal_id":"4dc11fc5673fc9727036ae0ae404af30","headline":"FULLER SMITH & TURNER PLC: women's median hourly pay is 0.4% higher than men's (2018/19)","summary":"FULLER SMITH & TURNER PLC reported a median hourly gender pay gap of -0.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 28.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FULLER SMITH & TURNER PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5281/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"7aff1af5e854f0096f6c4b61c11540f8","headline":"G4S SECURE SOLUTIONS (UK) LIMITED: women's median hourly pay is 3.60% lower than men's (2018/19)","summary":"G4S SECURE SOLUTIONS (UK) LIMITED reported a median hourly gender pay gap of 3.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.20%. Women are 11.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S SECURE SOLUTIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5342/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9cb08fdbc9e67821376441669009ad65","headline":"GALLIFORD TRY EMPLOYMENT LIMITED: women's median hourly pay is 34.50% lower than men's (2018/19)","summary":"GALLIFORD TRY EMPLOYMENT LIMITED reported a median hourly gender pay gap of 34.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.70%. Women are 9.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GALLIFORD TRY EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5361/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-20","captured_at":"2026-07-28 21:37:53"},{"signal_id":"4779beb8d957635d24c6240a9a7d8eda","headline":"GAP PERSONNEL HOLDINGS LIMITED: women's median hourly pay is 0.90% lower than men's (2018/19)","summary":"GAP PERSONNEL HOLDINGS LIMITED reported a median hourly gender pay gap of 0.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 1.80%. Women are 26.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GAP PERSONNEL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5381/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e4cd2caef0e52792b47d2957a7703afd","headline":"Gateshead Council: women's median hourly pay is 12.10% lower than men's (2018/19)","summary":"Gateshead Council reported a median hourly gender pay gap of 12.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.70%. Women are 55.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gateshead Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5401/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e61001a8fe83eb64a8ace1325136d6ce","headline":"GCHQ: women's median hourly pay is 12.80% lower than men's (2018/19)","summary":"GCHQ reported a median hourly gender pay gap of 12.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 23.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"ed0f1d072b73824a9305f746bda932bf","headline":"GENERATE FS LIMITED: there is no median hourly pay gap (2018/19)","summary":"GENERATE FS LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.80%. Women are 62.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GENERATE FS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5448/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-26","captured_at":"2026-07-28 21:37:53"},{"signal_id":"1d89070b0f8e23325589cd09564d21fe","headline":"GI GROUP RECRUITMENT LTD: women's median hourly pay is 9.90% lower than men's (2018/19)","summary":"GI GROUP RECRUITMENT LTD reported a median hourly gender pay gap of 9.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.30%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GI GROUP RECRUITMENT LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5492/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"1ad8e793f858af0f94e5f340152354c4","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 1.30% lower than men's (2018/19)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of 1.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.70%. Women are 41.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-12","captured_at":"2026-07-28 21:37:53"},{"signal_id":"aad34475e5bc5317c3aa5daab4a0939d","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 15.20% lower than men's (2018/19)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 15.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.30%. Women are 66.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"1555bc41b8811b85e3ca11fab43a1938","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 18.60% lower than men's (2018/19)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 18.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.50%. Women are 5.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"b0d49264699fc524e5250e16ef011d69","headline":"BUILDING SUPPLIES DISTRIBUTION LIMITED: women's median hourly pay is 0.4% higher than men's (2018/19)","summary":"BUILDING SUPPLIES DISTRIBUTION LIMITED reported a median hourly gender pay gap of -0.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.00%. Women are 14.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUILDING SUPPLIES DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5644/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"4f485e0acef9be1344e133a053b2ea27","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 9.70% lower than men's (2018/19)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 9.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.40%. Women are 76.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-13","captured_at":"2026-07-28 21:37:53"},{"signal_id":"3e68b2653c1c50a3f258e466d5d8b96c","headline":"Greater Manchester Mental Health NHS Foundation Trust: women's median hourly pay is 4.60% lower than men's (2018/19)","summary":"Greater Manchester Mental Health NHS Foundation Trust reported a median hourly gender pay gap of 4.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.90%. Women are 67.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Mental Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15811/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e79172f54e5e22be2672eefaabe6b987","headline":"Greater Manchester Police: women's median hourly pay is 16.20% lower than men's (2018/19)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 16.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.90%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"1d6df6b897859ff7316a80fc0e3c39f3","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 9.00% lower than men's (2018/19)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 9.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"beb82cacc60f3b57bd468009d8d8d7a0","headline":"GREENE KING RETAIL SERVICES LIMITED: there is no median hourly pay gap (2018/19)","summary":"GREENE KING RETAIL SERVICES LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.10%. Women are 45.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING RETAIL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5704/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-20","captured_at":"2026-07-28 21:37:53"},{"signal_id":"726c50699f62d0b25f7a58970eb6cd7b","headline":"GREENE KING SERVICES LIMITED: women's median hourly pay is 9.40% lower than men's (2018/19)","summary":"GREENE KING SERVICES LIMITED reported a median hourly gender pay gap of 9.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.50%. Women are 26.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5707/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-20","captured_at":"2026-07-28 21:37:53"},{"signal_id":"f13d9d81f6f1432239edce9374a9acc1","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 6.4% higher than men's (2018/19)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -6.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -9.30%. Women are 53.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"89c9c5e910b05e07d6355f18533b526e","headline":"GREGGS PLC: women's median hourly pay is 7.60% lower than men's (2018/19)","summary":"GREGGS PLC reported a median hourly gender pay gap of 7.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.20%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e6563bd6de7075b4ef949c8a3da3e9ba","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 9.80% lower than men's (2018/19)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 9.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.40%. Women are 61.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"8de2c83e44279e84d12964d728fc9514","headline":"H M Government Cabinet Office: women's median hourly pay is 10.70% lower than men's (2018/19)","summary":"H M Government Cabinet Office reported a median hourly gender pay gap of 10.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.80%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H M Government Cabinet Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5816/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9c1f3a21323d5339b6ec23594d139132","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 4.00% lower than men's (2018/19)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 4.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.70%. Women are 76.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"14450b9da4665b11c678282d2c735602","headline":"HALFORDS GROUP PLC: women's median hourly pay is 5.50% lower than men's (2018/19)","summary":"HALFORDS GROUP PLC reported a median hourly gender pay gap of 5.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.50%. Women are 16.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5875/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"3a2f92f874abc30e2b3e68396a335cbf","headline":"HALFORDS LIMITED: women's median hourly pay is 1.20% lower than men's (2018/19)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 1.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.00%. Women are 24.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"a9832834fc3ab99693a7ac0e77159b5b","headline":"Hampshire Constabulary: women's median hourly pay is 20.60% lower than men's (2018/19)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 20.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.60%. Women are 31.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"3e2ef5aaa4c3c20d9ffb6811210277ba","headline":"Hampshire County Council: women's median hourly pay is 19.70% lower than men's (2018/19)","summary":"Hampshire County Council reported a median hourly gender pay gap of 19.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.30%. Women are 65.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"74636b6567d21cbe7e2e72c068b77014","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 2.00% lower than men's (2018/19)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 2.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 24.40%. Women are 71.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"c4e95e9b2244117bbf1ae5b495362785","headline":"HBOS PLC: women's median hourly pay is 26.30% lower than men's (2018/19)","summary":"HBOS PLC reported a median hourly gender pay gap of 26.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.80%. Women are 41.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-17","captured_at":"2026-07-28 21:37:53"},{"signal_id":"3135f1a1b4e42db9c9690a761dfaa3c7","headline":"HC-ONE LIMITED: women's median hourly pay is 0.40% lower than men's (2018/19)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of 0.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.10%. Women are 87.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"6effa8285cbfd64594c16764357b83d0","headline":"HC-ONE NO.1 LIMITED: there is no median hourly pay gap (2018/19)","summary":"HC-ONE NO.1 LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.50%. Women are 82.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE NO.1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14438/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"496c6313afef6c225761d64dfa68c8e0","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 1.30% lower than men's (2018/19)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 1.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.20%. Women are 63.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"d1245f1ad184b095fb0ff6272f594fc4","headline":"Heart Of England NHS Foundation Trust: women's median hourly pay is 11.70% lower than men's (2018/19)","summary":"Heart Of England NHS Foundation Trust reported a median hourly gender pay gap of 11.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.20%. Women are 68.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Heart Of England NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6055/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e18104c7a1d0c91ebd15ed560a54bfc8","headline":"HM Land Registry: women's median hourly pay is 15.60% lower than men's (2018/19)","summary":"HM Land Registry reported a median hourly gender pay gap of 15.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 46.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5fd01603e33f71f5963baece7c986497","headline":"Hertfordshire County Council: women's median hourly pay is 1.90% lower than men's (2018/19)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of 1.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -2.90%. Women are 66.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"2ca308271c73686696a25160641bff74","headline":"HHGL LIMITED: women's median hourly pay is 3.70% lower than men's (2018/19)","summary":"HHGL LIMITED reported a median hourly gender pay gap of 3.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.00%. Women are 43.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HHGL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14492/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"f81594ec0c0944ae668124f7fd76510f","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 9.60% lower than men's (2018/19)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 9.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.30%. Women are 27.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-05","captured_at":"2026-07-28 21:37:53"},{"signal_id":"6b2bc4bae0bef0ee0f70ce5f2a631678","headline":"HILTON UK HOTELS LIMITED: women's median hourly pay is 7.80% lower than men's (2018/19)","summary":"HILTON UK HOTELS LIMITED reported a median hourly gender pay gap of 7.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 46.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HILTON UK HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16178/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5c20f1fed53005d5979a553ebff8082e","headline":"HM Revenue and Customs (HMRC): women's median hourly pay is 13.5% lower than men's (2018/19)","summary":"HM Revenue and Customs (HMRC) reported a median hourly gender pay gap of 13.5% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 47.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Revenue and Customs (HMRC)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14655/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-18","captured_at":"2026-07-28 21:37:53"},{"signal_id":"ba50ffbc28e2c87e7ffef99a442ffebe","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 3.90% lower than men's (2018/19)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 3.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.20%. Women are 60.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-11","captured_at":"2026-07-28 21:37:53"},{"signal_id":"55d90ebd265333a5b45a6b37be4377d3","headline":"Home Office: women's median hourly pay is 14.50% lower than men's (2018/19)","summary":"Home Office reported a median hourly gender pay gap of 14.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 43.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:53"},{"signal_id":"67b1493aa77edc3b092fdd5f1dd41182","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 2.60% lower than men's (2018/19)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 2.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 26.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"c6bd60a7524df592c025c554c778229f","headline":"HSBC BANK PLC: women's median hourly pay is 30.00% lower than men's (2018/19)","summary":"HSBC BANK PLC reported a median hourly gender pay gap of 30.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 61.00%. Women are 33.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6366/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-18","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9a540096138cf0edc95f33954ae700c9","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 31.00% lower than men's (2018/19)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 31.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 30.00%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-18","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e76c6a3e3a804587a489c3b9064ccce0","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 15.10% lower than men's (2018/19)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 15.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 30.70%. Women are 61.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:53"},{"signal_id":"c460faaa0d103a0fb3ef1c724a4e1739","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 11.70% lower than men's (2018/19)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 11.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.10%. Women are 18.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"a7f11c0f23fe57166d91e689a3cf35f7","headline":"ICELAND FOODS LIMITED: women's median hourly pay is 11.80% lower than men's (2018/19)","summary":"ICELAND FOODS LIMITED reported a median hourly gender pay gap of 11.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.50%. Women are 32.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICELAND FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6470/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:53"},{"signal_id":"ccca5620d92857ba1bc45c77b2bd5893","headline":"IKEA LIMITED: women's median hourly pay is 7.10% lower than men's (2018/19)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 7.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 43.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"72ddc2a3f9eda1105f2dfa2de4918037","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 11.60% lower than men's (2018/19)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of 11.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.10%. Women are 60.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"725ae5d16e45d988907549ace4a73199","headline":"Imperial College London: women's median hourly pay is 7.60% lower than men's (2018/19)","summary":"Imperial College London reported a median hourly gender pay gap of 7.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 30.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"362d9d112574e523ac0896aded84f8d8","headline":"GROUP 1 RETAIL LIMITED: women's median hourly pay is 16.20% lower than men's (2018/19)","summary":"GROUP 1 RETAIL LIMITED reported a median hourly gender pay gap of 16.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.60%. Women are 13.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GROUP 1 RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/64/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-15","captured_at":"2026-07-28 21:37:53"},{"signal_id":"ca0717c45c5a5836f5d034bf297f7d79","headline":"INDEPENDENT CLINICAL SERVICES LIMITED: women's median hourly pay is 1.1% higher than men's (2018/19)","summary":"INDEPENDENT CLINICAL SERVICES LIMITED reported a median hourly gender pay gap of -1.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -4.60%. Women are 79.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INDEPENDENT CLINICAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/345/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5218805acdfaa3924f796d7dd77ddd87","headline":"INSPIRING VET CARE LIMITED: women's median hourly pay is 48.30% lower than men's (2018/19)","summary":"INSPIRING VET CARE LIMITED reported a median hourly gender pay gap of 48.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 40.20%. Women are 67.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INSPIRING VET CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6576/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"206d8bc7e9096f4264c1e452fc68bf95","headline":"MITIE FM LIMITED: women's median hourly pay is 23.20% lower than men's (2018/19)","summary":"MITIE FM LIMITED reported a median hourly gender pay gap of 23.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 24.80%. Women are 24.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6729/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9a42a5ec5f6cafd8acd46169042a458c","headline":"MITIE FS (UK) LIMITED: women's median hourly pay is 14.90% lower than men's (2018/19)","summary":"MITIE FS (UK) LIMITED reported a median hourly gender pay gap of 14.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.50%. Women are 28.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6731/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"a8b71db4c456517688c5b5ff67f75837","headline":"ISS FACILITY SERVICES LIMITED: women's median hourly pay is 11.00% lower than men's (2018/19)","summary":"ISS FACILITY SERVICES LIMITED reported a median hourly gender pay gap of 11.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.00%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS FACILITY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6805/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"d96894f58a015dce238208e97c650bd9","headline":"ISS MEDICLEAN LIMITED: women's median hourly pay is 2.00% lower than men's (2018/19)","summary":"ISS MEDICLEAN LIMITED reported a median hourly gender pay gap of 2.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -5.00%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS MEDICLEAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6807/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9e62df8449b3df3b2e57cd78dc7af27e","headline":"J D WETHERSPOON PLC: women's median hourly pay is 1.20% lower than men's (2018/19)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 1.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.40%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:53"},{"signal_id":"de4a3ed89088d32afb2d758f53257054","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 5.00% lower than men's (2018/19)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of 5.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.80%. Women are 11.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-18","captured_at":"2026-07-28 21:37:53"},{"signal_id":"b9f2f69531246c38d3b10bbe31c38c22","headline":"JD SPORTS FASHION PLC: women's median hourly pay is 1.40% lower than men's (2018/19)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 1.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.00%. Women are 37.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"b63f584a8f8bbb2c891e3bfa8840ba0e","headline":"JET2.COM LIMITED: women's median hourly pay is 41.90% lower than men's (2018/19)","summary":"JET2.COM LIMITED reported a median hourly gender pay gap of 41.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 50.70%. Women are 6.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JET2.COM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6967/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"62f70ffdd54ac75f34b24ac4a024aa9e","headline":"JET2HOLIDAYS LIMITED: women's median hourly pay is 4.10% lower than men's (2018/19)","summary":"JET2HOLIDAYS LIMITED reported a median hourly gender pay gap of 4.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.70%. Women are 54.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JET2HOLIDAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6968/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"3be82c12817339924fc22cc053c00399","headline":"JEWSON LIMITED: women's median hourly pay is 2.3% higher than men's (2018/19)","summary":"JEWSON LIMITED reported a median hourly gender pay gap of -2.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -1.10%. Women are 17.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JEWSON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6971/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"6da5435048bf9299aec3c198c438bc97","headline":"JOHN CRANE UK LIMITED: women's median hourly pay is 17.90% lower than men's (2018/19)","summary":"JOHN CRANE UK LIMITED reported a median hourly gender pay gap of 17.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.60%. Women are 9.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN CRANE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6994/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-08-07","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9bd734fae85b39328f696d652c7cda24","headline":"JOHN LEWIS PLC: women's median hourly pay is 8.20% lower than men's (2018/19)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 8.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.70%. Women are 44.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-18","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5f57fc6679ced179ee27ce6829852fe9","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 23.30% lower than men's (2018/19)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 23.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.60%. Women are 24.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"2caa8f238a3ec012ac88189ad15cd702","headline":"Kent County Council: women's median hourly pay is 11.70% lower than men's (2018/19)","summary":"Kent County Council reported a median hourly gender pay gap of 11.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.10%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"db7f93b70e061e28b37ae67223e6b9d3","headline":"Kent Police: women's median hourly pay is 28.60% lower than men's (2018/19)","summary":"Kent Police reported a median hourly gender pay gap of 28.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.00%. Women are 25.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"d06bdf9f50d2d844fdca8ecbdfc0795c","headline":"KIER LIMITED: women's median hourly pay is 20.50% lower than men's (2018/19)","summary":"KIER LIMITED reported a median hourly gender pay gap of 20.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.10%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-14","captured_at":"2026-07-28 21:37:53"},{"signal_id":"b1b91a01b0bf4b6427b0c76f0ea7dc14","headline":"King's College Hospital: women's median hourly pay is 16.80% lower than men's (2018/19)","summary":"King's College Hospital reported a median hourly gender pay gap of 16.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.40%. Women are 60.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"e17a29bbee289edccb522b9eecb47e0b","headline":"King's College London: women's median hourly pay is 14.1% lower than men's (2018/19)","summary":"King's College London reported a median hourly gender pay gap of 14.1% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.0%. Women are 40.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-07-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"ee1e84ad6100796fedf04ac68a7673f1","headline":"Kingston upon Hull City Council: women's median hourly pay is 3.90% lower than men's (2018/19)","summary":"Kingston upon Hull City Council reported a median hourly gender pay gap of 3.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.60%. Women are 61.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kingston upon Hull City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/277/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"8bda94af18cdbbd663717a443abdc9f9","headline":"Kirklees Council: women's median hourly pay is 14.20% lower than men's (2018/19)","summary":"Kirklees Council reported a median hourly gender pay gap of 14.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 62.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"11b23c601f684468746f841b7bd1f132","headline":"KPMG UK LIMITED: women's median hourly pay is 22.60% lower than men's (2018/19)","summary":"KPMG UK LIMITED reported a median hourly gender pay gap of 22.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.70%. Women are 34.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14843/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-05","captured_at":"2026-07-28 21:37:53"},{"signal_id":"800ef884a83623c14cab8a0a6a7055b7","headline":"KUEHNE + NAGEL LIMITED: women's median hourly pay is 5.20% lower than men's (2018/19)","summary":"KUEHNE + NAGEL LIMITED reported a median hourly gender pay gap of 5.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.10%. Women are 29.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KUEHNE + NAGEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7381/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:53"},{"signal_id":"387387449587e1e22e23c93e8d434b75","headline":"KWIK-FIT (GB) LIMITED: women's median hourly pay is 14.00% lower than men's (2018/19)","summary":"KWIK-FIT (GB) LIMITED reported a median hourly gender pay gap of 14.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 2.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KWIK-FIT (GB) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7386/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-14","captured_at":"2026-07-28 21:37:53"},{"signal_id":"d2003609c48492bc63efed6cb62cf073","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 0.10% lower than men's (2018/19)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 0.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.70%. Women are 44.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"b69ce32e5f12bb8e62b019e6a3fb3332","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 10.90% lower than men's (2018/19)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 10.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 9.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-18","captured_at":"2026-07-28 21:37:53"},{"signal_id":"48c048b9a59272be858f4f71f236345f","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 3.90% lower than men's (2018/19)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 3.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.20%. Women are 75.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-12","captured_at":"2026-07-28 21:37:53"},{"signal_id":"7e6b0641e240ccc23275f9674e7c3053","headline":"Lancashire Constabulary: women's median hourly pay is 31.40% lower than men's (2018/19)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 31.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.20%. Women are 26.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:53"},{"signal_id":"04f661d2c9f572dff28cba51f94bf74e","headline":"Lancashire County Council: women's median hourly pay is 19.50% lower than men's (2018/19)","summary":"Lancashire County Council reported a median hourly gender pay gap of 19.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.00%. Women are 64.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"fa7302cb28ea151fd48d3fbd3ff5930f","headline":"Lancashire Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 4.10% lower than men's (2018/19)","summary":"Lancashire Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 4.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.60%. Women are 70.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7429/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5bb6c9cbf88d9ffb495d4667a575796b","headline":"Leeds City Council: women's median hourly pay is 10.80% lower than men's (2018/19)","summary":"Leeds City Council reported a median hourly gender pay gap of 10.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.30%. Women are 58.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-14","captured_at":"2026-07-28 21:37:53"},{"signal_id":"5294f47f0b5d6fedac957ed8db6a4f7d","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 9.10% lower than men's (2018/19)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 9.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 27.30%. Women are 63.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:53"},{"signal_id":"1b291f9073356dc599753b217aa59940","headline":"LEGAL & GENERAL RESOURCES LIMITED: women's median hourly pay is 19.20% lower than men's (2018/19)","summary":"LEGAL & GENERAL RESOURCES LIMITED reported a median hourly gender pay gap of 19.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 24.30%. Women are 33.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEGAL & GENERAL RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14239/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-14","captured_at":"2026-07-28 21:37:53"},{"signal_id":"ffefe22ce475db9d158d20479683099f","headline":"Leicester City Council: there is no median hourly pay gap (2018/19)","summary":"Leicester City Council reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -1.00%. Women are 61.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7551/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-12","captured_at":"2026-07-28 21:37:53"},{"signal_id":"033540abe19e1ea762a15bf94a449315","headline":"Leicestershire County Council: women's median hourly pay is 9.00% lower than men's (2018/19)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 9.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:53"},{"signal_id":"120495fd7134312c571427df80b51a07","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 6.30% lower than men's (2018/19)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 6.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.40%. Women are 76.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-09-11","captured_at":"2026-07-28 21:37:53"},{"signal_id":"f9fff52232ab646a9ccc59f4d9c33f5a","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: there is no median hourly pay gap (2018/19)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:53"},{"signal_id":"f8942c85317456b817b0c2e11d5a0d1d","headline":"LEONARD CHESHIRE DISABILITY: women's median hourly pay is 0.2% higher than men's (2018/19)","summary":"LEONARD CHESHIRE DISABILITY reported a median hourly gender pay gap of -0.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 79.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARD CHESHIRE DISABILITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16906/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:53"},{"signal_id":"0cf4e1b35296920a487aac3e672547c8","headline":"LEONARDO UK LTD: women's median hourly pay is 17.80% lower than men's (2018/19)","summary":"LEONARDO UK LTD reported a median hourly gender pay gap of 17.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 9.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARDO UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7579/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-08","captured_at":"2026-07-28 21:37:53"},{"signal_id":"9d23829acf0ae04911cb1cebbc4ae296","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 13.50% lower than men's (2018/19)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 13.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.60%. Women are 68.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:53"},{"signal_id":"1b146b520ebf49685ff81685c646ecae","headline":"LHR AIRPORTS LIMITED: women's median hourly pay is 0.60% lower than men's (2018/19)","summary":"LHR AIRPORTS LIMITED reported a median hourly gender pay gap of 0.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.50%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LHR AIRPORTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15628/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-24","captured_at":"2026-07-28 21:37:53"},{"signal_id":"f0fa74b98610ebedb8eb1b47e633962e","headline":"LIDL GREAT BRITAIN LIMITED: women's median hourly pay is 0.50% lower than men's (2018/19)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 0.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 30.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:53"},{"signal_id":"2dfdeac1c8a002ef2e2e7cc2bac55efa","headline":"LIFEWAYS COMMUNITY CARE LIMITED: women's median hourly pay is 0.50% lower than men's (2018/19)","summary":"LIFEWAYS COMMUNITY CARE LIMITED reported a median hourly gender pay gap of 0.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFEWAYS COMMUNITY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7639/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-25","captured_at":"2026-07-28 21:37:53"},{"signal_id":"73abeaff6a3091c422608e12df905213","headline":"LLOYDS BANK PLC: women's median hourly pay is 41.70% lower than men's (2018/19)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 41.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 36.10%. Women are 32.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-17","captured_at":"2026-07-28 21:37:53"},{"signal_id":"0a2d3265ab59bdf7096b4fad0ee1fd52","headline":"DIAMOND DCO TWO LIMITED: women's median hourly pay is 13.60% lower than men's (2018/19)","summary":"DIAMOND DCO TWO LIMITED reported a median hourly gender pay gap of 13.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.10%. Women are 65.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIAMOND DCO TWO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7731/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"585df38ca9f7ee5333d3641367f485ab","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 4.20% lower than men's (2018/19)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 4.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.70%. Women are 36.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2f25dbad82864fa4451ee13c1e3f0c25","headline":"London Fire Brigade: women's median hourly pay is 4.6% higher than men's (2018/19)","summary":"London Fire Brigade reported a median hourly gender pay gap of -4.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -7.70%. Women are 25.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-25","captured_at":"2026-07-28 21:37:54"},{"signal_id":"bef8b136bbf29f859b39f0786e192723","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 3.30% lower than men's (2018/19)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 3.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 7.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"4911af0e8de2782a72f0dc569b624673","headline":"London North West University Healthcare Trust: women's median hourly pay is 13.60% lower than men's (2018/19)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 13.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.50%. Women are 36.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:54"},{"signal_id":"d12f86652e1e947922486c7db0ce00e2","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 21.70% lower than men's (2018/19)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 21.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.70%. Women are 9.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"b5e0e76edf630c288bb7fd7ac40ddb6d","headline":"Luton And Dunstable University Hospital Nhs Foundation Trust: women's median hourly pay is 16.90% lower than men's (2018/19)","summary":"Luton And Dunstable University Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 16.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 29.20%. Women are 67.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Luton And Dunstable University Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7908/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:54"},{"signal_id":"c0f85ecee064a5ff671761ae97dc7df4","headline":"Maidstone And Tunbridge Wells Nhs Trust: women's median hourly pay is 7.00% lower than men's (2018/19)","summary":"Maidstone And Tunbridge Wells Nhs Trust reported a median hourly gender pay gap of 7.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 24.90%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Maidstone And Tunbridge Wells Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8009/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"cc1332dab6384bafaa24b3acce9415cd","headline":"Manchester City Council: women's median hourly pay is 9.80% lower than men's (2018/19)","summary":"Manchester City Council reported a median hourly gender pay gap of 9.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 60.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"fb7d5bf866667193826968f77f056831","headline":"Manchester University NHS Foundation Trust: women's median hourly pay is 12.80% lower than men's (2018/19)","summary":"Manchester University NHS Foundation Trust reported a median hourly gender pay gap of 12.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.00%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18830/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"55d3b69cc17953e8c560607e48b370aa","headline":"MANPOWER UK LIMITED: women's median hourly pay is 0.30% lower than men's (2018/19)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 0.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -1.90%. Women are 33.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"fccebab5077d1c94f89fc5143dcb7e34","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 4.20% lower than men's (2018/19)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 4.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.50%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f6bc01434e7cca0983ce812b13ee0f58","headline":"MARRIOTT HOTELS LIMITED: women's median hourly pay is 1.10% lower than men's (2018/19)","summary":"MARRIOTT HOTELS LIMITED reported a median hourly gender pay gap of 1.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.90%. Women are 47.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARRIOTT HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8128/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"24c9bcb42fc9de435e686741ad70e5bf","headline":"MARSTON'S TRADING LIMITED: women's median hourly pay is 2.10% lower than men's (2018/19)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 2.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.10%. Women are 27.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2eac4859d0e58377bc95d423c94f646d","headline":"MARTIN MCCOLL LIMITED: women's median hourly pay is 2.70% lower than men's (2018/19)","summary":"MARTIN MCCOLL LIMITED reported a median hourly gender pay gap of 2.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 55.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARTIN MCCOLL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8154/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2cff409f4a9f8168f71caf69843d9b64","headline":"MATALAN RETAIL LTD.: women's median hourly pay is 2.40% lower than men's (2018/19)","summary":"MATALAN RETAIL LTD. reported a median hourly gender pay gap of 2.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 59.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MATALAN RETAIL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8179/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"ea981454fedca4cbd71c1ea9d9113dbe","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2018/19)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 48.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f22d4b154e7e37a3422294ea4ab0455e","headline":"MEDTRONIC LIMITED: women's median hourly pay is 13.00% lower than men's (2018/19)","summary":"MEDTRONIC LIMITED reported a median hourly gender pay gap of 13.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.00%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MEDTRONIC LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8305/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f95e2e4044ebc8ca49070095c51b5b7c","headline":"MENZIES AVIATION (UK) LIMITED: women's median hourly pay is 3.70% lower than men's (2018/19)","summary":"MENZIES AVIATION (UK) LIMITED reported a median hourly gender pay gap of 3.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.40%. Women are 33.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MENZIES AVIATION (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8332/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"bcee2da641c651e80ae823b7a8442e17","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 1.10% lower than men's (2018/19)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 1.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.10%. Women are 40.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:54"},{"signal_id":"c7c37317f71c9584030bd3ea8f8cc8dc","headline":"Merseyside Police: women's median hourly pay is 16.50% lower than men's (2018/19)","summary":"Merseyside Police reported a median hourly gender pay gap of 16.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 30.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Merseyside Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8367/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"646e15e08baaf49ee1f388fb0633f09a","headline":"Metropolitan Police Service: women's median hourly pay is 9.70% lower than men's (2018/19)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 9.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 25.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-17","captured_at":"2026-07-28 21:37:54"},{"signal_id":"21c3742692bfab679a0268254f2ff982","headline":"Mid Essex Hospital Services NHS Trust: women's median hourly pay is 6.60% lower than men's (2018/19)","summary":"Mid Essex Hospital Services NHS Trust reported a median hourly gender pay gap of 6.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.80%. Women are 65.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Essex Hospital Services NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15512/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"e9adc90e93f2bddb5c2002ba468847d1","headline":"MIDSHIRES CARE LIMITED: women's median hourly pay is 3% higher than men's (2018/19)","summary":"MIDSHIRES CARE LIMITED reported a median hourly gender pay gap of -3.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -2.00%. Women are 90.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MIDSHIRES CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8451/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"4f646d1f4a2d37bb1c198fc5cb23181b","headline":"Ministry Of Defence: women's median hourly pay is 10.90% lower than men's (2018/19)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 10.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.50%. Women are 27.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:54"},{"signal_id":"0330a396fcfe9811662f5b60523dff54","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: women's median hourly pay is 4.90% lower than men's (2018/19)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 4.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-31","captured_at":"2026-07-28 21:37:54"},{"signal_id":"1aa1aefe095bc221d94b6ab7a52425a2","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 4.30% lower than men's (2018/19)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 4.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.10%. Women are 43.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-31","captured_at":"2026-07-28 21:37:54"},{"signal_id":"1516268d60162794bff7d03ff5167fae","headline":"MITIE LIMITED: women's median hourly pay is 5.00% lower than men's (2018/19)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 5.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.90%. Women are 27.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"b582e89d25f0a0359b2e5a6070bc74f8","headline":"MONDAYS (TOPCO) LIMITED: women's median hourly pay is 4.50% lower than men's (2018/19)","summary":"MONDAYS (TOPCO) LIMITED reported a median hourly gender pay gap of 4.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.80%. Women are 41.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MONDAYS (TOPCO) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8588/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"4354db1cfab47feb0fb3ad50320bea45","headline":"MORSON HUMAN RESOURCES LIMITED: women's median hourly pay is 27.60% lower than men's (2018/19)","summary":"MORSON HUMAN RESOURCES LIMITED reported a median hourly gender pay gap of 27.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.30%. Women are 12.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORSON HUMAN RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8650/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:54"},{"signal_id":"462bd41e1f4c81302586458a9540d2d8","headline":"MOTO HOSPITALITY LIMITED: women's median hourly pay is 3.00% lower than men's (2018/19)","summary":"MOTO HOSPITALITY LIMITED reported a median hourly gender pay gap of 3.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 57.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTO HOSPITALITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8660/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"75b43a878f236ac30a2c4bc0dec1adb6","headline":"MOY PARK LIMITED: women's median hourly pay is 3.40% lower than men's (2018/19)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 3.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.80%. Women are 29.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7929f4ab0204774584fe4ceb00250d92","headline":"NANDO'S CHICKENLAND LIMITED: women's median hourly pay is 1.20% lower than men's (2018/19)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 1.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.50%. Women are 47.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:54"},{"signal_id":"438ec747e4cd1b8109313053e9057710","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 11.00% lower than men's (2018/19)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 11.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-14","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7d011c3cec838aa132fe3d4a01780d71","headline":"NEW LOOK RETAILERS LIMITED: women's median hourly pay is 13.50% lower than men's (2018/19)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 13.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.70%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"314803a6bc744c913aa72135cc7affbd","headline":"Newcastle City Council: women's median hourly pay is 6.00% lower than men's (2018/19)","summary":"Newcastle City Council reported a median hourly gender pay gap of 6.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.60%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-15","captured_at":"2026-07-28 21:37:54"},{"signal_id":"9e5e8f1f67e941ec76a5cf1dbdf3d849","headline":"Newcastle University: women's median hourly pay is 18.10% lower than men's (2018/19)","summary":"Newcastle University reported a median hourly gender pay gap of 18.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.00%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-25","captured_at":"2026-07-28 21:37:54"},{"signal_id":"0c4dcc2cf107ea115835320c615bb978","headline":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED: women's median hourly pay is 2.00% lower than men's (2018/19)","summary":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED reported a median hourly gender pay gap of 2.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -0.20%. Women are 78.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8915/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8b8a9966e3866016244ca0cd65ac119e","headline":"Newport City Council: women's median hourly pay is 3.00% lower than men's (2018/19)","summary":"Newport City Council reported a median hourly gender pay gap of 3.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 70.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newport City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16644/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"9dae387b557c01dd991403ccac8e9106","headline":"NEWSQUEST MEDIA GROUP LIMITED: women's median hourly pay is 82% higher than men's (2018/19)","summary":"NEWSQUEST MEDIA GROUP LIMITED reported a median hourly gender pay gap of -82.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -11.00%. Women are 47.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEWSQUEST MEDIA GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8940/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f321ffbf598a76e99bf7f04c50a288e4","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 4.50% lower than men's (2018/19)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 4.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.10%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"43e36095e55f789152ff46103787020e","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 2.30% lower than men's (2018/19)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 2.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.90%. Women are 60.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"4dd0dcc4f0e2c53a6e01f5b412086a47","headline":"NHS Blood and Transplant: women's median hourly pay is 5.40% lower than men's (2018/19)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 5.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 61.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:54"},{"signal_id":"55d09b15c419b4a16c8708f11b56811a","headline":"NHS Commissioning Board Special Authority: women's median hourly pay is 22.00% lower than men's (2018/19)","summary":"NHS Commissioning Board Special Authority reported a median hourly gender pay gap of 22.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.50%. Women are 55.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Commissioning Board Special Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14310/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"853aac63163e17ce578d1b22b3c92095","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 6.4% higher than men's (2018/19)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -6.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -1.80%. Women are 83.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:54"},{"signal_id":"6d26a3c03f20811adbaff7fa0ddd7ff8","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2018/19)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:54"},{"signal_id":"fa1366c3f6dbb5973e3d03446946277a","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 15.5% higher than men's (2018/19)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of -15.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -11.30%. Women are 10.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8dc984752373ee7d883ecdad22e872c3","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 27.10% lower than men's (2018/19)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 27.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.70%. Women are 19.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-06","captured_at":"2026-07-28 21:37:54"},{"signal_id":"fa3ba60a0ba7d4cd3a9228ec2ecb2cfd","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 24.10% lower than men's (2018/19)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 24.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 34.90%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f02bfc6101fd24e2acda62048092909e","headline":"Norfolk County Council: women's median hourly pay is 9.80% lower than men's (2018/19)","summary":"Norfolk County Council reported a median hourly gender pay gap of 9.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.60%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"466465c21764f439367965a06802ab1b","headline":"North Bristol N H S Trust: women's median hourly pay is 5.70% lower than men's (2018/19)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of 5.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.40%. Women are 67.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-07","captured_at":"2026-07-28 21:37:54"},{"signal_id":"6d5119fb56e35c82dbf7493e1be54c67","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 14.50% lower than men's (2018/19)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 14.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 36.70%. Women are 73.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"3927c81bf65f0920ad52a82b914d8417","headline":"North Tees and Hartlepool NHS Foundation Trust: women's median hourly pay is 19.00% lower than men's (2018/19)","summary":"North Tees and Hartlepool NHS Foundation Trust reported a median hourly gender pay gap of 19.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 34.20%. Women are 73.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Tees and Hartlepool NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14924/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"5c183434a17cb3a3a96427f190bf39b8","headline":"North West Ambulance Service N H S Trust: women's median hourly pay is 6.90% lower than men's (2018/19)","summary":"North West Ambulance Service N H S Trust reported a median hourly gender pay gap of 6.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 33.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9096/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-11","captured_at":"2026-07-28 21:37:54"},{"signal_id":"9286c47b75b5c266f185e37dd98c1279","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 16.70% lower than men's (2018/19)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 16.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 29.90%. Women are 66.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"c536d1b33738ad242b31483e14f61e8c","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 8.90% lower than men's (2018/19)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 8.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 29.70%. Women are 67.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8b5888b7b8209d1ea679e7339f2636d5","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 27.70% lower than men's (2018/19)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 27.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 34.90%. Women are 65.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-20","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8a8422890f2d0d11c4b199089ac11f47","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 1.50% lower than men's (2018/19)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of 1.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.90%. Women are 68.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-05","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2957680d1afc90293b4d0ec9416a313c","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 5.60% lower than men's (2018/19)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 5.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.40%. Women are 76.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-06","captured_at":"2026-07-28 21:37:54"},{"signal_id":"e99ea145ea7d299d695830202e82626d","headline":"Northumbria Police: women's median hourly pay is 13.90% lower than men's (2018/19)","summary":"Northumbria Police reported a median hourly gender pay gap of 13.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 29.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"4daf888ef49ba9e0b6127663eeaf0bf7","headline":"Nottingham City Council: there is no median hourly pay gap (2018/19)","summary":"Nottingham City Council reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.10%. Women are 58.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16646/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"d181ee0c2f7b24edec9f2f4ff493d3e3","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 7.70% lower than men's (2018/19)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 7.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 24.70%. Women are 78.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"779af01141576bd2a507124f96badc73","headline":"Nottinghamshire County Council: women's median hourly pay is 20.20% lower than men's (2018/19)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 20.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 70.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-14","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f27752c1cdabcea27dbe4c849fdba92d","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 3.4% higher than men's (2018/19)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -3.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.70%. Women are 71.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"3722993c10d883c4ad21ed65c1530cbc","headline":"NPOWER LIMITED: women's median hourly pay is 18.00% lower than men's (2018/19)","summary":"NPOWER LIMITED reported a median hourly gender pay gap of 18.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.00%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NPOWER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/533/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-08-31","captured_at":"2026-07-28 21:37:54"},{"signal_id":"28f0e4b34fec71eeaf5629ba819ec07e","headline":"NUFFIELD HEALTH: women's median hourly pay is 4.5% higher than men's (2018/19)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of -4.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"c8d82c140f07b76b1c679b2cfdf0d22e","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 1.3% higher than men's (2018/19)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of -1.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -0.70%. Women are 21.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"812baf4a93c08db824dafda1cb00d922","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 7.80% lower than men's (2018/19)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 7.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.00%. Women are 31.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"56f187aa8723e5d38784292dd93d8d39","headline":"ABM AVIATION UK LIMITED: women's median hourly pay is 5.40% lower than men's (2018/19)","summary":"ABM AVIATION UK LIMITED reported a median hourly gender pay gap of 5.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.10%. Women are 36.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABM AVIATION UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9352/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"55a426697b90c23ba66ac8b0d37b4c74","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 5.10% lower than men's (2018/19)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 5.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.80%. Women are 49.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:54"},{"signal_id":"24bfe034ee36ed6b415c722ed4954837","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 16.90% lower than men's (2018/19)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 16.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.70%. Women are 23.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-21","captured_at":"2026-07-28 21:37:54"},{"signal_id":"bf0b77b962a659a749b7979c8b1ec22e","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 5.40% lower than men's (2018/19)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of 5.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.00%. Women are 82.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7d9462b938e757aee59573ac9d81ef64","headline":"PARASOL LIMITED: women's median hourly pay is 6.70% lower than men's (2018/19)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 6.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.30%. Women are 29.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:54"},{"signal_id":"fd4db425a5f114f0145e41ab0433045c","headline":"PARKDEAN RESORTS UK LIMITED: women's median hourly pay is 2.50% lower than men's (2018/19)","summary":"PARKDEAN RESORTS UK LIMITED reported a median hourly gender pay gap of 2.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARKDEAN RESORTS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18513/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"ed3a31457536b276372f96b742d08b89","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 4% higher than men's (2018/19)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of -4.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"bd65e9aaec26dd741bb42de180a37f92","headline":"PSL2021 REALISATIONS LIMITED: women's median hourly pay is 0.80% lower than men's (2018/19)","summary":"PSL2021 REALISATIONS LIMITED reported a median hourly gender pay gap of 0.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.50%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PSL2021 REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9665/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"382778332316b875374d40ebecae0dae","headline":"Pennine Care NHS Foundation Trust: women's median hourly pay is 2.90% lower than men's (2018/19)","summary":"Pennine Care NHS Foundation Trust reported a median hourly gender pay gap of 2.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.60%. Women are 80.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Pennine Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17174/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"c262f142c9381f05faaf9ec9bcbda151","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 8.70% lower than men's (2018/19)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of 8.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.10%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-15","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8075a0f315019bda797432d6897bf922","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 32.50% lower than men's (2018/19)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 32.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 52.50%. Women are 85.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"314a391fd63eccc9109f130d1e22e5cb","headline":"PETS AT HOME LTD: women's median hourly pay is 9.40% lower than men's (2018/19)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 9.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.70%. Women are 47.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-13","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7a95c6fd99b101445a7b54d201b0bbfe","headline":"HWS RESTAURANTS LIMITED: women's median hourly pay is 5.70% lower than men's (2018/19)","summary":"HWS RESTAURANTS LIMITED reported a median hourly gender pay gap of 5.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.50%. Women are 49.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HWS RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/194/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:54"},{"signal_id":"1df839bdb671a4411f2fb391c5489fd4","headline":"PIZZAEXPRESS (RESTAURANTS) LIMITED: women's median hourly pay is 3.30% lower than men's (2018/19)","summary":"PIZZAEXPRESS (RESTAURANTS) LIMITED reported a median hourly gender pay gap of 3.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PIZZAEXPRESS (RESTAURANTS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9859/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-23","captured_at":"2026-07-28 21:37:54"},{"signal_id":"d0f6e4bcb776097635071bbe10fdf017","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 10.1% higher than men's (2018/19)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of -10.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -14.80%. Women are 69.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f63e80ad77107b4ed195a84ba56620af","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 17.80% lower than men's (2018/19)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 17.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 32.70%. Women are 56.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-20","captured_at":"2026-07-28 21:37:54"},{"signal_id":"b572a5d6811b72f4bfbedfba3a997bf8","headline":"PRL REALISATIONS 1 LIMITED: women's median hourly pay is 3.70% lower than men's (2018/19)","summary":"PRL REALISATIONS 1 LIMITED reported a median hourly gender pay gap of 3.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.70%. Women are 27.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRL REALISATIONS 1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9896/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2bf0995b69bcf90bc2bf22b176990e5f","headline":"Portsmouth City Council: women's median hourly pay is 12.80% lower than men's (2018/19)","summary":"Portsmouth City Council reported a median hourly gender pay gap of 12.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/156/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8f6eac6e6d6c8992c4951db113b286f4","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 18.10% lower than men's (2018/19)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 18.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 30.20%. Women are 63.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:54"},{"signal_id":"c0e52d7a27ae930477ae9f24213e485f","headline":"POUNDLAND LIMITED: there is no median hourly pay gap (2018/19)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 42.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"902d53dfb145cfdaa6d9c890d754b792","headline":"POUNDSTRETCHER LIMITED: there is no median hourly pay gap (2018/19)","summary":"POUNDSTRETCHER LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.80%. Women are 53.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDSTRETCHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16755/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"9343c3298bc06d5fa1621ffbc3c4fcab","headline":"Powys Council: women's median hourly pay is 9.50% lower than men's (2018/19)","summary":"Powys Council reported a median hourly gender pay gap of 9.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 57.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Powys Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16407/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-13","captured_at":"2026-07-28 21:37:54"},{"signal_id":"6ddfe6ecea2fa4eddd202089fb1923f7","headline":"PRET A MANGER (EUROPE) LIMITED: women's median hourly pay is 0.70% lower than men's (2018/19)","summary":"PRET A MANGER (EUROPE) LIMITED reported a median hourly gender pay gap of 0.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.30%. Women are 56.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRET A MANGER (EUROPE) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10010/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"6470ab118c11a5c99f987c4a72a362dd","headline":"PRICEWATERHOUSECOOPERS LLP: women's median hourly pay is 32.30% lower than men's (2018/19)","summary":"PRICEWATERHOUSECOOPERS LLP reported a median hourly gender pay gap of 32.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.20%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/268/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-21","captured_at":"2026-07-28 21:37:54"},{"signal_id":"3457fbd874c57e33e3a91d2a0e218622","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 11.20% lower than men's (2018/19)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 11.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.80%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-21","captured_at":"2026-07-28 21:37:54"},{"signal_id":"6b6075fc3cb09371c510bde84db81df4","headline":"PRIMARK STORES LIMITED: there is no median hourly pay gap (2018/19)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.80%. Women are 62.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2c26d35254aeb7fbd5cc802896eacb01","headline":"PRINCES GROUP PLC: women's median hourly pay is 6.10% lower than men's (2018/19)","summary":"PRINCES GROUP PLC reported a median hourly gender pay gap of 6.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.30%. Women are 21.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRINCES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10035/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f8fd06b80139a089943a50ff9d510cca","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 1.50% lower than men's (2018/19)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of 1.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.60%. Women are 70.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"b8fff4a91da93f6784a744a1d2915c67","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 10.00% lower than men's (2018/19)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 10.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.70%. Women are 37.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"13980476841da720533b779cb47e3d00","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 7.90% lower than men's (2018/19)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 7.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.90%. Women are 75.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f81fe06380ee68307787f04c9a87fb31","headline":"RANDSTAD SOLUTIONS LIMITED: women's median hourly pay is 1.00% lower than men's (2018/19)","summary":"RANDSTAD SOLUTIONS LIMITED reported a median hourly gender pay gap of 1.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 0.00%. Women are 6.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RANDSTAD SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14919/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"212d744b2ddb41255b21af411ba1423d","headline":"RWW REALISATIONS LIMITED: women's median hourly pay is 11.1% higher than men's (2018/19)","summary":"RWW REALISATIONS LIMITED reported a median hourly gender pay gap of -11.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -8.30%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RWW REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18275/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-21","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8fc2f2e3909ffc62904404d68c1c634d","headline":"REED STAFFING SERVICES LIMITED: women's median hourly pay is 0.60% lower than men's (2018/19)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 0.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 1.90%. Women are 64.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"04bc4106a31359d639700b7c8719b986","headline":"renfrewshire council: women's median hourly pay is 2.80% lower than men's (2018/19)","summary":"renfrewshire council reported a median hourly gender pay gap of 2.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 73.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"renfrewshire council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18921/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7efe221239a1c8ceb38855508fe3f3fb","headline":"RIVER ISLAND CLOTHING CO. LIMITED: women's median hourly pay is 6.70% lower than men's (2018/19)","summary":"RIVER ISLAND CLOTHING CO. LIMITED reported a median hourly gender pay gap of 6.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.10%. Women are 68.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RIVER ISLAND CLOTHING CO. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10521/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:54"},{"signal_id":"5f770e7277499d70cd251eed051ea31f","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 7.10% lower than men's (2018/19)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 7.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 4.90%. Women are 15.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:54"},{"signal_id":"d22ba6aad76660c9ff7fd565301842aa","headline":"Rotherham Metropolitan Borough Council: women's median hourly pay is 13.30% lower than men's (2018/19)","summary":"Rotherham Metropolitan Borough Council reported a median hourly gender pay gap of 13.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.90%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10624/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-07","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2d3680930d077b998f3f46df2ec4e03a","headline":"Royal Berkshire Nhs Foundation Trust: women's median hourly pay is 12.60% lower than men's (2018/19)","summary":"Royal Berkshire Nhs Foundation Trust reported a median hourly gender pay gap of 12.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.70%. Women are 63.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Berkshire Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10644/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-11","captured_at":"2026-07-28 21:37:54"},{"signal_id":"17ed61c0e5be862e6ab17c58e5e2f331","headline":"Royal Devon And Exeter Nhs Foundation Trust General Charity: women's median hourly pay is 10.90% lower than men's (2018/19)","summary":"Royal Devon And Exeter Nhs Foundation Trust General Charity reported a median hourly gender pay gap of 10.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.90%. Women are 69.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon And Exeter Nhs Foundation Trust General Charity","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10652/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"588b51448255f835cc19c3ce04d9b9d1","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 11.30% lower than men's (2018/19)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 11.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.00%. Women are 62.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f86af66bd5192ecb6099828de2144c2a","headline":"Royal Liverpool and Broadgreen University Hospitals NHS Trust: women's median hourly pay is 1.10% lower than men's (2018/19)","summary":"Royal Liverpool and Broadgreen University Hospitals NHS Trust reported a median hourly gender pay gap of 1.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.00%. Women are 63.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Liverpool and Broadgreen University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15748/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-15","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8861dd42316f9f231b62e9b6f70663d1","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 1.00% lower than men's (2018/19)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 1.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -0.60%. Women are 17.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-08","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7e3b76455e2faba513886fb4143b3995","headline":"ROYAL MENCAP SOCIETY: women's median hourly pay is 4.40% lower than men's (2018/19)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 4.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.10%. Women are 72.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:54"},{"signal_id":"5fc96dd659ff59cb266fdd1a71df3fc1","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 2.80% lower than men's (2018/19)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of 2.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.90%. Women are 68.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"d0ff01f2824bc2a715213c070624ecc0","headline":"SAFEWAY STORES LIMITED: women's median hourly pay is 17.90% lower than men's (2018/19)","summary":"SAFEWAY STORES LIMITED reported a median hourly gender pay gap of 17.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.80%. Women are 33.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAFEWAY STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10789/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"4225a2266f296416fd27eeeff779cd27","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 3.70% lower than men's (2018/19)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 3.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.70%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:54"},{"signal_id":"a16df47d367a656037197e1a299a0016","headline":"Salford Royal Foundation Trust: women's median hourly pay is 11.80% lower than men's (2018/19)","summary":"Salford Royal Foundation Trust reported a median hourly gender pay gap of 11.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.60%. Women are 64.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Salford Royal Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10832/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:54"},{"signal_id":"3fde667e17c7774e0c57a9cad0bede50","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 5.00% lower than men's (2018/19)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 5.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8688c08ae71e3ea953504da5f3405a10","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 21.00% lower than men's (2018/19)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 21.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.00%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-12","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f760ad006bb0f39bc92a4eb0821dfd13","headline":"SANTANDER UK PLC: women's median hourly pay is 28.60% lower than men's (2018/19)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 28.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 35.60%. Women are 37.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-12","captured_at":"2026-07-28 21:37:54"},{"signal_id":"52f7e56be22a5d478439c2eb8c60ffe7","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 1.60% lower than men's (2018/19)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 1.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.90%. Women are 39.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"bb217398a714b99768c3c0810d4f4539","headline":"SECURITAS SECURITY SERVICES (UK) LIMITED: women's median hourly pay is 7.5% higher than men's (2018/19)","summary":"SECURITAS SECURITY SERVICES (UK) LIMITED reported a median hourly gender pay gap of -7.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -4.80%. Women are 18.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SECURITAS SECURITY SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10987/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"d1837f4a6be11006752c88f223baddf5","headline":"SELECT SERVICE PARTNER UK LIMITED: women's median hourly pay is 0.1% higher than men's (2018/19)","summary":"SELECT SERVICE PARTNER UK LIMITED reported a median hourly gender pay gap of -0.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELECT SERVICE PARTNER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11009/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8dd0516e7c4ab728dc14cdea4063e2db","headline":"SELLAFIELD LIMITED: women's median hourly pay is 11.40% lower than men's (2018/19)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 11.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.70%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7d896f5a98b94943b40750a153b2e937","headline":"SERCO LIMITED: women's median hourly pay is 10.50% lower than men's (2018/19)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 10.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.80%. Women are 33.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"b64826b89a66c70dc19b586e056a8a1d","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 13.20% lower than men's (2018/19)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 13.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.80%. Women are 27.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"52e2496dcfad72d0715617f0d21c08b1","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 9.20% lower than men's (2018/19)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 9.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.70%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-11","captured_at":"2026-07-28 21:37:54"},{"signal_id":"56d9620abf0fa14aa328343813702632","headline":"SIEMENS PLC: women's median hourly pay is 21.40% lower than men's (2018/19)","summary":"SIEMENS PLC reported a median hourly gender pay gap of 21.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.80%. Women are 14.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SIEMENS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/155/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-05-14","captured_at":"2026-07-28 21:37:54"},{"signal_id":"22db29dc503fcecebb4b2eec03bda495","headline":"SINGLE RESOURCE LIMITED: women's median hourly pay is 0.70% lower than men's (2018/19)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 0.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 1.10%. Women are 31.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"cb9f45e6f7908b3c27d7a1f78fbcb913","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 2.90% lower than men's (2018/19)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 2.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"7107cf1b71d01a998c83ea14dd8da358","headline":"SKY UK LIMITED: women's median hourly pay is 7.80% lower than men's (2018/19)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 7.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.30%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"b9066e0656936aac91a395e09bc9c8bb","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 7% higher than men's (2018/19)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of -7.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.00%. Women are 59.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"040adfbbee65f3431a36017765b74c3f","headline":"SMITHS GROUP PLC: women's median hourly pay is 20.90% lower than men's (2018/19)","summary":"SMITHS GROUP PLC reported a median hourly gender pay gap of 20.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.30%. Women are 24.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SMITHS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11285/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-08-07","captured_at":"2026-07-28 21:37:54"},{"signal_id":"a05efe5d5f715b94ad0311ec5f136588","headline":"ICU MEDICAL INTERNATIONAL LIMITED: women's median hourly pay is 36.70% lower than men's (2018/19)","summary":"ICU MEDICAL INTERNATIONAL LIMITED reported a median hourly gender pay gap of 36.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.60%. Women are 34.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICU MEDICAL INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11286/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-08-07","captured_at":"2026-07-28 21:37:54"},{"signal_id":"f78f6f8be454543fc9715edea541e983","headline":"SODEXO LIMITED: women's median hourly pay is 10.80% lower than men's (2018/19)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 10.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.40%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"9a7b04e67815bb24d2b34728cd7219a1","headline":"South Staffordshire And Shropshire Healthcare Nhs Foundation Trust: women's median hourly pay is 9.50% lower than men's (2018/19)","summary":"South Staffordshire And Shropshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 9.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.30%. Women are 78.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Staffordshire And Shropshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11389/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"5d1372503b320c6f3518da00e08269eb","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 21.10% lower than men's (2018/19)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 21.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 29.90%. Women are 68.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"5dce1417f7a951d1a5bb47094cf10220","headline":"South Wales Police: women's median hourly pay is 23.20% lower than men's (2018/19)","summary":"South Wales Police reported a median hourly gender pay gap of 23.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.30%. Women are 23.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:54"},{"signal_id":"8b786e99c67127c1cdd3de9d583b5a20","headline":"Southern Health Nhs Foundation Trust: women's median hourly pay is 14.50% lower than men's (2018/19)","summary":"Southern Health Nhs Foundation Trust reported a median hourly gender pay gap of 14.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.20%. Women are 74.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Southern Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11421/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"fbc17ecb4a4b1fe292ea353c0fa3b408","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 10.30% lower than men's (2018/19)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 10.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.30%. Women are 74.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-18","captured_at":"2026-07-28 21:37:54"},{"signal_id":"a81b6ec126abc7bb972d8227eb0b0041","headline":"FRASERS GROUP TRADING LIMITED: there is no median hourly pay gap (2018/19)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.30%. Women are 40.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"2149b9290ecc50f6ad6ee997b81bf59c","headline":"SPORTSWIFT LIMITED: women's median hourly pay is 0.7% higher than men's (2018/19)","summary":"SPORTSWIFT LIMITED reported a median hourly gender pay gap of -0.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 78.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPORTSWIFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11498/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"ef62996738b877951f774c284ac1c458","headline":"OVO (S) ELECTRICITY LIMITED: women's median hourly pay is 3.90% lower than men's (2018/19)","summary":"OVO (S) ELECTRICITY LIMITED reported a median hourly gender pay gap of 3.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.70%. Women are 45.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVO (S) ELECTRICITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18317/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-04","captured_at":"2026-07-28 21:37:54"},{"signal_id":"ce5f2e4b5d17dc48080bda24640b6dc3","headline":"SSE PLC: women's median hourly pay is 19.60% lower than men's (2018/19)","summary":"SSE PLC reported a median hourly gender pay gap of 19.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.50%. Women are 17.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-06-18","captured_at":"2026-07-28 21:37:54"},{"signal_id":"510da2d77a6214dc518cc95f4c1992ea","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 5.00% lower than men's (2018/19)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 5.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 62.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"5431d9bbc04214dfd948521e2065c5fc","headline":"St Helen's Metropolitan Borough Council: there is no median hourly pay gap (2018/19)","summary":"St Helen's Metropolitan Borough Council reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.70%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helen's Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11561/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-08","captured_at":"2026-07-28 21:37:54"},{"signal_id":"400a891948a5f85bc44a256055fcf067","headline":"St Helens & Knowsley Teaching Hospitals Lead Employer: women's median hourly pay is 2.4% higher than men's (2018/19)","summary":"St Helens & Knowsley Teaching Hospitals Lead Employer reported a median hourly gender pay gap of -2.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 0.30%. Women are 59.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helens & Knowsley Teaching Hospitals Lead Employer","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18960/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"e2ff58e32ca7857837410d611085d906","headline":"St Helens and Knowsley Teaching Hospitals NHS Trust: women's median hourly pay is 12.60% lower than men's (2018/19)","summary":"St Helens and Knowsley Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 12.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.40%. Women are 70.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helens and Knowsley Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16392/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:54"},{"signal_id":"04fd402e7ddf4888a8b13fdba7dfbd26","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 5.60% lower than men's (2018/19)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 5.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.40%. Women are 24.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:54"},{"signal_id":"5ae25e93838c21520c11b45b7950a501","headline":"Staffordshire and Stoke on Trent Partnership NHS Trust: women's median hourly pay is 9.50% lower than men's (2018/19)","summary":"Staffordshire and Stoke on Trent Partnership NHS Trust reported a median hourly gender pay gap of 9.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.30%. Women are 78.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Staffordshire and Stoke on Trent Partnership NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14898/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:54"},{"signal_id":"a4c21a52c745f238ce59c317a3533dcb","headline":"ABERDEEN GROUP PLC: women's median hourly pay is 31.00% lower than men's (2018/19)","summary":"ABERDEEN GROUP PLC reported a median hourly gender pay gap of 31.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 40.00%. Women are 27.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABERDEEN GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11651/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:54"},{"signal_id":"fdda7039f7bbe0d069f3d1a58b5bbb9b","headline":"Stockport Nhs Foundation Trust: women's median hourly pay is 1.10% lower than men's (2018/19)","summary":"Stockport Nhs Foundation Trust reported a median hourly gender pay gap of 1.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.20%. Women are 74.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Stockport Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11728/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:54"},{"signal_id":"13d6025ca0ec09d45d68898bbee67848","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 1.00% lower than men's (2018/19)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 1.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.00%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:54"},{"signal_id":"968f93964db506d350c98c7a31b4462d","headline":"Suffolk County Council: women's median hourly pay is 16.10% lower than men's (2018/19)","summary":"Suffolk County Council reported a median hourly gender pay gap of 16.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.40%. Women are 61.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:54"},{"signal_id":"d5c99bc62ca789fd43f202637e3ecf42","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 16.20% lower than men's (2018/19)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 16.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.40%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c5ddf847efbc5c00d79af6a18d820ed3","headline":"Surrey County Council: women's median hourly pay is 13.30% lower than men's (2018/19)","summary":"Surrey County Council reported a median hourly gender pay gap of 13.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.40%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"5e74fe0919cf9c974b9270236db61e7a","headline":"Swansea Council: women's median hourly pay is 7.30% lower than men's (2018/19)","summary":"Swansea Council reported a median hourly gender pay gap of 7.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.10%. Women are 54.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"316310a9d439488a2878e7e1f43f3d42","headline":"SWISSPORT GB LIMITED: women's median hourly pay is 4.30% lower than men's (2018/19)","summary":"SWISSPORT GB LIMITED reported a median hourly gender pay gap of 4.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.40%. Women are 47.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SWISSPORT GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11902/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:55"},{"signal_id":"be819f45b89de96520e40bd0e6d126f3","headline":"SYNTEL EUROPE LIMITED: women's median hourly pay is 4.80% lower than men's (2018/19)","summary":"SYNTEL EUROPE LIMITED reported a median hourly gender pay gap of 4.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.10%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYNTEL EUROPE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11928/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-09","captured_at":"2026-07-28 21:37:55"},{"signal_id":"f18375ba0eaeeb8b39e8ed7aa0e195f1","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 21.30% lower than men's (2018/19)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 21.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.60%. Women are 14.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"02ab6da2597a0b34d07868bea91d5e0b","headline":"T. J. MORRIS LIMITED: women's median hourly pay is 10.00% lower than men's (2018/19)","summary":"T. J. MORRIS LIMITED reported a median hourly gender pay gap of 10.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.00%. Women are 52.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T. J. MORRIS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11950/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"ab77e89b0fd4a414a4713b16be61903a","headline":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED: there is no median hourly pay gap (2018/19)","summary":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -14.00%. Women are 4.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11961/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"fb784175c01b92cc78ea1f8dc4ae45cd","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 10.00% lower than men's (2018/19)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 10.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.30%. Women are 7.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8594d346dbbb6a591f87e2691aed9832","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 5.10% lower than men's (2018/19)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 5.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 0.60%. Women are 12.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"a6a31e8c05fbfd501f9042c15c4b0646","headline":"TAYLOR WIMPEY UK LIMITED: there is no median hourly pay gap (2018/19)","summary":"TAYLOR WIMPEY UK LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.00%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TAYLOR WIMPEY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12039/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"25e64cbd284d324730e6197b12c0f44a","headline":"TC FACILITIES MANAGEMENT LIMITED: there is no median hourly pay gap (2018/19)","summary":"TC FACILITIES MANAGEMENT LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 48.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TC FACILITIES MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12047/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"9d4dde99207ff1e842bb96b7bb20dc33","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 10.20% lower than men's (2018/19)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 10.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 16.30%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"cca58c31a24b56bdbf24f57ef38ad3d0","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 0.50% lower than men's (2018/19)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of 0.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.20%. Women are 47.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"246cd78c402f144bbd9f72ba7481911c","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 22.00% lower than men's (2018/19)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 22.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.30%. Women are 27.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-11-20","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e04a90b30a9801d29221b300670e9b5c","headline":"TELEPERFORMANCE LIMITED: there is no median hourly pay gap (2018/19)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.60%. Women are 48.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"f7f774b1b34556c4fff0beb068207776","headline":"TESCO STORES LIMITED: women's median hourly pay is 8.50% lower than men's (2018/19)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 8.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 39.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-12","captured_at":"2026-07-28 21:37:55"},{"signal_id":"67c7d16cb671f8f37b89fb9ac9a915b0","headline":"THALES UK LIMITED: women's median hourly pay is 18.60% lower than men's (2018/19)","summary":"THALES UK LIMITED reported a median hourly gender pay gap of 18.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.30%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THALES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12166/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-12","captured_at":"2026-07-28 21:37:55"},{"signal_id":"bb91468558969b7eac5517dfe4a69520","headline":"Thames Valley Police: women's median hourly pay is 17.9% lower than men's (2018/19)","summary":"Thames Valley Police reported a median hourly gender pay gap of 17.9% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.6%. Women are 30.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-21","captured_at":"2026-07-28 21:37:55"},{"signal_id":"57717010ae30ca6d6a5c8dbf1de1dd3e","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 12.50% lower than men's (2018/19)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 12.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.80%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-08-24","captured_at":"2026-07-28 21:37:55"},{"signal_id":"df0951d8e44c991c34e4f7f964f6768c","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 5.00% lower than men's (2018/19)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 5.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.50%. Women are 14.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"85a680a83ce48fee0ef4c513f65420ae","headline":"CURRYS RETAIL LIMITED: women's median hourly pay is 5.30% lower than men's (2018/19)","summary":"CURRYS RETAIL LIMITED reported a median hourly gender pay gap of 5.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.10%. Women are 29.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12259/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c688b435ff8a33dc39a4cbbabd53c993","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 2.90% lower than men's (2018/19)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 2.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.50%. Women are 55.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-14","captured_at":"2026-07-28 21:37:55"},{"signal_id":"33ec7e6dd5793806bf3134bb85417394","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 13.90% lower than men's (2018/19)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 13.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 55.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"6cbbb4ea4b55c8e74e56075c16324495","headline":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust: women's median hourly pay is 5.30% lower than men's (2018/19)","summary":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 5.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 25.40%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12483/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e156bb65c60503218151df62d820d9e6","headline":"The Open University: women's median hourly pay is 3.30% lower than men's (2018/19)","summary":"The Open University reported a median hourly gender pay gap of 3.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.20%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-11","captured_at":"2026-07-28 21:37:55"},{"signal_id":"1c5cce5615caf55ce0b71bac9af8b87c","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 15.20% lower than men's (2018/19)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 15.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.60%. Women are 61.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"1c2ce6c1d2ee2ed7da598dcea34c88fd","headline":"The Pennine Acute Hospitals NHS Trust: women's median hourly pay is 6.00% lower than men's (2018/19)","summary":"The Pennine Acute Hospitals NHS Trust reported a median hourly gender pay gap of 6.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.80%. Women are 78.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Pennine Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12512/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"57ab4e217d5810686918c0071fc99989","headline":"THE ROYAL BANK OF SCOTLAND PUBLIC LIMITED COMPANY: women's median hourly pay is 36.80% lower than men's (2018/19)","summary":"THE ROYAL BANK OF SCOTLAND PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 36.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 36.60%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE ROYAL BANK OF SCOTLAND PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/560/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-15","captured_at":"2026-07-28 21:37:55"},{"signal_id":"228a05f38d12d6ab3ba0377b507eaa60","headline":"The Royal Cornwall Hospital: women's median hourly pay is 10.70% lower than men's (2018/19)","summary":"The Royal Cornwall Hospital reported a median hourly gender pay gap of 10.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.80%. Women are 62.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Cornwall Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12560/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-06","captured_at":"2026-07-28 21:37:55"},{"signal_id":"542a13c59ffc30ceac8b1718c7c6a722","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 16.20% lower than men's (2018/19)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 16.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.40%. Women are 64.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"fd4d5043dd45b7c4438d479fa4dd7f1c","headline":"The Shrewsbury and Telford Hospital NHS Trust: women's median hourly pay is 12.30% lower than men's (2018/19)","summary":"The Shrewsbury and Telford Hospital NHS Trust reported a median hourly gender pay gap of 12.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 29.60%. Women are 70.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Shrewsbury and Telford Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15713/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"53932cc0fdfd3547fa90a3c798e53e03","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 12.00% lower than men's (2018/19)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 12.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.40%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-14","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e7558e01407b4261ee4da9a1d74b4c4d","headline":"THURSDAYS (UK) LIMITED: women's median hourly pay is 4.50% lower than men's (2018/19)","summary":"THURSDAYS (UK) LIMITED reported a median hourly gender pay gap of 4.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.80%. Women are 41.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THURSDAYS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12713/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"14fe4d652a6e29bba08d585356a57348","headline":"TJX UK: women's median hourly pay is 8.90% lower than men's (2018/19)","summary":"TJX UK reported a median hourly gender pay gap of 8.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.30%. Women are 54.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"fb02cd8641d63dbfb090c7b22168de8a","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 8.80% lower than men's (2018/19)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 8.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.10%. Women are 16.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d84db9414792de183910bb2b4fdc402e","headline":"TOP SHOP/TOP MAN LIMITED: women's median hourly pay is 0.60% lower than men's (2018/19)","summary":"TOP SHOP/TOP MAN LIMITED reported a median hourly gender pay gap of 0.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.30%. Women are 75.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TOP SHOP/TOP MAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14706/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"097fc70e4e48d8d7f210fda9182ae11f","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 7.50% lower than men's (2018/19)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 7.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.80%. Women are 72.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"0596201cc03c82be6b8988cf77f3d6d6","headline":"Transport for London: women's median hourly pay is 9.50% lower than men's (2018/19)","summary":"Transport for London reported a median hourly gender pay gap of 9.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 6.00%. Women are 29.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"24a195e8b40a7af4ea6e58a5e07f2ad1","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 11.60% lower than men's (2018/19)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 11.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 20.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8eadd20de2f523d312078a0aab5ed944","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 2.7% higher than men's (2018/19)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of -2.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -2.30%. Women are 20.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"b6c18cf5cc16f99e1b94955640a43bc4","headline":"TSB BANK PLC: women's median hourly pay is 23.30% lower than men's (2018/19)","summary":"TSB BANK PLC reported a median hourly gender pay gap of 23.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 31.20%. Women are 47.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TSB BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/355/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c06728bc07a37deaa7e28c425eba3068","headline":"UCL: women's median hourly pay is 5.40% lower than men's (2018/19)","summary":"UCL reported a median hourly gender pay gap of 5.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.90%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"a69ea256bd807854ce729015ebd0bf8b","headline":"UK Armed Forces: there is no median hourly pay gap (2018/19)","summary":"UK Armed Forces reported a median hourly gender pay gap of 0.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 0.80%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"08503b51df73df247d5c72a3f75e3a4d","headline":"UK POWER NETWORKS (OPERATIONS) LIMITED: women's median hourly pay is 16.20% lower than men's (2018/19)","summary":"UK POWER NETWORKS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 16.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.00%. Women are 11.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK POWER NETWORKS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13073/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-01","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d64608dbab0306d8771eec903686ea92","headline":"United Kingdom Research and Innovation: women's median hourly pay is 11.30% lower than men's (2018/19)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 11.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 11.60%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"21490c7fa31448e7b4e6953b9728f2b4","headline":"UNITED LEARNING TRUST: women's median hourly pay is 21.90% lower than men's (2018/19)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 21.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.90%. Women are 60.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"73e4ecdd612f87991e1f57759af35e79","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 15.20% lower than men's (2018/19)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 15.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 32.80%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-09","captured_at":"2026-07-28 21:37:55"},{"signal_id":"9b7bfe84f80d1c15528fa3d6f6577bdd","headline":"UNITED UTILITIES GROUP PLC: women's median hourly pay is 15.30% lower than men's (2018/19)","summary":"UNITED UTILITIES GROUP PLC reported a median hourly gender pay gap of 15.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.20%. Women are 30.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13144/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"9d438f86fe46551218032263032ab2c3","headline":"UNITED UTILITIES PLC: women's median hourly pay is 15.60% lower than men's (2018/19)","summary":"UNITED UTILITIES PLC reported a median hourly gender pay gap of 15.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 40.00%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13145/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"0decc19582e24028676ec0568e703a53","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 15.60% lower than men's (2018/19)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 15.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.10%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-12-14","captured_at":"2026-07-28 21:37:55"},{"signal_id":"30771547141900e19a13acb582f290c4","headline":"University Hospital Coventry and Warwickshire NHS Trust: women's median hourly pay is 25.90% lower than men's (2018/19)","summary":"University Hospital Coventry and Warwickshire NHS Trust reported a median hourly gender pay gap of 25.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 34.70%. Women are 60.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Coventry and Warwickshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13473/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"74e4a240e7515c9311a78c8e9373291b","headline":"University Hospital Southampton NHS Foundation Trust: women's median hourly pay is 10.60% lower than men's (2018/19)","summary":"University Hospital Southampton NHS Foundation Trust reported a median hourly gender pay gap of 10.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.10%. Women are 78.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Southampton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17217/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"7f452caab2f40bc821fb767829259968","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 12.60% lower than men's (2018/19)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 12.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.70%. Women are 57.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"0ac6b26725f62478780c08ed438b849b","headline":"University Hospitals Bristol Nhs Foundation Trust: women's median hourly pay is 1.00% lower than men's (2018/19)","summary":"University Hospitals Bristol Nhs Foundation Trust reported a median hourly gender pay gap of 1.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.10%. Women are 66.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13162/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"df69352f83c0a97a9ef6b4717b329e59","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 15.10% lower than men's (2018/19)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 15.10% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.00%. Women are 62.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c93753c434dda44a3615e517778f29d5","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 13.70% lower than men's (2018/19)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 13.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 30.30%. Women are 70.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"04a4356d8cdabe50488b8f9e715a0556","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 10.30% lower than men's (2018/19)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 10.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 28.10%. Women are 66.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"7a7626b226ff887472ccdf1a56cb22c9","headline":"THE UNIVERSITY OF BIRMINGHAM: women's median hourly pay is 19.60% lower than men's (2018/19)","summary":"THE UNIVERSITY OF BIRMINGHAM reported a median hourly gender pay gap of 19.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.40%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF BIRMINGHAM","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13169/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"bff1fb1b88509d68b45f642ecb2d7507","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 13.60% lower than men's (2018/19)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 13.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.60%. Women are 40.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"de7ecfd1fbae476edc8e134c209ce96e","headline":"University Of Cambridge: women's median hourly pay is 13.70% lower than men's (2018/19)","summary":"University Of Cambridge reported a median hourly gender pay gap of 13.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.70%. Women are 37.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-06","captured_at":"2026-07-28 21:37:55"},{"signal_id":"297cc1e4bc0c240e0fe453bddb9a0826","headline":"University of Exeter: women's median hourly pay is 16.00% lower than men's (2018/19)","summary":"University of Exeter reported a median hourly gender pay gap of 16.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 19.60%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"dacb2eb940c62a827e1d32da9fce52dc","headline":"UNIVERSITY OF KENT: women's median hourly pay is 13.70% lower than men's (2018/19)","summary":"UNIVERSITY OF KENT reported a median hourly gender pay gap of 13.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.90%. Women are 42.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF KENT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13183/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8e5a8584640ba7f1704ef81fbb92f5fa","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 14.30% lower than men's (2018/19)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 14.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 20.10%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-07","captured_at":"2026-07-28 21:37:55"},{"signal_id":"14352d26f8654c0eba084d3f863bc6cf","headline":"University of Leicester: women's median hourly pay is 19.00% lower than men's (2018/19)","summary":"University of Leicester reported a median hourly gender pay gap of 19.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 23.10%. Women are 37.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e24a6c520b06c3abfd3b7c7743b7e0c9","headline":"UNIVERSITY OF SHEFFIELD: women's median hourly pay is 10.70% lower than men's (2018/19)","summary":"UNIVERSITY OF SHEFFIELD reported a median hourly gender pay gap of 10.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 17.90%. Women are 40.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF SHEFFIELD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16119/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"15cb2ab5db063c07fbfc3c3a40af7662","headline":"University of Southampton: women's median hourly pay is 16.20% lower than men's (2018/19)","summary":"University of Southampton reported a median hourly gender pay gap of 16.20% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 18.90%. Women are 39.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Southampton","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/163/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8682a3e1a5e6ba31a88daa542869b45d","headline":"University of Warwick: women's median hourly pay is 25.30% lower than men's (2018/19)","summary":"University of Warwick reported a median hourly gender pay gap of 25.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 26.00%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"72f6b5b726b6de2d193ae77de9395a00","headline":"UPS LIMITED: women's median hourly pay is 9.00% lower than men's (2018/19)","summary":"UPS LIMITED reported a median hourly gender pay gap of 9.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 11.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e537aa3c468102b968c6b0f7adc2eb52","headline":"VEOLIA ES (UK) LIMITED: women's median hourly pay is 1.7% higher than men's (2018/19)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of -1.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -11.20%. Women are 16.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:55"},{"signal_id":"eecc3fb21b3caf0b1a8443407765c2fd","headline":"VIRGIN ATLANTIC AIRWAYS LIMITED: women's median hourly pay is 30.00% lower than men's (2018/19)","summary":"VIRGIN ATLANTIC AIRWAYS LIMITED reported a median hourly gender pay gap of 30.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 58.80%. Women are 27.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC AIRWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13329/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-07-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"549cfbf644c2b664f6e49188b7c849a2","headline":"VIRGIN ATLANTIC LIMITED: women's median hourly pay is 31.00% lower than men's (2018/19)","summary":"VIRGIN ATLANTIC LIMITED reported a median hourly gender pay gap of 31.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 58.90%. Women are 29.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13330/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-07-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"f6abbb0c18669694db2be1ac5635beb0","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 13.80% lower than men's (2018/19)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of 13.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.00%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2018-09-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d1b2d107a05ef4c97bde740c3bfa1fa9","headline":"VISION EXPRESS (UK) LIMITED: women's median hourly pay is 24.00% lower than men's (2018/19)","summary":"VISION EXPRESS (UK) LIMITED reported a median hourly gender pay gap of 24.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.20%. Women are 61.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VISION EXPRESS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13347/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"ac2d4db0518da293649804f34f1c74d9","headline":"VODAFONE LIMITED: women's median hourly pay is 19.30% lower than men's (2018/19)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 19.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 15.30%. Women are 24.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-08","captured_at":"2026-07-28 21:37:55"},{"signal_id":"010be24a7eed25cb7b6e09eaa123be55","headline":"WAGAMAMA LIMITED: women's median hourly pay is 17.7% higher than men's (2018/19)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of -17.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is -6.90%. Women are 52.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-17","captured_at":"2026-07-28 21:37:55"},{"signal_id":"aa761af1256aeab312b9c145b421c930","headline":"WELCOME BREAK GROUP LIMITED: women's median hourly pay is 2.40% lower than men's (2018/19)","summary":"WELCOME BREAK GROUP LIMITED reported a median hourly gender pay gap of 2.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 45.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WELCOME BREAK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13581/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-06","captured_at":"2026-07-28 21:37:55"},{"signal_id":"32cc859dbfde3ab1ca40e6d0666ac2c3","headline":"WELCOME BREAK HOLDINGS LIMITED: women's median hourly pay is 2.40% lower than men's (2018/19)","summary":"WELCOME BREAK HOLDINGS LIMITED reported a median hourly gender pay gap of 2.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 45.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WELCOME BREAK HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13583/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-06","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c27ce483bc5d4f55c7075cf416e13029","headline":"WELCOME BREAK LIMITED: women's median hourly pay is 2.40% lower than men's (2018/19)","summary":"WELCOME BREAK LIMITED reported a median hourly gender pay gap of 2.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 45.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WELCOME BREAK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13584/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-02-06","captured_at":"2026-07-28 21:37:55"},{"signal_id":"a32ef6d300b9a91ec0896e27fdb87065","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 2.30% lower than men's (2018/19)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 2.30% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.80%. Women are 33.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"79bc72e4566fbc4fa8a8a1a10809d607","headline":"West Midlands Police: women's median hourly pay is 11.00% lower than men's (2018/19)","summary":"West Midlands Police reported a median hourly gender pay gap of 11.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 29.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"7bbfbbe7093a9eaa54be0d113c1a7a6d","headline":"WEST MIDLANDS TRAVEL LIMITED: women's median hourly pay is 11.90% lower than men's (2018/19)","summary":"WEST MIDLANDS TRAVEL LIMITED reported a median hourly gender pay gap of 11.90% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 2.90%. Women are 8.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WEST MIDLANDS TRAVEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13632/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"095281740dd92d8efa842f749d7fe810","headline":"West Sussex County Council: women's median hourly pay is 9.70% lower than men's (2018/19)","summary":"West Sussex County Council reported a median hourly gender pay gap of 9.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 65.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c60ec9ed21eb64b53f59e9b7859282ea","headline":"West Yorkshire Police: women's median hourly pay is 19.50% lower than men's (2018/19)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 19.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.40%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"a80f836d0ea6a84a998c525850d47805","headline":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC: women's median hourly pay is 9.60% lower than men's (2018/19)","summary":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC reported a median hourly gender pay gap of 9.60% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 8.70%. Women are 12.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13655/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e34ab1aa835704cad7852d4be236620e","headline":"Western Sussex Hospitals Nhs Foundation Trust: women's median hourly pay is 1% higher than men's (2018/19)","summary":"Western Sussex Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of -1.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.20%. Women are 70.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Western Sussex Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13657/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e6b845a79ae60243e567ebe7bd9fcf98","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 6.40% lower than men's (2018/19)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 6.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-01-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c58015dc3b3b4e96410bd933b70b0652","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 9.40% lower than men's (2018/19)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 9.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 12.80%. Women are 27.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"1bbc4d94ebfa67476255d9eb51da204e","headline":"WL REALISATIONS (2023) LIMITED: women's median hourly pay is 3.40% lower than men's (2018/19)","summary":"WL REALISATIONS (2023) LIMITED reported a median hourly gender pay gap of 3.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.40%. Women are 45.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WL REALISATIONS (2023) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13776/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-13","captured_at":"2026-07-28 21:37:55"},{"signal_id":"730f7683585e62b1616ba817fc4925ab","headline":"WINCANTON GROUP LIMITED: women's median hourly pay is 10.00% lower than men's (2018/19)","summary":"WINCANTON GROUP LIMITED reported a median hourly gender pay gap of 10.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 12.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18851/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"356a5a7ce5574f121b4210110dc53207","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 3.00% lower than men's (2018/19)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 3.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 22.90%. Women are 73.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"6dc76dcd41fb65c09851fd28efded33a","headline":"WM MORRISON SUPERMARKETS LIMITED: women's median hourly pay is 11.50% lower than men's (2018/19)","summary":"WM MORRISON SUPERMARKETS LIMITED reported a median hourly gender pay gap of 11.50% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 14.00%. Women are 37.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WM MORRISON SUPERMARKETS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8643/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-22","captured_at":"2026-07-28 21:37:55"},{"signal_id":"adbc26af3c6bb9ada61224864f085281","headline":"Worcestershire Acute Hospitals NHS Trust: women's median hourly pay is 19.00% lower than men's (2018/19)","summary":"Worcestershire Acute Hospitals NHS Trust reported a median hourly gender pay gap of 19.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 33.70%. Women are 68.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Worcestershire Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16751/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-29","captured_at":"2026-07-28 21:37:55"},{"signal_id":"374e360efd439b9a5c204ef8edd91c99","headline":"WPP 2005 LIMITED: women's median hourly pay is 34.00% lower than men's (2018/19)","summary":"WPP 2005 LIMITED reported a median hourly gender pay gap of 34.00% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 45.00%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WPP 2005 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14266/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-01","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d45fd061923c6adfa213f310f5066770","headline":"Wrexham County Borough Council: women's median hourly pay is 14.70% lower than men's (2018/19)","summary":"Wrexham County Borough Council reported a median hourly gender pay gap of 14.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 5.10%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrexham County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19258/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-07-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"19054cea1f3b0bdee72f9d5d6c0791cd","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 21.70% lower than men's (2018/19)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 21.70% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 36.50%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"26a78e1ac220861141d2f8786f273088","headline":"WSP UK LIMITED: women's median hourly pay is 22.80% lower than men's (2018/19)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 22.80% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 21.60%. Women are 10.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"0558ad2101faa8049ab18121ea9bc57d","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 13.40% lower than men's (2018/19)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 13.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 13.80%. Women are 11.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"ba5296ecba6fa013bffadbb695831978","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 9.40% lower than men's (2018/19)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 9.40% for the 2018/19 reporting year under UK gender pay gap regulations. The mean gap is 27.70%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2018/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"4edefce7b4060652187c47b4e8c63efe","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 6.0% lower than men's (2019/20)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 6.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.0%. Women are 27.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"f02904fbc3ca1176c70c8156b994cf41","headline":"ABELLIO SCOTRAIL LTD: women's median hourly pay is 25.50% lower than men's (2019/20)","summary":"ABELLIO SCOTRAIL LTD reported a median hourly gender pay gap of 25.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.40%. Women are 7.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABELLIO SCOTRAIL LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/787/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-23","captured_at":"2026-07-28 21:37:55"},{"signal_id":"ff80ebe39fe4cbd3e5a813fd1e0fdec3","headline":"ABRDN HOLDINGS LIMITED: women's median hourly pay is 20.70% lower than men's (2019/20)","summary":"ABRDN HOLDINGS LIMITED reported a median hourly gender pay gap of 20.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.70%. Women are 35.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABRDN HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/789/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:55"},{"signal_id":"ae1282dcd6a795dfba3129431460894b","headline":"ABRDN INVESTMENTS LIMITED: women's median hourly pay is 38.60% lower than men's (2019/20)","summary":"ABRDN INVESTMENTS LIMITED reported a median hourly gender pay gap of 38.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 42.00%. Women are 16.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABRDN INVESTMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/790/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:55"},{"signal_id":"0e739b6f0da7e5df29a82ce3312834b9","headline":"ABF GRAIN PRODUCTS LIMITED: women's median hourly pay is 0.8% higher than men's (2019/20)","summary":"ABF GRAIN PRODUCTS LIMITED reported a median hourly gender pay gap of -0.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -4.70%. Women are 25.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABF GRAIN PRODUCTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/650/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:55"},{"signal_id":"7d02eaff8e318c90250a48b8cbbc322a","headline":"LIFT SCHOOLS: women's median hourly pay is 37.70% lower than men's (2019/20)","summary":"LIFT SCHOOLS reported a median hourly gender pay gap of 37.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 25.70%. Women are 58.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFT SCHOOLS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/817/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"2ff9743fdce719aac9eee6cb7fe7c1cc","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 9.80% lower than men's (2019/20)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 9.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.60%. Women are 30.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-12","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8735357be6538381995020b5a5e84681","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 4.50% lower than men's (2019/20)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 4.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.90%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-22","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c660ff4d3b047ee03b909d2124436f02","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 3.4% higher than men's (2019/20)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -3.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -0.10%. Women are 11.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:55"},{"signal_id":"1dddcf7f5ae1fc4a13680dbbfd41ad0b","headline":"ALDI STORES LIMITED: women's median hourly pay is 7.80% lower than men's (2019/20)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 7.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.80%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"4697e0afaddb2ef09827e9b556ab0a91","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 11.00% lower than men's (2019/20)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 11.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 33.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:55"},{"signal_id":"62c50f2efe3c1e57df1340c4945953ba","headline":"AMAZON UK SERVICES LTD.: there is no median hourly pay gap (2019/20)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 1.50%. Women are 29.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"db242da4e707ceb8f264bc7d6415c504","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 31.30% lower than men's (2019/20)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 31.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 24.80%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-07","captured_at":"2026-07-28 21:37:55"},{"signal_id":"88f9067d728f58cb152eb72fe6798374","headline":"ANCHOR HANOVER GROUP: women's median hourly pay is 9.90% lower than men's (2019/20)","summary":"ANCHOR HANOVER GROUP reported a median hourly gender pay gap of 9.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.80%. Women are 72.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR HANOVER GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19327/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:55"},{"signal_id":"21c7816a346af87ee13c411d120d18ea","headline":"ANGLIAN WATER SERVICES LIMITED: women's median hourly pay is 11.00% lower than men's (2019/20)","summary":"ANGLIAN WATER SERVICES LIMITED reported a median hourly gender pay gap of 11.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 30.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLIAN WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1285/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-12","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d92ea76d52a3cad3d2b08940e93f11f7","headline":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD: women's median hourly pay is 3% higher than men's (2019/20)","summary":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD reported a median hourly gender pay gap of -3.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -2.4%. Women are 52.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17877/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:55"},{"signal_id":"3337b93aecab7b65aa608b5ef29b4607","headline":"ARGOS LIMITED: women's median hourly pay is 2.80% lower than men's (2019/20)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 2.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 38.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8e318d8231cbff040f09bfec1ba5b0ff","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 8.70% lower than men's (2019/20)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 8.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.50%. Women are 13.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-31","captured_at":"2026-07-28 21:37:55"},{"signal_id":"052a9a766a3eb90ac490591096f123d3","headline":"ARRIVA RAIL LONDON LIMITED: women's median hourly pay is 41.20% lower than men's (2019/20)","summary":"ARRIVA RAIL LONDON LIMITED reported a median hourly gender pay gap of 41.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 13.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARRIVA RAIL LONDON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15632/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"960400df343c1013bf114007425e363c","headline":"ARRIVA RAIL NORTH LIMITED: women's median hourly pay is 22.70% lower than men's (2019/20)","summary":"ARRIVA RAIL NORTH LIMITED reported a median hourly gender pay gap of 22.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 22.00%. Women are 6.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARRIVA RAIL NORTH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15733/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"841262d18e8d3bfd66229fbcd96b1b7e","headline":"ASDA STORES LIMITED: women's median hourly pay is 6.50% lower than men's (2019/20)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 6.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.10%. Women are 35.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-13","captured_at":"2026-07-28 21:37:55"},{"signal_id":"85520bf7b1786a102fcadee72e5b9d93","headline":"ASSIST RESOURCING UK LTD: there is no median hourly pay gap (2019/20)","summary":"ASSIST RESOURCING UK LTD reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.80%. Women are 25.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASSIST RESOURCING UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17268/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:55"},{"signal_id":"a24a4894ed5b41b460f0522852a634b6","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 13.90% lower than men's (2019/20)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 13.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 39.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8f0fa2e69c974a2d6d89eaa9c8bf51c2","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 18.00% lower than men's (2019/20)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 18.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.00%. Women are 16.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"41432715f02bae26c24220c681b990ce","headline":"ATOS BPS LIMITED: women's median hourly pay is 15.00% lower than men's (2019/20)","summary":"ATOS BPS LIMITED reported a median hourly gender pay gap of 15.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.10%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS BPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15475/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"385885c938fe13e6981d76d22a2658c8","headline":"ATOS CONSULTING LIMITED: women's median hourly pay is 31.30% lower than men's (2019/20)","summary":"ATOS CONSULTING LIMITED reported a median hourly gender pay gap of 31.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.00%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS CONSULTING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1575/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:55"},{"signal_id":"8ca2aee3cb2d74117557c40e7c60c393","headline":"ATOS IT SERVICES UK LIMITED: women's median hourly pay is 25.80% lower than men's (2019/20)","summary":"ATOS IT SERVICES UK LIMITED reported a median hourly gender pay gap of 25.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 30.30%. Women are 21.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1576/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"45e5045cc1a405f6b52f73063c441585","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 27.10% lower than men's (2019/20)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 27.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.00%. Women are 18.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-06","captured_at":"2026-07-28 21:37:55"},{"signal_id":"87444eb13f1fb9d47a70a17ef470bbc6","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 27.30% lower than men's (2019/20)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 27.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 26.70%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-31","captured_at":"2026-07-28 21:37:55"},{"signal_id":"de209d82676ecde995e059aafdc113a4","headline":"Avon and Somerset Police: women's median hourly pay is 14.90% lower than men's (2019/20)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 14.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 32.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:55"},{"signal_id":"41dc9c9ae1886b494a4bd71f6b882068","headline":"AWE PLC: women's median hourly pay is 18.6% lower than men's (2019/20)","summary":"AWE PLC reported a median hourly gender pay gap of 18.6% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 15.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-13","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c0363c1cbccac1e832a772a9e0a425fc","headline":"AZZURRI RESTAURANTS LIMITED: women's median hourly pay is 1.50% lower than men's (2019/20)","summary":"AZZURRI RESTAURANTS LIMITED reported a median hourly gender pay gap of 1.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.50%. Women are 27.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AZZURRI RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1698/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:55"},{"signal_id":"372723aee06140cc34121921b3d084a5","headline":"B & M RETAIL LIMITED: there is no median hourly pay gap (2019/20)","summary":"B & M RETAIL LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.10%. Women are 46.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B & M RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1701/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"507151f7fc2861676d2a367b82778930","headline":"B&Q LIMITED: women's median hourly pay is 0.70% lower than men's (2019/20)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 0.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-28","captured_at":"2026-07-28 21:37:55"},{"signal_id":"9faa836dbf78c67b277706f417fec1bd","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 7.90% lower than men's (2019/20)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 7.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"4bb23086dcf07cd829111a08d3df9a30","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 12.20% lower than men's (2019/20)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 12.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.10%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d9656de0b0e8e92ced770b1714d59b64","headline":"BAE SYSTEMS PLC: women's median hourly pay is 14.70% lower than men's (2019/20)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 14.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 18.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"659295e179d2d8ae1fe22c352b15567d","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 5.10% lower than men's (2019/20)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 5.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.60%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"e8f461d29c969c9537efde078cd581d0","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 26.00% lower than men's (2019/20)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 26.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.00%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:55"},{"signal_id":"adbca118da7ec55753e17eb5e1f8b5a7","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 3.00% lower than men's (2019/20)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 3.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.70%. Women are 77.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:55"},{"signal_id":"a0e11bcd29defb56222b4762b19feedf","headline":"BARCLAYS BANK PLC: women's median hourly pay is 39.90% lower than men's (2019/20)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 39.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 47.40%. Women are 20.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-13","captured_at":"2026-07-28 21:37:55"},{"signal_id":"2260645a912cddd4140161c341139d97","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 14.50% lower than men's (2019/20)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 14.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 26.10%. Women are 43.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-13","captured_at":"2026-07-28 21:37:55"},{"signal_id":"056889a01bf45a158759305a1019e674","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 27.80% lower than men's (2019/20)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 27.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 22.80%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-13","captured_at":"2026-07-28 21:37:55"},{"signal_id":"db1c93f13999852847cd4ee35e874b23","headline":"BARNARDO'S: women's median hourly pay is 2.30% lower than men's (2019/20)","summary":"BARNARDO'S reported a median hourly gender pay gap of 2.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.60%. Women are 80.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-14","captured_at":"2026-07-28 21:37:55"},{"signal_id":"0fe82e8dfcb757743a623a26ebe9412c","headline":"BARRATT REDROW PLC: women's median hourly pay is 34.20% lower than men's (2019/20)","summary":"BARRATT REDROW PLC reported a median hourly gender pay gap of 34.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 45.50%. Women are 25.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARRATT REDROW PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1839/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-14","captured_at":"2026-07-28 21:37:55"},{"signal_id":"895412b4eb364023287f95defad8b876","headline":"Barts Health Nhs Trust: women's median hourly pay is 13.00% lower than men's (2019/20)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 13.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.90%. Women are 57.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-17","captured_at":"2026-07-28 21:37:55"},{"signal_id":"669374d9c02e55d4495b66ef0a0ca9df","headline":"BDO SERVICES LIMITED: women's median hourly pay is 17.30% lower than men's (2019/20)","summary":"BDO SERVICES LIMITED reported a median hourly gender pay gap of 17.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.70%. Women are 35.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/127/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-10-07","captured_at":"2026-07-28 21:37:55"},{"signal_id":"25bc3b8a601fb4249aebc8f6fb85d0e0","headline":"BDW TRADING LIMITED: women's median hourly pay is 0.40% lower than men's (2019/20)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of 0.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.30%. Women are 30.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-14","captured_at":"2026-07-28 21:37:55"},{"signal_id":"c4403d2ce6799bd9191ddb8d40f33797","headline":"Bedford Borough Council: women's median hourly pay is 12.40% lower than men's (2019/20)","summary":"Bedford Borough Council reported a median hourly gender pay gap of 12.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bedford Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15908/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:55"},{"signal_id":"f9bf7e1bc3f1ed856318c80022ee994e","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 2.8% lower than men's (2019/20)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 2.8% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.0%. Women are 60.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-12","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d44ddb59c430f2b102bb716788f8c1db","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 22.00% lower than men's (2019/20)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 22.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.60%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:55"},{"signal_id":"d9a78a7eb995b221670d69e3529d7b51","headline":"Birmingham City Council: women's median hourly pay is 4.5% lower than men's (2019/20)","summary":"Birmingham City Council reported a median hourly gender pay gap of 4.5% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 58.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:55"},{"signal_id":"b071f1688534e8cd3c921957b9528022","headline":"Birmingham Community Healthcare NHS Foundation Trust: women's median hourly pay is 3.90% lower than men's (2019/20)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 3.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.90%. Women are 79.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-25","captured_at":"2026-07-28 21:37:55"},{"signal_id":"f804b5bf6117a11044eb05cc20e762f4","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 4.90% lower than men's (2019/20)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 4.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 23.70%. Women are 71.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5d983bd6d1caf261ee803dbe927b27ab","headline":"BLUE ARROW LTD.: women's median hourly pay is 8.10% lower than men's (2019/20)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 8.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.50%. Women are 27.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-04","captured_at":"2026-07-28 21:37:56"},{"signal_id":"9beda35b206875ab6000b91641069601","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 5.7% higher than men's (2019/20)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of -5.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 75.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:56"},{"signal_id":"0fc079efa2de447895e3d5d4bfce3b9a","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 10.50% lower than men's (2019/20)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 10.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.20%. Women are 79.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"0737f0671a5afc829031bda33851d6e3","headline":"BOOKER LIMITED: women's median hourly pay is 12.70% lower than men's (2019/20)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 12.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.60%. Women are 16.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-20","captured_at":"2026-07-28 21:37:56"},{"signal_id":"00cffc9f698f3c5f1bee9d6e4a6a697e","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 3.50% lower than men's (2019/20)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 3.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.80%. Women are 75.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-11","captured_at":"2026-07-28 21:37:56"},{"signal_id":"ef480283bda6328aae978359137dbdb1","headline":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED: women's median hourly pay is 14.7% lower than men's (2019/20)","summary":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED reported a median hourly gender pay gap of 14.7% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 74.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS OPTICIANS PROFESSIONAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2232/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-12","captured_at":"2026-07-28 21:37:56"},{"signal_id":"98c9a4b64f1f2d0b3a368ca47f9a8929","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 4.00% lower than men's (2019/20)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 4.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.60%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4c8c9e132ffb45c9c1c228658dd8483b","headline":"SYSCO GB LIMITED: women's median hourly pay is 9.90% lower than men's (2019/20)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 9.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.10%. Women are 29.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-13","captured_at":"2026-07-28 21:37:56"},{"signal_id":"8b321706bd0103aa5206f0e12963f1ad","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 6.10% lower than men's (2019/20)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 6.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 87.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:56"},{"signal_id":"18d93cdbdbc6372fbcf6a59cc53492d6","headline":"Brighton and Sussex University Hospitals NHS Trust: women's median hourly pay is 0.2% higher than men's (2019/20)","summary":"Brighton and Sussex University Hospitals NHS Trust reported a median hourly gender pay gap of -0.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Brighton and Sussex University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16517/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-10","captured_at":"2026-07-28 21:37:56"},{"signal_id":"8df6813315d76a131a60fe05e3fd5302","headline":"Bristol City Council: women's median hourly pay is 8.9% lower than men's (2019/20)","summary":"Bristol City Council reported a median hourly gender pay gap of 8.9% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 55.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4cdb101e9a3fa32a84a99f8d495906cb","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 6.70% lower than men's (2019/20)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 6.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.80%. Women are 39.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-07-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4e5f38bf017170546895584a5cf3f15d","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 38.30% lower than men's (2019/20)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 38.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.00%. Women are 4.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"31709ba72635ba56e2dcd611d2810101","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 7.30% lower than men's (2019/20)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 7.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"bc37b558605cb30fe377761fcb5148c6","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 12.10% lower than men's (2019/20)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of 12.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 24.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-12","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d2186f459a66a93ef1da0adef58b7e7f","headline":"British Transport Police: women's median hourly pay is 15.00% lower than men's (2019/20)","summary":"British Transport Police reported a median hourly gender pay gap of 15.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.60%. Women are 21.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"British Transport Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2461/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:56"},{"signal_id":"db6f4471680c330acfd3d004b29db451","headline":"BROOK STREET (UK) LIMITED: there is no median hourly pay gap (2019/20)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -0.50%. Women are 60.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-28","captured_at":"2026-07-28 21:37:56"},{"signal_id":"023f01b7284a4f29c55a4184e25382f8","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 13.10% lower than men's (2019/20)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 13.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.10%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"6df402405e99a0e8c3eff6ceab7ce875","headline":"BURBERRY LIMITED: women's median hourly pay is 10.30% lower than men's (2019/20)","summary":"BURBERRY LIMITED reported a median hourly gender pay gap of 10.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 33.10%. Women are 56.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BURBERRY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2575/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-06-10","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e0635590afe12c454c66dd24a0640374","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 3.20% lower than men's (2019/20)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 3.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.20%. Women are 63.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e865ab733ec02ac71b7af91941f9bb2e","headline":"CAPGEMINI UK PLC: women's median hourly pay is 18.00% lower than men's (2019/20)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 18.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.70%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d61be802ca85af2b2f7b6aa047f5e7a9","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 28.80% lower than men's (2019/20)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 28.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 34.20%. Women are 24.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-28","captured_at":"2026-07-28 21:37:56"},{"signal_id":"96fc0fe311ec559e5fc5fbe5f44cad9b","headline":"CAPITA CUSTOMER MANAGEMENT LIMITED: women's median hourly pay is 2.20% lower than men's (2019/20)","summary":"CAPITA CUSTOMER MANAGEMENT LIMITED reported a median hourly gender pay gap of 2.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.70%. Women are 45.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA CUSTOMER MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2784/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-28","captured_at":"2026-07-28 21:37:56"},{"signal_id":"f024806e4ee336d0a80d23dc6c58e8a0","headline":"CONEXIA LIMITED: women's median hourly pay is 40.80% lower than men's (2019/20)","summary":"CONEXIA LIMITED reported a median hourly gender pay gap of 40.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 25.90%. Women are 20.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONEXIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2796/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-28","captured_at":"2026-07-28 21:37:56"},{"signal_id":"90018f905f952d426d6817d77f71f2be","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 15.70% lower than men's (2019/20)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 15.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.40%. Women are 38.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"0491acf88ff3e0b65d83a25f609acc10","headline":"GUIDANT GLOBAL UK LIMITED: women's median hourly pay is 4.9% higher than men's (2019/20)","summary":"GUIDANT GLOBAL UK LIMITED reported a median hourly gender pay gap of -4.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -8.20%. Women are 41.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GUIDANT GLOBAL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2876/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-04","captured_at":"2026-07-28 21:37:56"},{"signal_id":"28b054144c9bded3c1554965170c3326","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 23.50% lower than men's (2019/20)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 23.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.80%. Women are 16.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"a367659d281e0b5fe69d44a6131b2853","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2019/20)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 48.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-09-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"c0958c631f3ab723029060654c0725c1","headline":"CENTER PARCS (OPERATING COMPANY) LIMITED: women's median hourly pay is 12.70% lower than men's (2019/20)","summary":"CENTER PARCS (OPERATING COMPANY) LIMITED reported a median hourly gender pay gap of 12.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.40%. Women are 51.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS (OPERATING COMPANY) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3028/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-06","captured_at":"2026-07-28 21:37:56"},{"signal_id":"579570e01f8d7e0916d206815edc0d2b","headline":"CENTER PARCS LIMITED: women's median hourly pay is 12.00% lower than men's (2019/20)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 12.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.10%. Women are 59.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-06","captured_at":"2026-07-28 21:37:56"},{"signal_id":"f4712794bfc2b13607504caf35c10486","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 8.30% lower than men's (2019/20)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 8.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-10-15","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4645fa49610c5d9a862f8d13248d1041","headline":"CGI IT UK LIMITED: women's median hourly pay is 15.10% lower than men's (2019/20)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 15.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 15.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-10-22","captured_at":"2026-07-28 21:37:56"},{"signal_id":"41171128cb06356c558d6c175fcda836","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 11.0% lower than men's (2019/20)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 11.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.7%. Women are 62.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"09e8cb38feba6c1663586c5e942bca70","headline":"CINEWORLD CINEMAS LIMITED: women's median hourly pay is 0.8% lower than men's (2019/20)","summary":"CINEWORLD CINEMAS LIMITED reported a median hourly gender pay gap of 0.8% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 42.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CINEWORLD CINEMAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3254/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-18","captured_at":"2026-07-28 21:37:56"},{"signal_id":"2cc406858cfef1f9e20f013ed99941ba","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 10.70% lower than men's (2019/20)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 10.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.30%. Women are 58.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4cf194c7ae353f4b893887a0f5bb1e95","headline":"CLYDESDALE BANK LIMITED: women's median hourly pay is 37.5% lower than men's (2019/20)","summary":"CLYDESDALE BANK LIMITED reported a median hourly gender pay gap of 37.5% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 36.2%. Women are 36.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLYDESDALE BANK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/85/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-25","captured_at":"2026-07-28 21:37:56"},{"signal_id":"13dce2f5f9395e2684c8971146335805","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 9.20% lower than men's (2019/20)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 9.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-09","captured_at":"2026-07-28 21:37:56"},{"signal_id":"baead9550f168d2f3d9fb4e8280d8b97","headline":"COLT TECHNOLOGY SERVICES: women's median hourly pay is 24.4% lower than men's (2019/20)","summary":"COLT TECHNOLOGY SERVICES reported a median hourly gender pay gap of 24.4% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 26.1%. Women are 12.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COLT TECHNOLOGY SERVICES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3459/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-21","captured_at":"2026-07-28 21:37:56"},{"signal_id":"c420f4a03872b1e9642a2645e67c25a5","headline":"COMPASS GROUP, UK AND IRELAND LIMITED: women's median hourly pay is 11.80% lower than men's (2019/20)","summary":"COMPASS GROUP, UK AND IRELAND LIMITED reported a median hourly gender pay gap of 11.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 51.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMPASS GROUP, UK AND IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14481/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e7625cd85f0a53eeb8f27c3ebc2d317f","headline":"CORAL RACING LIMITED: women's median hourly pay is 6.40% lower than men's (2019/20)","summary":"CORAL RACING LIMITED reported a median hourly gender pay gap of 6.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.10%. Women are 36.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CORAL RACING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3561/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-06","captured_at":"2026-07-28 21:37:56"},{"signal_id":"554ed98102ef321d317d606210c20003","headline":"Cornwall Council: women's median hourly pay is 14.1% lower than men's (2019/20)","summary":"Cornwall Council reported a median hourly gender pay gap of 14.1% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 58.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d5311acdd3765a6f4a5811b40e70ec1c","headline":"COSTA LIMITED: women's median hourly pay is 1.70% lower than men's (2019/20)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 1.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 58.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:56"},{"signal_id":"7d3215bce0d2e4f8c32af1d9a128b39e","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 1.9% lower than men's (2019/20)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of 1.9% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 41.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-17","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e1656e76ab843df687931dedfc7e3c62","headline":"COUNTRYWIDE ESTATE AGENTS LIMITED: women's median hourly pay is 13.50% lower than men's (2019/20)","summary":"COUNTRYWIDE ESTATE AGENTS LIMITED reported a median hourly gender pay gap of 13.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.30%. Women are 48.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE ESTATE AGENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3639/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1b48786d9b2256537630afe90ba397f8","headline":"COUNTRYWIDE LIMITED: women's median hourly pay is 27.20% lower than men's (2019/20)","summary":"COUNTRYWIDE LIMITED reported a median hourly gender pay gap of 27.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 30.10%. Women are 36.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3641/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"960776fb918efd0211daa46d6accee3f","headline":"Crown Prosecution Service: women's median hourly pay is 24.20% lower than men's (2019/20)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 24.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.40%. Women are 60.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-04","captured_at":"2026-07-28 21:37:56"},{"signal_id":"dd2de6e87a15009108c0a491e786fd5d","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 3.10% lower than men's (2019/20)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of 3.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.40%. Women are 67.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-18","captured_at":"2026-07-28 21:37:56"},{"signal_id":"a45398a11758233894fc3cf7e13c68a4","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 5.00% lower than men's (2019/20)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 5.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.60%. Women are 53.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-15","captured_at":"2026-07-28 21:37:56"},{"signal_id":"81e5e5331af872bae2fa9d8070fb7bbb","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 25.40% lower than men's (2019/20)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 25.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 33.90%. Women are 18.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:56"},{"signal_id":"352ef0ff37e4abb2341f2b073351c72e","headline":"DELOITTE LLP: women's median hourly pay is 12.10% lower than men's (2019/20)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 12.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 38.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-10-07","captured_at":"2026-07-28 21:37:56"},{"signal_id":"814ed0e2324317daed6291c3820ecaa0","headline":"Department for Business, Energy & Industrial Strategy: women's median hourly pay is 10.20% lower than men's (2019/20)","summary":"Department for Business, Energy & Industrial Strategy reported a median hourly gender pay gap of 10.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.10%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business, Energy & Industrial Strategy","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4028/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"699dcdb893b665c06892c08a9c6dd8dd","headline":"Department for Education: women's median hourly pay is 5.30% lower than men's (2019/20)","summary":"Department for Education reported a median hourly gender pay gap of 5.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.10%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e6f43bc98267791302e383a1c1d7e986","headline":"Department For Transport: women's median hourly pay is 13.80% lower than men's (2019/20)","summary":"Department For Transport reported a median hourly gender pay gap of 13.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.80%. Women are 34.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"b13b5279d891cc3d6f093fb8321159f5","headline":"Department of Health and Social Care: women's median hourly pay is 9.80% lower than men's (2019/20)","summary":"Department of Health and Social Care reported a median hourly gender pay gap of 9.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.30%. Women are 56.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department of Health and Social Care","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4035/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5112483c42233551590746f65ac700cb","headline":"Department for Work And Pensions: there is no median hourly pay gap (2019/20)","summary":"Department for Work And Pensions reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.20%. Women are 62.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Work And Pensions","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4036/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"b37ab9b696cd203b035c1caa6f5a59e3","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 9.40% lower than men's (2019/20)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 9.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.40%. Women are 47.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"873376029c9200e67e78e01909058cb8","headline":"Derbyshire County Council: women's median hourly pay is 20.00% lower than men's (2019/20)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 20.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.50%. Women are 67.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-12","captured_at":"2026-07-28 21:37:56"},{"signal_id":"666f479b6e267e7e859db4528e8c87aa","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 12.50% lower than men's (2019/20)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 12.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 8.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"dc08779cdb0719b09366619f0e63a376","headline":"DHL SERVICES LIMITED: women's median hourly pay is 12.80% lower than men's (2019/20)","summary":"DHL SERVICES LIMITED reported a median hourly gender pay gap of 12.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 15.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DHL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4099/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"bed477e4cd76a6d46739876d6da1ce62","headline":"DIMENSIONS (UK) LIMITED: women's median hourly pay is 0.9% lower than men's (2019/20)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 0.9% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 1.6%. Women are 72.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-15","captured_at":"2026-07-28 21:37:56"},{"signal_id":"13b5538226d5dfee48e8504dfacdf793","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 13.70% lower than men's (2019/20)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 13.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.30%. Women are 34.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-18","captured_at":"2026-07-28 21:37:56"},{"signal_id":"2a87f7daa253c7249eae93f7f5506bf4","headline":"DLA PIPER UK LLP: women's median hourly pay is 14.10% lower than men's (2019/20)","summary":"DLA PIPER UK LLP reported a median hourly gender pay gap of 14.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.50%. Women are 53.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DLA PIPER UK LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4161/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"be8b9578cd4b54209ec017996af712e4","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 26.70% lower than men's (2019/20)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 26.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 36.20%. Women are 67.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1a845e5e7dac2fb5e37222dd1eb0ce1c","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 3.60% lower than men's (2019/20)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 3.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 45.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-24","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5464b466940ec7639f48f293a813215b","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 3.90% lower than men's (2019/20)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 3.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 17.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-04","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5550ae203d5929422b56ff7b7d406e51","headline":"Dudley Metropolitan Borough Council: women's median hourly pay is 17.00% lower than men's (2019/20)","summary":"Dudley Metropolitan Borough Council reported a median hourly gender pay gap of 17.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.00%. Women are 56.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dudley Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4294/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:56"},{"signal_id":"0a4f9635d2635af043b4977b93767243","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 7.60% lower than men's (2019/20)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 7.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.00%. Women are 52.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"bbac8f0ddbfa54bc39377266029a1352","headline":"Durham County Council: women's median hourly pay is 4.30% lower than men's (2019/20)","summary":"Durham County Council reported a median hourly gender pay gap of 4.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.60%. Women are 59.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:56"},{"signal_id":"816479f57110790269dd0f7c24fea056","headline":"E.ON UK LIMITED: women's median hourly pay is 16.70% lower than men's (2019/20)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 16.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.60%. Women are 35.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-31","captured_at":"2026-07-28 21:37:56"},{"signal_id":"0e1693b3925b19cfe4c99ecd14d74eef","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 12.40% lower than men's (2019/20)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 12.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 23.00%. Women are 79.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-11","captured_at":"2026-07-28 21:37:56"},{"signal_id":"930e06e3d70c2a04c66b83673feedd85","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 24.6% lower than men's (2019/20)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 24.6% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 33%. Women are 61.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-08-20","captured_at":"2026-07-28 21:37:56"},{"signal_id":"b1cab86a053e7db973027f7d67c1da16","headline":"East London NHS Foundation Trust: women's median hourly pay is 6.25% lower than men's (2019/20)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 6.25% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.8%. Women are 65.09% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"7d582f4fbab6b4a3dd49bbb74e0d452c","headline":"East Riding of Yorkshire Council: women's median hourly pay is 4.50% lower than men's (2019/20)","summary":"East Riding of Yorkshire Council reported a median hourly gender pay gap of 4.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 58.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Riding of Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4408/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d757e2f0c7cd7f89982b37bb7fb67868","headline":"East Sussex Council: women's median hourly pay is 8.40% lower than men's (2019/20)","summary":"East Sussex Council reported a median hourly gender pay gap of 8.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.00%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4411/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:56"},{"signal_id":"617e055eaf46c541ae3898fce3201c83","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 3.30% lower than men's (2019/20)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 3.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.80%. Women are 67.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-11","captured_at":"2026-07-28 21:37:56"},{"signal_id":"a3f4a6e78f13a977cb6693adb787d5b9","headline":"EASYJET AIRLINE COMPANY LIMITED: women's median hourly pay is 47.20% lower than men's (2019/20)","summary":"EASYJET AIRLINE COMPANY LIMITED reported a median hourly gender pay gap of 47.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 54.70%. Women are 10.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET AIRLINE COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4432/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"ed147925eb9153a358688c2ec5b5af2b","headline":"EDF ENERGY LIMITED: women's median hourly pay is 33.70% lower than men's (2019/20)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 33.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 27.80%. Women are 27.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-12","captured_at":"2026-07-28 21:37:56"},{"signal_id":"2359b0048388581c3519e98f40a8a4ea","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 17.40% lower than men's (2019/20)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 17.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.70%. Women are 9.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-12","captured_at":"2026-07-28 21:37:56"},{"signal_id":"384d0e6eebca03cffa5ba8363ba016b2","headline":"EE LIMITED: women's median hourly pay is 5.80% lower than men's (2019/20)","summary":"EE LIMITED reported a median hourly gender pay gap of 5.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 34.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-12","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e877f70deee39d965112facb703bf623","headline":"ELIOR UK PLC: women's median hourly pay is 14.10% lower than men's (2019/20)","summary":"ELIOR UK PLC reported a median hourly gender pay gap of 14.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.10%. Women are 47.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIOR UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4554/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-19","captured_at":"2026-07-28 21:37:56"},{"signal_id":"bca1c62102a281a0734db9c36addf29c","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 24.90% lower than men's (2019/20)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 24.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.30%. Women are 22.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"82eef898565133da6961b6832f2f5155","headline":"ENTERPRISE RENT-A-CAR UK LIMITED: women's median hourly pay is 1% higher than men's (2019/20)","summary":"ENTERPRISE RENT-A-CAR UK LIMITED reported a median hourly gender pay gap of -1.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 29.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENTERPRISE RENT-A-CAR UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4650/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-09-17","captured_at":"2026-07-28 21:37:56"},{"signal_id":"05cc1380450156f23c1523e8821b4f30","headline":"Environment Agency: women's median hourly pay is 1.20% lower than men's (2019/20)","summary":"Environment Agency reported a median hourly gender pay gap of 1.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 1.90%. Women are 35.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Environment Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/411/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d0e7fc4388dbb823b93f0a262f35a8bf","headline":"ERNST & YOUNG SERVICES LIMITED: women's median hourly pay is 13.80% lower than men's (2019/20)","summary":"ERNST & YOUNG SERVICES LIMITED reported a median hourly gender pay gap of 13.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.20%. Women are 37.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/657/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-04","captured_at":"2026-07-28 21:37:56"},{"signal_id":"974d5b03cb52ac48b042335d387f20fd","headline":"Essex County Council: women's median hourly pay is 8.0% lower than men's (2019/20)","summary":"Essex County Council reported a median hourly gender pay gap of 8.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 68.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-08-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"f16687749a46aa4b351cea6128ccffd7","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 8.90% lower than men's (2019/20)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 8.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.90%. Women are 71.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-13","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4c99e86a39380b1bfd2f941bb594b010","headline":"Essex Police: women's median hourly pay is 27.50% lower than men's (2019/20)","summary":"Essex Police reported a median hourly gender pay gap of 27.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.10%. Women are 28.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:56"},{"signal_id":"499cea0c8eb5cc93cc29ef5abb22fbf7","headline":"ESTEE LAUDER COSMETICS LIMITED: women's median hourly pay is 23.0% lower than men's (2019/20)","summary":"ESTEE LAUDER COSMETICS LIMITED reported a median hourly gender pay gap of 23.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 34.3%. Women are 84.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ESTEE LAUDER COSMETICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4741/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:56"},{"signal_id":"464896834f4e92409d3672ce01c4331b","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 1.10% lower than men's (2019/20)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of 1.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 13.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"6e769412daacaba60aa7f7fee53311c7","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 26.00% lower than men's (2019/20)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 26.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 24.50%. Women are 8.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-29","captured_at":"2026-07-28 21:37:56"},{"signal_id":"832677febe4d081cb1e2debe53198329","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 19.70% lower than men's (2019/20)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 19.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.30%. Women are 6.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:56"},{"signal_id":"bc929fd26b7c078b336dc001819b545b","headline":"FIRSTSOURCE SOLUTIONS UK LIMITED: women's median hourly pay is 0.6% higher than men's (2019/20)","summary":"FIRSTSOURCE SOLUTIONS UK LIMITED reported a median hourly gender pay gap of -0.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.20%. Women are 43.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRSTSOURCE SOLUTIONS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5039/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5c53739414981f083b13ed13258b53f2","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 6% higher than men's (2019/20)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of -6.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -3.1%. Women are 13.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"389187417f37e1f8470538ac5378e520","headline":"Foreign & Commonwealth Office: women's median hourly pay is 10.10% lower than men's (2019/20)","summary":"Foreign & Commonwealth Office reported a median hourly gender pay gap of 10.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.30%. Women are 38.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Foreign & Commonwealth Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5130/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"ee9298a7c85602b2817b1d580d785faf","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 15.60% lower than men's (2019/20)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 15.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.50%. Women are 16.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-16","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5b82824c49a65619f3420812dc4753db","headline":"GAP PERSONNEL HOLDINGS LIMITED: women's median hourly pay is 2.30% lower than men's (2019/20)","summary":"GAP PERSONNEL HOLDINGS LIMITED reported a median hourly gender pay gap of 2.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 1.10%. Women are 30.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GAP PERSONNEL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5381/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-14","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4ebdba6935ad4676cc8ae38a44cac289","headline":"GCHQ: women's median hourly pay is 14.2% lower than men's (2019/20)","summary":"GCHQ reported a median hourly gender pay gap of 14.2% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 23.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-08","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4e0d2827f7a51e331fc05acc577863fc","headline":"GIST LIMITED: women's median hourly pay is 12.00% lower than men's (2019/20)","summary":"GIST LIMITED reported a median hourly gender pay gap of 12.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIST LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5512/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"8652e6cc334a51a7ac564a8b77d4207d","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 0.90% lower than men's (2019/20)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of 0.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.20%. Women are 42.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-04","captured_at":"2026-07-28 21:37:56"},{"signal_id":"405dd1d81690a575d1d0d2840eaf5445","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 20.30% lower than men's (2019/20)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 20.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.30%. Women are 66.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-12","captured_at":"2026-07-28 21:37:56"},{"signal_id":"57e1f8ee1f69a6af2dbbeea2e013c3ea","headline":"GOOGLE UK LIMITED: women's median hourly pay is 19.00% lower than men's (2019/20)","summary":"GOOGLE UK LIMITED reported a median hourly gender pay gap of 19.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.00%. Women are 21.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOOGLE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5624/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"8f57b8e024ccaa0972ec45f7c0e3615e","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 20.30% lower than men's (2019/20)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 20.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 22.70%. Women are 5.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"053b490bd8a8540d27f70a957dcc9b60","headline":"BUILDING SUPPLIES DISTRIBUTION LIMITED: there is no median hourly pay gap (2019/20)","summary":"BUILDING SUPPLIES DISTRIBUTION LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 17.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUILDING SUPPLIES DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5644/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:56"},{"signal_id":"9ddfbfe1292e8b6c06ca2eb2316305dd","headline":"Greater Manchester Police: women's median hourly pay is 15.90% lower than men's (2019/20)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 15.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.50%. Women are 29.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"6731772cb077a714fd5c3e108fc057c9","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 7.00% lower than men's (2019/20)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 7.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 30.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"fcd605b215d415eb7850fa8abe6ee595","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 13.20% lower than men's (2019/20)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 13.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.80%. Women are 59.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-05-06","captured_at":"2026-07-28 21:37:56"},{"signal_id":"0263366700766663832c79f91063a0d6","headline":"H M Government Cabinet Office: women's median hourly pay is 8.80% lower than men's (2019/20)","summary":"H M Government Cabinet Office reported a median hourly gender pay gap of 8.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 45.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H M Government Cabinet Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5816/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"47434192660fdf58467bc5f97568f0f3","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 1.80% lower than men's (2019/20)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 1.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.10%. Women are 74.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"54fb83da4409543cc68bb74b10a76749","headline":"HALFORDS GROUP PLC: women's median hourly pay is 5.40% lower than men's (2019/20)","summary":"HALFORDS GROUP PLC reported a median hourly gender pay gap of 5.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 2.30%. Women are 18.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5875/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1be763fd551419e58bdba1f2fcf72ca8","headline":"HALFORDS LIMITED: there is no median hourly pay gap (2019/20)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.30%. Women are 25.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"ad8b2222ee85b27f610212cf4253b6d7","headline":"Hampshire Constabulary: women's median hourly pay is 18.90% lower than men's (2019/20)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 18.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 33.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"ec600f04e0a339f9507ce3a54a0906e5","headline":"Hampshire County Council: women's median hourly pay is 19.30% lower than men's (2019/20)","summary":"Hampshire County Council reported a median hourly gender pay gap of 19.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 66.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d6919162e83f6ae6348ca66cfc1a77dd","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 5.20% lower than men's (2019/20)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 5.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 24.40%. Women are 67.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d0ddb516ffd4242677106b6dc7a5361c","headline":"HBOS PLC: women's median hourly pay is 28.00% lower than men's (2019/20)","summary":"HBOS PLC reported a median hourly gender pay gap of 28.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 25.70%. Women are 42.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-19","captured_at":"2026-07-28 21:37:56"},{"signal_id":"de0c5653b4fabe6dbca1cf9f3a5f66de","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 1.90% lower than men's (2019/20)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 1.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 61.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-15","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1b06abf1864cf57e462dbc17d1008b65","headline":"HM Land Registry: women's median hourly pay is 14.60% lower than men's (2019/20)","summary":"HM Land Registry reported a median hourly gender pay gap of 14.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.40%. Women are 48.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-30","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e40829de0a2b452ef0eb32df046ff99e","headline":"Hertfordshire County Council: women's median hourly pay is 1.80% lower than men's (2019/20)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of 1.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -2.80%. Women are 67.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"b7ce9576a5f20b72abe024521ccb0b24","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 2.20% lower than men's (2019/20)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 2.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 28.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:56"},{"signal_id":"76e2218eca1152ff1e08d169f386bb9d","headline":"HILTON UK HOTELS LIMITED: women's median hourly pay is 1.6% lower than men's (2019/20)","summary":"HILTON UK HOTELS LIMITED reported a median hourly gender pay gap of 1.6% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.3%. Women are 55.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HILTON UK HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16178/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-09","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1ec5b6949e6157401b285a05445cf754","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 6.30% lower than men's (2019/20)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 6.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.70%. Women are 59.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"4130c2a74cf3fe3e69c37c2f24ba9554","headline":"Home Office: women's median hourly pay is 14.60% lower than men's (2019/20)","summary":"Home Office reported a median hourly gender pay gap of 14.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.80%. Women are 43.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5c1f6c8ab44971f43904e2781be74a84","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 1.40% lower than men's (2019/20)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 1.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.50%. Women are 26.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"f1dfe82adf5bae43320ad68cb483e47d","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 31.40% lower than men's (2019/20)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 31.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.60%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-06-13","captured_at":"2026-07-28 21:37:56"},{"signal_id":"dca748644f995bee133158e8b22f50eb","headline":"HSBC GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 20.70% lower than men's (2019/20)","summary":"HSBC GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 20.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 37.80%. Women are 31.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14645/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-06-13","captured_at":"2026-07-28 21:37:56"},{"signal_id":"a98d25381a1783da663f4f02e5f1bd3b","headline":"HSBC UK BANK PLC: women's median hourly pay is 18.70% lower than men's (2019/20)","summary":"HSBC UK BANK PLC reported a median hourly gender pay gap of 18.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 32.00%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC UK BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18672/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-06-13","captured_at":"2026-07-28 21:37:56"},{"signal_id":"512c0d7587d6c397c40f54014af5d69c","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 18.20% lower than men's (2019/20)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 18.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.00%. Women are 60.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"11e4ba8e21e51a5fe0a43147b0be4887","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 14.70% lower than men's (2019/20)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 14.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.40%. Women are 17.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1b058d43550c38cf9fca6c155b01c461","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 13.70% lower than men's (2019/20)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of 13.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.40%. Women are 59.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1fe822681c8e681f3ac09d7080cb1a0f","headline":"Imperial College London: women's median hourly pay is 8.00% lower than men's (2019/20)","summary":"Imperial College London reported a median hourly gender pay gap of 8.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.70%. Women are 31.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:56"},{"signal_id":"328d9dce03d796e3ad58b9100d963203","headline":"INDEPENDENT CLINICAL SERVICES LIMITED: women's median hourly pay is 0.30% lower than men's (2019/20)","summary":"INDEPENDENT CLINICAL SERVICES LIMITED reported a median hourly gender pay gap of 0.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -3.50%. Women are 78.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INDEPENDENT CLINICAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/345/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:56"},{"signal_id":"747cbaeea627e946793b13748d372fde","headline":"MITIE FM LIMITED: women's median hourly pay is 16.60% lower than men's (2019/20)","summary":"MITIE FM LIMITED reported a median hourly gender pay gap of 16.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.40%. Women are 27.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6729/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-10-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"aaf064371d6499734dd0011a6a8b276e","headline":"MITIE FS (UK) LIMITED: women's median hourly pay is 8.80% lower than men's (2019/20)","summary":"MITIE FS (UK) LIMITED reported a median hourly gender pay gap of 8.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6731/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-10-01","captured_at":"2026-07-28 21:37:56"},{"signal_id":"7f6d426c84d8910b9cdfbe761da68657","headline":"ISS FACILITY SERVICES LIMITED: women's median hourly pay is 7.0% lower than men's (2019/20)","summary":"ISS FACILITY SERVICES LIMITED reported a median hourly gender pay gap of 7.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 53.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS FACILITY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6805/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-13","captured_at":"2026-07-28 21:37:56"},{"signal_id":"667f1e9ad5012e7e417e289c3f2055b4","headline":"J D WETHERSPOON PLC: women's median hourly pay is 0.20% lower than men's (2019/20)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 0.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.20%. Women are 52.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e0fe99f0a021adc8430b220aa13f35eb","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 4.10% lower than men's (2019/20)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of 4.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.00%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"41015cf1502d1d48c921efefa0bc86c1","headline":"JD SPORTS FASHION PLC: women's median hourly pay is 2.30% lower than men's (2019/20)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 2.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.90%. Women are 36.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-06","captured_at":"2026-07-28 21:37:56"},{"signal_id":"d494b2d189634be90e1f36ecfb821d83","headline":"JOHN LEWIS PLC: women's median hourly pay is 8.00% lower than men's (2019/20)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 8.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.00%. Women are 44.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-17","captured_at":"2026-07-28 21:37:56"},{"signal_id":"7b00c18531916683d5b85f45d29e5ff9","headline":"JOHNSONS TEXTILE SERVICES LIMITED: women's median hourly pay is 10.20% lower than men's (2019/20)","summary":"JOHNSONS TEXTILE SERVICES LIMITED reported a median hourly gender pay gap of 10.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.70%. Women are 26.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHNSONS TEXTILE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7031/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e49ad44d5058f545d961b145f6c03d13","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 21.90% lower than men's (2019/20)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 21.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 23.70%. Women are 23.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:56"},{"signal_id":"830c9ed92bb293938ffeba4382674728","headline":"Kent County Council: women's median hourly pay is 13.00% lower than men's (2019/20)","summary":"Kent County Council reported a median hourly gender pay gap of 13.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-11","captured_at":"2026-07-28 21:37:56"},{"signal_id":"ca837a5cde96ce71a8cd0d8e12340ca8","headline":"Kent Police: women's median hourly pay is 28.70% lower than men's (2019/20)","summary":"Kent Police reported a median hourly gender pay gap of 28.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.90%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-16","captured_at":"2026-07-28 21:37:56"},{"signal_id":"a1508626ad64e506c98a38bab7f8cce8","headline":"KIER LIMITED: women's median hourly pay is 14.40% lower than men's (2019/20)","summary":"KIER LIMITED reported a median hourly gender pay gap of 14.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.10%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-06-23","captured_at":"2026-07-28 21:37:56"},{"signal_id":"0c7405eeebec58950887d3d91ade904f","headline":"King's College Hospital: women's median hourly pay is 10.00% lower than men's (2019/20)","summary":"King's College Hospital reported a median hourly gender pay gap of 10.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.50%. Women are 65.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-05-07","captured_at":"2026-07-28 21:37:56"},{"signal_id":"82abda300817efcc5d9ef1acce71ad53","headline":"King's College London: women's median hourly pay is 13.0% lower than men's (2019/20)","summary":"King's College London reported a median hourly gender pay gap of 13.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-09-20","captured_at":"2026-07-28 21:37:56"},{"signal_id":"a930e814b52a7d59f0a32c30b8a33466","headline":"Kirklees Council: women's median hourly pay is 11.90% lower than men's (2019/20)","summary":"Kirklees Council reported a median hourly gender pay gap of 11.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.60%. Women are 61.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:56"},{"signal_id":"9ef94ab857cf7a7ed103fc0a5f714fb4","headline":"KPMG UK LIMITED: women's median hourly pay is 18.60% lower than men's (2019/20)","summary":"KPMG UK LIMITED reported a median hourly gender pay gap of 18.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 37.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14843/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-24","captured_at":"2026-07-28 21:37:56"},{"signal_id":"6fb23359d92e8916f0936cc9348d7dd1","headline":"KUEHNE + NAGEL LIMITED: women's median hourly pay is 4.40% lower than men's (2019/20)","summary":"KUEHNE + NAGEL LIMITED reported a median hourly gender pay gap of 4.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.60%. Women are 25.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KUEHNE + NAGEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7381/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:56"},{"signal_id":"e08e4f2b7fe25aa13b6c4fe95af909dc","headline":"KWIK-FIT (GB) LIMITED: women's median hourly pay is 19.00% lower than men's (2019/20)","summary":"KWIK-FIT (GB) LIMITED reported a median hourly gender pay gap of 19.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.90%. Women are 2.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KWIK-FIT (GB) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7386/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:56"},{"signal_id":"839d79170d61664108240e5e6066c81c","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 2.20% lower than men's (2019/20)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 2.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.20%. Women are 45.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-06","captured_at":"2026-07-28 21:37:56"},{"signal_id":"87738fd79a787ee7fb0820ba7b9c8369","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 6.90% lower than men's (2019/20)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 6.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 11.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-17","captured_at":"2026-07-28 21:37:56"},{"signal_id":"1aa4b5f272dd9a6cda2940991825c7d2","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 4.90% lower than men's (2019/20)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 4.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.50%. Women are 73.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-11","captured_at":"2026-07-28 21:37:56"},{"signal_id":"5c1429bff0e244cd4b68ede125a173ea","headline":"Lancashire Constabulary: women's median hourly pay is 27.00% lower than men's (2019/20)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 27.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.00%. Women are 26.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"5e3072e8e3a07a1fa13beb35e346b973","headline":"Lancashire County Council: women's median hourly pay is 16.60% lower than men's (2019/20)","summary":"Lancashire County Council reported a median hourly gender pay gap of 16.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.70%. Women are 64.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-25","captured_at":"2026-07-28 21:37:57"},{"signal_id":"f9f72958b08b337b7e08fd960843e29c","headline":"Lancashire Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 6.50% lower than men's (2019/20)","summary":"Lancashire Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 6.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 27.10%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7429/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:57"},{"signal_id":"bc1d7f1d220340e484818f4de6ebfc17","headline":"Leeds City Council: women's median hourly pay is 7.80% lower than men's (2019/20)","summary":"Leeds City Council reported a median hourly gender pay gap of 7.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 58.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-29","captured_at":"2026-07-28 21:37:57"},{"signal_id":"bc4c947e14fae3c9f238ec37b9b2dc60","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 9.00% lower than men's (2019/20)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 9.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 26.00%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:57"},{"signal_id":"fbe3e5bf4393d7ae295176ed76426f47","headline":"Leicestershire County Council: women's median hourly pay is 7.00% lower than men's (2019/20)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 7.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 65.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-25","captured_at":"2026-07-28 21:37:57"},{"signal_id":"2c6221a4e5607a1f7faa0dd21fdfa503","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 6.70% lower than men's (2019/20)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 6.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.60%. Women are 75.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-12","captured_at":"2026-07-28 21:37:57"},{"signal_id":"e545926d28b1ea5d245b71720b5b6f31","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: there is no median hourly pay gap (2019/20)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:57"},{"signal_id":"1572c30a4e2cbb9dc0b1d40b2563884a","headline":"LEONARD CHESHIRE DISABILITY: there is no median hourly pay gap (2019/20)","summary":"LEONARD CHESHIRE DISABILITY reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.60%. Women are 79.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARD CHESHIRE DISABILITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16906/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:57"},{"signal_id":"1f7ff523dcb948e908dd9bc9ab886bd7","headline":"LEONARDO UK LTD: women's median hourly pay is 17.6% lower than men's (2019/20)","summary":"LEONARDO UK LTD reported a median hourly gender pay gap of 17.6% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.0%. Women are 10.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARDO UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7579/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-10","captured_at":"2026-07-28 21:37:57"},{"signal_id":"cfedd1a3aacac43e0ffe12cbf662c4f9","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 16.40% lower than men's (2019/20)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 16.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 27.20%. Women are 67.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-06","captured_at":"2026-07-28 21:37:57"},{"signal_id":"26e5bf5f1453e1fd37b7a53526a397b0","headline":"LHR AIRPORTS LIMITED: women's median hourly pay is 3.00% lower than men's (2019/20)","summary":"LHR AIRPORTS LIMITED reported a median hourly gender pay gap of 3.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LHR AIRPORTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15628/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-13","captured_at":"2026-07-28 21:37:57"},{"signal_id":"11d58eed451f09a1c4df03b8753469f9","headline":"LLOYDS BANK PLC: women's median hourly pay is 40.50% lower than men's (2019/20)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 40.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 34.90%. Women are 33.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"dce98abc0295807e12238374700c4934","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 33.50% lower than men's (2019/20)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 33.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 30.90%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"ea68b879fd6c5e5407a59c7fe8a07022","headline":"DIAMOND DCO TWO LIMITED: women's median hourly pay is 8.50% lower than men's (2019/20)","summary":"DIAMOND DCO TWO LIMITED reported a median hourly gender pay gap of 8.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 25.80%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIAMOND DCO TWO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7731/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:57"},{"signal_id":"34ade6f97c87eb338e011c043a25caf6","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 11.6% lower than men's (2019/20)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 11.6% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:37:57"},{"signal_id":"45c4520e9a5ad0788c5b66af7be28a14","headline":"London Fire Brigade: women's median hourly pay is 2.8% higher than men's (2019/20)","summary":"London Fire Brigade reported a median hourly gender pay gap of -2.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -8.40%. Women are 26.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"d1fed83d133784cc23d8c4c6660bc332","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 3.30% lower than men's (2019/20)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 3.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.00%. Women are 8.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"ed8136a0cba2ae28c24a3c5f43aac30e","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 18.50% lower than men's (2019/20)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 18.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 9.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"f610a3eacc452f125b8c5dcbc6435fd4","headline":"LTE Group: women's median hourly pay is 7.90% lower than men's (2019/20)","summary":"LTE Group reported a median hourly gender pay gap of 7.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.50%. Women are 60.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LTE Group","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12449/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:57"},{"signal_id":"eb63c5a9eed9c06b2cfe2b83bec8c6d4","headline":"Manchester University NHS Foundation Trust: women's median hourly pay is 14.00% lower than men's (2019/20)","summary":"Manchester University NHS Foundation Trust reported a median hourly gender pay gap of 14.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.00%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18830/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:57"},{"signal_id":"0ef8863262d496755537ad5d79735ff9","headline":"MANPOWER UK LIMITED: women's median hourly pay is 7.70% lower than men's (2019/20)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 7.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 27.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-28","captured_at":"2026-07-28 21:37:57"},{"signal_id":"d40cc50cb821d3a431874baa73fa152d","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 4.00% lower than men's (2019/20)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 4.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.90%. Women are 62.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:57"},{"signal_id":"52e1ac91b1f764b63e6a76f2e1cb37bb","headline":"MARSH SERVICES LIMITED: women's median hourly pay is 29.40% lower than men's (2019/20)","summary":"MARSH SERVICES LIMITED reported a median hourly gender pay gap of 29.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 33.90%. Women are 23.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSH SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8136/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"4b638fd76eec0ac32f47266a4a2df635","headline":"MARSTON'S TRADING LIMITED: women's median hourly pay is 1.10% lower than men's (2019/20)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 1.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.70%. Women are 28.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:57"},{"signal_id":"7750969682b0f9600b273081215e096b","headline":"MARTIN MCCOLL LIMITED: there is no median hourly pay gap (2019/20)","summary":"MARTIN MCCOLL LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.60%. Women are 53.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARTIN MCCOLL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8154/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"49e0f61fcc82422ceae0b41ca114faed","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2019/20)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:57"},{"signal_id":"40850cc99425ee5ecbe5ed1c926830f3","headline":"Medway NHS Foundation Trust: women's median hourly pay is 23.60% lower than men's (2019/20)","summary":"Medway NHS Foundation Trust reported a median hourly gender pay gap of 23.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 32.60%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Medway NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16896/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"ae695418b6bc7298b3335ee4fcfff16b","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 3.40% lower than men's (2019/20)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 3.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.80%. Women are 41.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"d402247877715943712f91c7863d6b04","headline":"Mersey Care Nhs Foundation Trust: there is no median hourly pay gap (2019/20)","summary":"Mersey Care Nhs Foundation Trust reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.20%. Women are 68.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey Care Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8363/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9df8a56edd7311e8febcbaa016ec0db5","headline":"METHODIST HOMES: women's median hourly pay is 2.60% lower than men's (2019/20)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 2.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 84.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:57"},{"signal_id":"e29bdfaa7ff4d1cc7da550fa6f56b090","headline":"Metropolitan Police Service: women's median hourly pay is 9.00% lower than men's (2019/20)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 9.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.00%. Women are 27.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-10-01","captured_at":"2026-07-28 21:37:57"},{"signal_id":"6d8530c763498f9d401dac754205806b","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 16.80% lower than men's (2019/20)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 16.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 30.30%. Women are 68.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"b53d59dee2ffcb177b7321a098288ef1","headline":"Midlands Partnership NHS Foundation Trust: women's median hourly pay is 8.80% lower than men's (2019/20)","summary":"Midlands Partnership NHS Foundation Trust reported a median hourly gender pay gap of 8.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.70%. Women are 77.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Midlands Partnership NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18582/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:57"},{"signal_id":"4f9744222e98e71deef5ae35af2b0b66","headline":"MIDSHIRES CARE LIMITED: women's median hourly pay is 2.3% higher than men's (2019/20)","summary":"MIDSHIRES CARE LIMITED reported a median hourly gender pay gap of -2.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.50%. Women are 88.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MIDSHIRES CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8451/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-16","captured_at":"2026-07-28 21:37:57"},{"signal_id":"74c0339f15eccff8ef26c36e1ece6ae3","headline":"Ministry Of Defence: women's median hourly pay is 10.50% lower than men's (2019/20)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 10.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 30.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"db6acf2fbcfcce6430a95202528bd512","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: women's median hourly pay is 3.50% lower than men's (2019/20)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 3.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.30%. Women are 45.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"bcd58371c0794c5fdc665e63de33593f","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 3.00% lower than men's (2019/20)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 3.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.20%. Women are 46.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"e07bdffb753aece79277f66f46de0a5a","headline":"MITIE LIMITED: women's median hourly pay is 4.5% lower than men's (2019/20)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 4.5% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-10-20","captured_at":"2026-07-28 21:37:57"},{"signal_id":"a1c66bd62deb61526873cbd97f3e7cc9","headline":"MOTO HOSPITALITY LIMITED: women's median hourly pay is 2.40% lower than men's (2019/20)","summary":"MOTO HOSPITALITY LIMITED reported a median hourly gender pay gap of 2.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.60%. Women are 57.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTO HOSPITALITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8660/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"a6a72d75874fbf5244890df1687bcd3c","headline":"MOY PARK LIMITED: women's median hourly pay is 4.7% lower than men's (2019/20)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 4.7% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 30.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-18","captured_at":"2026-07-28 21:37:57"},{"signal_id":"20c48b6cfb04f05436dc42fefab75454","headline":"MULLER UK & IRELAND GROUP LLP: women's median hourly pay is 1.00% lower than men's (2019/20)","summary":"MULLER UK & IRELAND GROUP LLP reported a median hourly gender pay gap of 1.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.00%. Women are 12.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MULLER UK & IRELAND GROUP LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8714/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:57"},{"signal_id":"d9e8d59b8049ae1c7276edcb6f4b9aa0","headline":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY: women's median hourly pay is 34.10% lower than men's (2019/20)","summary":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 34.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 30.40%. Women are 32.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8819/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-14","captured_at":"2026-07-28 21:37:57"},{"signal_id":"15497bd05d7228fa52e488cc405f07f4","headline":"Nationwide Building Society: women's median hourly pay is 30.00% lower than men's (2019/20)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 30.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.00%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-04","captured_at":"2026-07-28 21:37:57"},{"signal_id":"0c27195760bd8afe667b416a24515089","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 11.60% lower than men's (2019/20)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 11.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 14.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"8287b19a305904e695030fe9c59b9e03","headline":"Newcastle University: women's median hourly pay is 17.00% lower than men's (2019/20)","summary":"Newcastle University reported a median hourly gender pay gap of 17.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.50%. Women are 39.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"11dccdf457349b35cdecdf49f2255cac","headline":"NEXUS WORKFORCE LTD: there is no median hourly pay gap (2019/20)","summary":"NEXUS WORKFORCE LTD reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 17.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXUS WORKFORCE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17231/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"18535c28743ea44f439d941a4b9228f7","headline":"NHS Blood and Transplant: women's median hourly pay is 5.60% lower than men's (2019/20)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 5.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 62.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:57"},{"signal_id":"51c3477b0a4f0d59f9f61f1a5ae918d1","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2019/20)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.00%. Women are 51.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-13","captured_at":"2026-07-28 21:37:57"},{"signal_id":"371e0ff0726af7870b6d59819b1c4347","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 16.7% higher than men's (2019/20)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of -16.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -12.00%. Women are 10.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-13","captured_at":"2026-07-28 21:37:57"},{"signal_id":"7744fa80c05f4b6c0196ad4f53f97cce","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 24.60% lower than men's (2019/20)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 24.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 34.40%. Women are 62.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"2200c87c23cda0858bdf3f452b0b7e62","headline":"Norfolk County Council: women's median hourly pay is 5.40% lower than men's (2019/20)","summary":"Norfolk County Council reported a median hourly gender pay gap of 5.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.00%. Women are 62.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"443f90bc00dfad20e68655c28b6d9402","headline":"North Bristol N H S Trust: women's median hourly pay is 6.50% lower than men's (2019/20)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of 6.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 23.50%. Women are 64.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9554ad2111f66ab8741ff2269af1df12","headline":"North Cumbria Integrated Care NHS Foundation Trust: women's median hourly pay is 16.00% lower than men's (2019/20)","summary":"North Cumbria Integrated Care NHS Foundation Trust reported a median hourly gender pay gap of 16.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.00%. Women are 75.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Cumbria Integrated Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19495/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-04","captured_at":"2026-07-28 21:37:57"},{"signal_id":"cc9795ad9c4f6ed534a0602515c644c5","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 11.00% lower than men's (2019/20)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 11.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 37.00%. Women are 75.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:57"},{"signal_id":"566753fe5746f38f1408bebb4ad0780b","headline":"North West Ambulance Service N H S Trust: women's median hourly pay is 8.30% lower than men's (2019/20)","summary":"North West Ambulance Service N H S Trust reported a median hourly gender pay gap of 8.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 34.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9096/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"8aa98934fd9ff2fa366c6548c5016e80","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 12.80% lower than men's (2019/20)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 12.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.50%. Women are 67.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:57"},{"signal_id":"4b347511f9f02b907c86c180165f2776","headline":"North Yorkshire Council: women's median hourly pay is 7.10% lower than men's (2019/20)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 7.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.10%. Women are 70.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"d009ef9f455bf2d4bf437bc3ad1c4b84","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 13.30% lower than men's (2019/20)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 13.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 30.10%. Women are 68.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-10","captured_at":"2026-07-28 21:37:57"},{"signal_id":"efdcbe34498d73866151b4d6a20793c6","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 27.10% lower than men's (2019/20)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 27.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 34.10%. Women are 66.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:57"},{"signal_id":"5abeb4455580b89cd54d5a6298b031a4","headline":"Northumberland County Council: women's median hourly pay is 0.20% lower than men's (2019/20)","summary":"Northumberland County Council reported a median hourly gender pay gap of 0.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 2.90%. Women are 58.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumberland County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9149/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:57"},{"signal_id":"392dcbdf04a8cba44f430512037428bd","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 3.00% lower than men's (2019/20)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 3.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.80%. Women are 76.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-25","captured_at":"2026-07-28 21:37:57"},{"signal_id":"2095db06473d40e5a7324779f47a73ca","headline":"Northumbria Police: women's median hourly pay is 16.60% lower than men's (2019/20)","summary":"Northumbria Police reported a median hourly gender pay gap of 16.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.90%. Women are 33.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"247c22935cd68736c2d5a9d1b03504eb","headline":"Nottingham City Council: there is no median hourly pay gap (2019/20)","summary":"Nottingham City Council reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.30%. Women are 58.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16646/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"99361f9f040ab1cacdf7d11a461d9f91","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 8.80% lower than men's (2019/20)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 8.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 24.60%. Women are 78.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-05","captured_at":"2026-07-28 21:37:57"},{"signal_id":"f3fa482f388996bfb1459103a751e546","headline":"Nottinghamshire County Council: women's median hourly pay is 18.40% lower than men's (2019/20)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 18.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.30%. Women are 70.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-11","captured_at":"2026-07-28 21:37:57"},{"signal_id":"fd3be7f8071a67bf4579c15a87812401","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 2% higher than men's (2019/20)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -2.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.90%. Women are 70.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"af9c8ae26fd8d0af7b4a67356e5674c1","headline":"NPOWER LIMITED: women's median hourly pay is 15.90% lower than men's (2019/20)","summary":"NPOWER LIMITED reported a median hourly gender pay gap of 15.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.10%. Women are 38.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NPOWER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/533/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:57"},{"signal_id":"36002ead134dbda550a9f6a4068692f3","headline":"NUFFIELD HEALTH: women's median hourly pay is 0.3% higher than men's (2019/20)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of -0.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 4.30%. Women are 70.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"93f66d3fb169f98c4a086171f47da081","headline":"NURSE PLUS AND CARER PLUS (UK) LIMITED: there is no median hourly pay gap (2019/20)","summary":"NURSE PLUS AND CARER PLUS (UK) LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.20%. Women are 80.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NURSE PLUS AND CARER PLUS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17407/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-29","captured_at":"2026-07-28 21:37:57"},{"signal_id":"79f2a0be3df78e101ccf2f8e0e9034bb","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 0.40% lower than men's (2019/20)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of 0.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -2.00%. Women are 22.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-11","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9d9a1ebd24d0f58a4ad78d5aaac61ae0","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 3.40% lower than men's (2019/20)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 3.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 37.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-06","captured_at":"2026-07-28 21:37:57"},{"signal_id":"bbd640bb6612048cd643894a0b860c1e","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 4.10% lower than men's (2019/20)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 4.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 48.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-20","captured_at":"2026-07-28 21:37:57"},{"signal_id":"291b5db9b3acf7631352eb7305704ac2","headline":"OPENREACH LIMITED: women's median hourly pay is 21.3% higher than men's (2019/20)","summary":"OPENREACH LIMITED reported a median hourly gender pay gap of -21.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -16.50%. Women are 15.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OPENREACH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19362/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-12","captured_at":"2026-07-28 21:37:57"},{"signal_id":"610ee762c8b9b112eaeb7d84af552cd7","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 17.10% lower than men's (2019/20)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 17.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.80%. Women are 24.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-25","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9a225f606d332751561651a9ac980888","headline":"Oxfordshire County Council: women's median hourly pay is 1.30% lower than men's (2019/20)","summary":"Oxfordshire County Council reported a median hourly gender pay gap of 1.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.30%. Women are 67.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9479/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-29","captured_at":"2026-07-28 21:37:57"},{"signal_id":"04e8598f658e7f562c15e39a4f776e4c","headline":"PARASOL LIMITED: women's median hourly pay is 5.70% lower than men's (2019/20)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 5.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.40%. Women are 30.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:57"},{"signal_id":"fd027c135dffb3d127515387b5808b6b","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 1.00% lower than men's (2019/20)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of 1.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 35.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-09-03","captured_at":"2026-07-28 21:37:57"},{"signal_id":"91a9c6ab6f165545b928656601fa9e7c","headline":"PINEWOOD TECHNOLOGIES GROUP PLC: women's median hourly pay is 5.30% lower than men's (2019/20)","summary":"PINEWOOD TECHNOLOGIES GROUP PLC reported a median hourly gender pay gap of 5.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.20%. Women are 12.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PINEWOOD TECHNOLOGIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9693/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"3d0945987d3a964a6d571df99c69109d","headline":"Pennine Care NHS Foundation Trust: women's median hourly pay is 3.5% lower than men's (2019/20)","summary":"Pennine Care NHS Foundation Trust reported a median hourly gender pay gap of 3.5% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 79.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Pennine Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17174/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-20","captured_at":"2026-07-28 21:37:57"},{"signal_id":"77e588a7812ba234f0ae3fc6df9a5de3","headline":"PETS AT HOME LTD: women's median hourly pay is 9.60% lower than men's (2019/20)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 9.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.20%. Women are 51.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"d888fa247ea64e98a15623c3ef1ba159","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 16.3% higher than men's (2019/20)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of -16.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -21.40%. Women are 75.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"8dc42aaaa6654d4720346b49dd26b85e","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 18.30% lower than men's (2019/20)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 18.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 32.00%. Women are 56.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:57"},{"signal_id":"ebfc9e9f57cf7cbb368aacb381926090","headline":"Powys Council: women's median hourly pay is 8.10% lower than men's (2019/20)","summary":"Powys Council reported a median hourly gender pay gap of 8.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.30%. Women are 58.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Powys Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16407/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9c73d7c906b13fa99913cf81c739e2ab","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 6.90% lower than men's (2019/20)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 6.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 41.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-05","captured_at":"2026-07-28 21:37:57"},{"signal_id":"93773dc35749550209b094c819eecd42","headline":"PRIMARK STORES LIMITED: there is no median hourly pay gap (2019/20)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.70%. Women are 61.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"3036b5f5637ee55fe37a04e48a8aea0b","headline":"PRO-FORCE LIMITED: women's median hourly pay is 1.90% lower than men's (2019/20)","summary":"PRO-FORCE LIMITED reported a median hourly gender pay gap of 1.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 2.30%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRO-FORCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10076/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"6998c609019095f2385bf330f698f87a","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 6.2% higher than men's (2019/20)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of -6.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.70%. Women are 80.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:57"},{"signal_id":"3a1205f1a767366e06a60b005e71eb89","headline":"QUADRANT CATERING LIMITED: women's median hourly pay is 6.20% lower than men's (2019/20)","summary":"QUADRANT CATERING LIMITED reported a median hourly gender pay gap of 6.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 1.90%. Women are 77.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUADRANT CATERING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10169/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"7b491f156e22cb81b754462e15b1961a","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 9.8% lower than men's (2019/20)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 9.8% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 39.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-06","captured_at":"2026-07-28 21:37:57"},{"signal_id":"46db92b733a1993c07623c3cacb5ce78","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 8.20% lower than men's (2019/20)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 8.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 74.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-09","captured_at":"2026-07-28 21:37:57"},{"signal_id":"743d65e57eabaa7d6ead2df96ff243a2","headline":"RWW REALISATIONS LIMITED: women's median hourly pay is 3.00% lower than men's (2019/20)","summary":"RWW REALISATIONS LIMITED reported a median hourly gender pay gap of 3.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 37.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RWW REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18275/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-10","captured_at":"2026-07-28 21:37:57"},{"signal_id":"2a5f47f7bdf3bf23a1ee565edfb50b8e","headline":"REED STAFFING SERVICES LIMITED: women's median hourly pay is 0.30% lower than men's (2019/20)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 0.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -2.00%. Women are 67.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-16","captured_at":"2026-07-28 21:37:57"},{"signal_id":"b87a3c6a7a33f0c1cf5018b98eed52be","headline":"Rhondda Cynon Taf Council: women's median hourly pay is 9.00% lower than men's (2019/20)","summary":"Rhondda Cynon Taf Council reported a median hourly gender pay gap of 9.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.30%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rhondda Cynon Taf Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19155/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-04-16","captured_at":"2026-07-28 21:37:57"},{"signal_id":"0265ef4a263baebad16e2f296366f6c0","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 7.00% lower than men's (2019/20)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 7.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.70%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-20","captured_at":"2026-07-28 21:37:57"},{"signal_id":"4dcd3dbe3ab0ecab8273fd9ea0cef237","headline":"Rotherham Metropolitan Borough Council: women's median hourly pay is 13.40% lower than men's (2019/20)","summary":"Rotherham Metropolitan Borough Council reported a median hourly gender pay gap of 13.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.60%. Women are 66.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10624/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-05","captured_at":"2026-07-28 21:37:57"},{"signal_id":"c73ba87fd17a7f29a9b2fdc37ccf5ba5","headline":"INTACT INSURANCE UK LIMITED: women's median hourly pay is 29.00% lower than men's (2019/20)","summary":"INTACT INSURANCE UK LIMITED reported a median hourly gender pay gap of 29.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 31.70%. Women are 38.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INTACT INSURANCE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10638/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"30f66e43d250e447131771e0b4bd702f","headline":"Royal Berkshire Nhs Foundation Trust: women's median hourly pay is 9.30% lower than men's (2019/20)","summary":"Royal Berkshire Nhs Foundation Trust reported a median hourly gender pay gap of 9.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 26.00%. Women are 64.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Berkshire Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10644/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-06","captured_at":"2026-07-28 21:37:57"},{"signal_id":"90406f735c802fe221811c0ac2808de0","headline":"Royal Devon And Exeter Nhs Foundation Trust General Charity: women's median hourly pay is 11.50% lower than men's (2019/20)","summary":"Royal Devon And Exeter Nhs Foundation Trust General Charity reported a median hourly gender pay gap of 11.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 23.90%. Women are 68.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon And Exeter Nhs Foundation Trust General Charity","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10652/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-04","captured_at":"2026-07-28 21:37:57"},{"signal_id":"5b33cddb8977bb8c3057bb05671553cd","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 10.50% lower than men's (2019/20)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 10.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.70%. Women are 62.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"c15a8e09a18fd517a4bd3bfa7be4769b","headline":"Royal Liverpool and Broadgreen University Hospitals NHS Trust: women's median hourly pay is 7.20% lower than men's (2019/20)","summary":"Royal Liverpool and Broadgreen University Hospitals NHS Trust reported a median hourly gender pay gap of 7.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 24.70%. Women are 62.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Liverpool and Broadgreen University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15748/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-16","captured_at":"2026-07-28 21:37:57"},{"signal_id":"e4f8f322c0aec6b9e7bd6d63d0b25ee3","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 3.50% lower than men's (2019/20)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 3.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 2.10%. Women are 14.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-06","captured_at":"2026-07-28 21:37:57"},{"signal_id":"d41db79efa273d36feec4a911222858a","headline":"ROYAL MENCAP SOCIETY: women's median hourly pay is 0.40% lower than men's (2019/20)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 0.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.70%. Women are 72.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"2d2a9d4e534f9c232fde3ccccaf2853b","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 3.90% lower than men's (2019/20)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of 3.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 24.60%. Women are 69.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"ccd0756171e583b9ac9628d0a1ea1f89","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 4.90% lower than men's (2019/20)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 4.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.30%. Women are 37.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:57"},{"signal_id":"2924412ec9f65e863d4e3ff6d5bfa662","headline":"STARK BUILDING MATERIALS UK LIMITED: women's median hourly pay is 3.1% higher than men's (2019/20)","summary":"STARK BUILDING MATERIALS UK LIMITED reported a median hourly gender pay gap of -3.1% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -0.8%. Women are 18.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARK BUILDING MATERIALS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10818/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:57"},{"signal_id":"efc313432f96c41222cbfbd0bad592ae","headline":"Salford Royal Foundation Trust: women's median hourly pay is 11.50% lower than men's (2019/20)","summary":"Salford Royal Foundation Trust reported a median hourly gender pay gap of 11.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 26.00%. Women are 64.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Salford Royal Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10832/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9cdc794e3cc4be66ab15ff86db6d8605","headline":"Salisbury Nhs Foundation Trust: women's median hourly pay is 7.60% lower than men's (2019/20)","summary":"Salisbury Nhs Foundation Trust reported a median hourly gender pay gap of 7.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 23.80%. Women are 67.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Salisbury Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10834/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9e5b368dd97387ad3a3c6aceac815e3b","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 9.5% lower than men's (2019/20)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 9.5% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 27.2%. Women are 65.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:57"},{"signal_id":"f3b2c214d3fb7c3b4abf9ab499424cdf","headline":"SANTANDER UK PLC: women's median hourly pay is 26.60% lower than men's (2019/20)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 26.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 31.40%. Women are 38.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-18","captured_at":"2026-07-28 21:37:57"},{"signal_id":"55e8f352ff5b7f2ede845baee1eca401","headline":"SANTIO LIMITED: there is no median hourly pay gap (2019/20)","summary":"SANTIO LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 33.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19326/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-30","captured_at":"2026-07-28 21:37:57"},{"signal_id":"cab4bd084eb3e12cd55d40c82e0b40c4","headline":"SAVILLS (UK) LIMITED: women's median hourly pay is 43.00% lower than men's (2019/20)","summary":"SAVILLS (UK) LIMITED reported a median hourly gender pay gap of 43.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 39.00%. Women are 20.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAVILLS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/654/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"ad00355d1b011556e3c358a2338bba8c","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 1.50% lower than men's (2019/20)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 1.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.80%. Women are 37.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-28","captured_at":"2026-07-28 21:37:57"},{"signal_id":"5a6fde33b6e560be92d0fa4ae504eb52","headline":"SELLAFIELD LIMITED: women's median hourly pay is 11.50% lower than men's (2019/20)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 11.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.30%. Women are 15.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"979096880d18d11f9d9ccbca401621ca","headline":"SERCO LIMITED: women's median hourly pay is 10.40% lower than men's (2019/20)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 10.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.90%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-18","captured_at":"2026-07-28 21:37:57"},{"signal_id":"4c0bcbb0c41c52ea040d1983d090fb06","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 9.80% lower than men's (2019/20)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 9.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.60%. Women are 28.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-21","captured_at":"2026-07-28 21:37:57"},{"signal_id":"103d677cb69a5e41cf7ad713fc4b1a45","headline":"Sheffield City Council HQ: women's median hourly pay is 5.60% lower than men's (2019/20)","summary":"Sheffield City Council HQ reported a median hourly gender pay gap of 5.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 1.40%. Women are 61.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield City Council HQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11107/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-06","captured_at":"2026-07-28 21:37:57"},{"signal_id":"3602e44859d3de1630cdaeeae61cc0a5","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 10.40% lower than men's (2019/20)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 10.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.70%. Women are 64.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:57"},{"signal_id":"41f81bf0cb7fc28f26e9aa9f8faf3ba9","headline":"SKY CP LIMITED: women's median hourly pay is 12.30% lower than men's (2019/20)","summary":"SKY CP LIMITED reported a median hourly gender pay gap of 12.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 13.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY CP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11235/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"17ae1bbed7e45a738c60f20f935573db","headline":"SKY IN-HOME SERVICE LIMITED: women's median hourly pay is 14.00% lower than men's (2019/20)","summary":"SKY IN-HOME SERVICE LIMITED reported a median hourly gender pay gap of 14.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.90%. Women are 4.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY IN-HOME SERVICE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11236/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"2e47b7df5dccdd0e9a2f7cd982b3527b","headline":"SKY RETAIL STORES LIMITED: women's median hourly pay is 18.00% lower than men's (2019/20)","summary":"SKY RETAIL STORES LIMITED reported a median hourly gender pay gap of 18.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 15.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY RETAIL STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11239/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"78ff76fd560783f2b6b01e8087de0174","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 2.70% lower than men's (2019/20)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 2.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"58aa331c848bc498fcc06bfff6daccb0","headline":"SKY UK LIMITED: women's median hourly pay is 10.20% lower than men's (2019/20)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 10.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 7.00%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:57"},{"signal_id":"644c9ae5868dcb519bc13e1e8c0f4756","headline":"SODEXO LIMITED: women's median hourly pay is 12.00% lower than men's (2019/20)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 12.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.00%. Women are 41.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-26","captured_at":"2026-07-28 21:37:57"},{"signal_id":"c134cf67a16d125bf284b114d04622a0","headline":"South Wales Police: women's median hourly pay is 21.70% lower than men's (2019/20)","summary":"South Wales Police reported a median hourly gender pay gap of 21.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.70%. Women are 26.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:57"},{"signal_id":"95b87b27fbe4fb570d6f5406b767b71f","headline":"South Warwickshire General Hospital Nhs Trust: women's median hourly pay is 9.00% lower than men's (2019/20)","summary":"South Warwickshire General Hospital Nhs Trust reported a median hourly gender pay gap of 9.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 31.00%. Women are 75.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Warwickshire General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11400/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:57"},{"signal_id":"7ffaa71d4b2bb13669d18d8c84698574","headline":"Southern Health Nhs Foundation Trust: women's median hourly pay is 12.2% lower than men's (2019/20)","summary":"Southern Health Nhs Foundation Trust reported a median hourly gender pay gap of 12.2% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.0%. Women are 73.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Southern Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11421/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-22","captured_at":"2026-07-28 21:37:57"},{"signal_id":"275d1f4e13098874483c5044aeb77812","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 9.00% lower than men's (2019/20)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 9.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.90%. Women are 75.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-10","captured_at":"2026-07-28 21:37:57"},{"signal_id":"12609baba991079ebc15b327a99d1daf","headline":"OVO (S) ELECTRICITY LIMITED: women's median hourly pay is 2.70% lower than men's (2019/20)","summary":"OVO (S) ELECTRICITY LIMITED reported a median hourly gender pay gap of 2.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.90%. Women are 46.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVO (S) ELECTRICITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18317/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-07-03","captured_at":"2026-07-28 21:37:57"},{"signal_id":"75aa4f44c35b6ed14728899819d55cff","headline":"SSE PLC: women's median hourly pay is 21.00% lower than men's (2019/20)","summary":"SSE PLC reported a median hourly gender pay gap of 21.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.40%. Women are 17.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-05-13","captured_at":"2026-07-28 21:37:57"},{"signal_id":"9712291862a2abc6daf547cb8aed46f0","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 7.90% lower than men's (2019/20)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 7.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 61.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:57"},{"signal_id":"5334aac2e806ce4b021c4f93641fa89f","headline":"St Helens and Knowsley Teaching Hospitals NHS Trust: women's median hourly pay is 15.80% lower than men's (2019/20)","summary":"St Helens and Knowsley Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 15.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.90%. Women are 72.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helens and Knowsley Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16392/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-28","captured_at":"2026-07-28 21:37:57"},{"signal_id":"1108f587edb2f0a77fd5f5cfca9c4a8c","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 3.40% lower than men's (2019/20)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 3.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.80%. Women are 25.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-17","captured_at":"2026-07-28 21:37:57"},{"signal_id":"30b4028f1a313313d75457e6f5701ffc","headline":"ABERDEEN GROUP PLC: women's median hourly pay is 31.40% lower than men's (2019/20)","summary":"ABERDEEN GROUP PLC reported a median hourly gender pay gap of 31.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 39.50%. Women are 25.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABERDEEN GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11651/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"7b7eff1850b16f43038f1cab409b8da5","headline":"ABERDEEN CORPORATE SERVICES LIMITED: women's median hourly pay is 33.30% lower than men's (2019/20)","summary":"ABERDEEN CORPORATE SERVICES LIMITED reported a median hourly gender pay gap of 33.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 32.90%. Women are 31.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABERDEEN CORPORATE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11648/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"15b822bc45ced2eef5151bb697aee4e9","headline":"ABRDN INVESTMENT MANAGEMENT LIMITED: women's median hourly pay is 35.30% lower than men's (2019/20)","summary":"ABRDN INVESTMENT MANAGEMENT LIMITED reported a median hourly gender pay gap of 35.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 41.40%. Women are 20.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABRDN INVESTMENT MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11650/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:57"},{"signal_id":"07393d5b876d99703005f80cf1950c5e","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 1.50% lower than men's (2019/20)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 1.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.20%. Women are 37.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:57"},{"signal_id":"8e2226d0f5205a450b17f04cffe9d05f","headline":"SUEZ RECYCLING AND RECOVERY UK LTD: women's median hourly pay is 3.7% higher than men's (2019/20)","summary":"SUEZ RECYCLING AND RECOVERY UK LTD reported a median hourly gender pay gap of -3.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -8.50%. Women are 20.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUEZ RECYCLING AND RECOVERY UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11785/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:58"},{"signal_id":"0b48340bf6c87228078bc5ac6f8eee55","headline":"Suffolk County Council: women's median hourly pay is 21.50% lower than men's (2019/20)","summary":"Suffolk County Council reported a median hourly gender pay gap of 21.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.40%. Women are 53.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-14","captured_at":"2026-07-28 21:37:58"},{"signal_id":"416d2874e3225d7cd68ea1128586bc5a","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 8.20% lower than men's (2019/20)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 8.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 25.80%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"0e50016dc3d8276970ad492ac402fb1c","headline":"Surrey County Council: women's median hourly pay is 16.80% lower than men's (2019/20)","summary":"Surrey County Council reported a median hourly gender pay gap of 16.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.20%. Women are 66.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"de8c41ec1acd541e8408b9cad4679519","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 23.60% lower than men's (2019/20)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 23.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.50%. Women are 13.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-06-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"bbc099bc3ab7359e805b08ea3c5bbf5a","headline":"T. J. MORRIS LIMITED: women's median hourly pay is 10.1% lower than men's (2019/20)","summary":"T. J. MORRIS LIMITED reported a median hourly gender pay gap of 10.1% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T. J. MORRIS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11950/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:58"},{"signal_id":"a0d49b6e54a652fb78e2cf46b4c75f06","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 11.00% lower than men's (2019/20)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 11.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.00%. Women are 8.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-06","captured_at":"2026-07-28 21:37:58"},{"signal_id":"603dd018ab4aa228c4b5108ada9ced65","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 3.80% lower than men's (2019/20)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 3.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.30%. Women are 12.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-06-22","captured_at":"2026-07-28 21:37:58"},{"signal_id":"d2d1ffec6b1a51f6e3e31bb60b292c9f","headline":"Taunton And Somerset Nhs Foundation Trust: women's median hourly pay is 5.20% lower than men's (2019/20)","summary":"Taunton And Somerset Nhs Foundation Trust reported a median hourly gender pay gap of 5.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 25.50%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Taunton And Somerset Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12030/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-15","captured_at":"2026-07-28 21:37:58"},{"signal_id":"2d2d0e9e6c60a25a004b6496395766fb","headline":"TAYLOR WIMPEY UK LIMITED: women's median hourly pay is 4% higher than men's (2019/20)","summary":"TAYLOR WIMPEY UK LIMITED reported a median hourly gender pay gap of -4.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.00%. Women are 32.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TAYLOR WIMPEY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12039/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:58"},{"signal_id":"af6a4ad9931e7f1a94cb42ddcfaab9ec","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 10.10% lower than men's (2019/20)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 10.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.70%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-23","captured_at":"2026-07-28 21:37:58"},{"signal_id":"9d9b1103c6ca1a6f499d8e1afcdf5bbf","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 1.50% lower than men's (2019/20)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of 1.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.30%. Women are 46.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"2d2a7a952912bd0f3d89d0c6617724bf","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 21.20% lower than men's (2019/20)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 21.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.40%. Women are 27.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"1a58e5da3c01c8549b58ddd47128d1a1","headline":"TELEPERFORMANCE LIMITED: women's median hourly pay is 0.6% higher than men's (2019/20)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of -0.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -5.00%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-09","captured_at":"2026-07-28 21:37:58"},{"signal_id":"7d34659a01c0ffb90322597874a844d8","headline":"TEMPLINE EMPLOYMENT AGENCY LIMITED: women's median hourly pay is 0.80% lower than men's (2019/20)","summary":"TEMPLINE EMPLOYMENT AGENCY LIMITED reported a median hourly gender pay gap of 0.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -1.70%. Women are 28.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TEMPLINE EMPLOYMENT AGENCY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12111/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-25","captured_at":"2026-07-28 21:37:58"},{"signal_id":"89ea73d929ea4ee115a59b65b9cd0c51","headline":"TESCO STORES LIMITED: women's median hourly pay is 7.60% lower than men's (2019/20)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 7.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 37.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-20","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e8a9060b7bb694bfa4fc85d73c1e6f0e","headline":"THALES UK LIMITED: women's median hourly pay is 19.0% lower than men's (2019/20)","summary":"THALES UK LIMITED reported a median hourly gender pay gap of 19.0% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 15.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THALES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12166/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-08-20","captured_at":"2026-07-28 21:37:58"},{"signal_id":"0baaaf52de58fb32afea13353468e5f6","headline":"Thames Valley Police: women's median hourly pay is 20.4% lower than men's (2019/20)","summary":"Thames Valley Police reported a median hourly gender pay gap of 20.4% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 27.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-23","captured_at":"2026-07-28 21:37:58"},{"signal_id":"46bdbb819e963af00c4ca8610f764ebe","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 12.20% lower than men's (2019/20)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 12.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.40%. Women are 27.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-06-28","captured_at":"2026-07-28 21:37:58"},{"signal_id":"44611d663f38223925a283c4af5bf386","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 5.40% lower than men's (2019/20)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 5.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.90%. Women are 16.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"933c6b12e1a2cb118c879815740fef13","headline":"CURRYS RETAIL LIMITED: women's median hourly pay is 4.30% lower than men's (2019/20)","summary":"CURRYS RETAIL LIMITED reported a median hourly gender pay gap of 4.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.40%. Women are 33.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12259/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"6a09e692eacd81d9ab995640d8c937f0","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 3.80% lower than men's (2019/20)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 3.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.50%. Women are 54.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:58"},{"signal_id":"63aa91ee3b4b73afb0b24113999afad0","headline":"The National Crime Agency: women's median hourly pay is 8.90% lower than men's (2019/20)","summary":"The National Crime Agency reported a median hourly gender pay gap of 8.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.90%. Women are 25.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Crime Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12475/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"31270e7cc32884074e03ddb3e5bff312","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 10.90% lower than men's (2019/20)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 10.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.10%. Women are 41.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-17","captured_at":"2026-07-28 21:37:58"},{"signal_id":"b10f10de257876dd965e9e0cda4accd1","headline":"The Open University: women's median hourly pay is 7.90% lower than men's (2019/20)","summary":"The Open University reported a median hourly gender pay gap of 7.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.50%. Women are 55.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:58"},{"signal_id":"0d1a06f2b211144b9fbb91261a8cb6d8","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 13.20% lower than men's (2019/20)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 13.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 26.80%. Women are 61.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-10","captured_at":"2026-07-28 21:37:58"},{"signal_id":"8af414c96ea57cbaa48709d55f936a8f","headline":"The Pennine Acute Hospitals NHS Trust: women's median hourly pay is 7.60% lower than men's (2019/20)","summary":"The Pennine Acute Hospitals NHS Trust reported a median hourly gender pay gap of 7.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 23.50%. Women are 71.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Pennine Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12512/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:58"},{"signal_id":"48b8798000c5bde117c4ae12856b7c7e","headline":"BTG LEISURE HOLDINGS LIMITED: women's median hourly pay is 3.50% lower than men's (2019/20)","summary":"BTG LEISURE HOLDINGS LIMITED reported a median hourly gender pay gap of 3.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.10%. Women are 37.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BTG LEISURE HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12543/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:58"},{"signal_id":"43144ce2f628812a1330aeef41f33d6a","headline":"The Royal Cornwall Hospital: women's median hourly pay is 9.80% lower than men's (2019/20)","summary":"The Royal Cornwall Hospital reported a median hourly gender pay gap of 9.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 22.10%. Women are 62.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Cornwall Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12560/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-22","captured_at":"2026-07-28 21:37:58"},{"signal_id":"db94cea07fa35db03a70a09684464343","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 16.50% lower than men's (2019/20)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 16.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.00%. Women are 64.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"3d791882d07fa93571cc0a21fc90fc7b","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 11.80% lower than men's (2019/20)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 11.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 40.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:58"},{"signal_id":"f3c9344dc4ec3f0c9fd07e7e77442390","headline":"TJX UK: women's median hourly pay is 9.8% lower than men's (2019/20)","summary":"TJX UK reported a median hourly gender pay gap of 9.8% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 54.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"be66e2978a79e1489adf6978f168c1dd","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 7.10% lower than men's (2019/20)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 7.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.80%. Women are 18.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"bd5b989bc7e01a98e81d3d24094151f1","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 6.50% lower than men's (2019/20)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 6.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 19.40%. Women are 70.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-25","captured_at":"2026-07-28 21:37:58"},{"signal_id":"865b1834fd1f9b5979cb25cbf18c4b86","headline":"Transport for London: women's median hourly pay is 12.20% lower than men's (2019/20)","summary":"Transport for London reported a median hourly gender pay gap of 12.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.60%. Women are 25.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:58"},{"signal_id":"5ff48ba8e3487b7d6d2b0e68f610daf6","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 5.10% lower than men's (2019/20)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 5.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.30%. Women are 62.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-03","captured_at":"2026-07-28 21:37:58"},{"signal_id":"63e25968e90cdc5e05cdb2ffdf90053c","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 10.80% lower than men's (2019/20)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 10.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.40%. Women are 20.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"39db88a635be8f6ba81e66dc01640a39","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 3.1% higher than men's (2019/20)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of -3.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -3.40%. Women are 19.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"a3825099757780d63b3faede93d2cda0","headline":"TSB BANK PLC: women's median hourly pay is 23.70% lower than men's (2019/20)","summary":"TSB BANK PLC reported a median hourly gender pay gap of 23.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 31.10%. Women are 48.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TSB BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/355/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-13","captured_at":"2026-07-28 21:37:58"},{"signal_id":"8be86c9b19197779c3d1221beb551fc6","headline":"PILGRIM'S PRIDE LTD.: women's median hourly pay is 6.00% lower than men's (2019/20)","summary":"PILGRIM'S PRIDE LTD. reported a median hourly gender pay gap of 6.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.00%. Women are 24.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PILGRIM'S PRIDE LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13003/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-27","captured_at":"2026-07-28 21:37:58"},{"signal_id":"db19eb7d06dd8b2b14c461105d8de4dc","headline":"UCL: women's median hourly pay is 7.00% lower than men's (2019/20)","summary":"UCL reported a median hourly gender pay gap of 7.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.50%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ae559e92003f45375d42b78f8c8bf730","headline":"UK Armed Forces: women's median hourly pay is 0.50% lower than men's (2019/20)","summary":"UK Armed Forces reported a median hourly gender pay gap of 0.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 0.90%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-23","captured_at":"2026-07-28 21:37:58"},{"signal_id":"615c4b0a9f89df6a79098ea21cd20e3f","headline":"UK POWER NETWORKS (OPERATIONS) LIMITED: women's median hourly pay is 15.1% lower than men's (2019/20)","summary":"UK POWER NETWORKS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 15.1% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.9%. Women are 11.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK POWER NETWORKS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13073/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-10-13","captured_at":"2026-07-28 21:37:58"},{"signal_id":"8329733ff40724a1536833b1439a94b8","headline":"United Kingdom Research and Innovation: women's median hourly pay is 13.7% lower than men's (2019/20)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 13.7% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 31.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-06-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"5100efa93c951c64d918dc2f5b3df6d0","headline":"UNITED LEARNING TRUST: women's median hourly pay is 18.50% lower than men's (2019/20)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 18.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.60%. Women are 64.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"24f99828ee0a74e121d9514d005e7019","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 15.30% lower than men's (2019/20)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 15.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 31.60%. Women are 67.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"fdac6108ab225f01bab1be3ba8d4faa2","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 14.60% lower than men's (2019/20)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 14.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 10.10%. Women are 29.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-12-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"8a55e9ebd14cf1d89f21bf47fe38d1c2","headline":"University College Hospital NHS Trust: women's median hourly pay is 9.20% lower than men's (2019/20)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 9.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 16.00%. Women are 58.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-08-05","captured_at":"2026-07-28 21:37:58"},{"signal_id":"fdcd0b6a06278819a0d42f8f12f6c784","headline":"University for the Creative Arts: women's median hourly pay is 5.70% lower than men's (2019/20)","summary":"University for the Creative Arts reported a median hourly gender pay gap of 5.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.50%. Women are 50.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University for the Creative Arts","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14320/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"688ad715a0eb7aedf6e1e17e1fcb917b","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 12.50% lower than men's (2019/20)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 12.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 28.30%. Women are 57.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-27","captured_at":"2026-07-28 21:37:58"},{"signal_id":"d9f1542bffe27a04c367d6411a10b80c","headline":"University Hospitals Bristol Nhs Foundation Trust: women's median hourly pay is 1.40% lower than men's (2019/20)","summary":"University Hospitals Bristol Nhs Foundation Trust reported a median hourly gender pay gap of 1.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.60%. Women are 66.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13162/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-28","captured_at":"2026-07-28 21:37:58"},{"signal_id":"f1686f61d79d9281a27c64b007f0d68f","headline":"University Hospitals of Derby and Burton NHS Foundation Trust: women's median hourly pay is 19.00% lower than men's (2019/20)","summary":"University Hospitals of Derby and Burton NHS Foundation Trust reported a median hourly gender pay gap of 19.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 30.00%. Women are 66.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals of Derby and Burton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19430/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-03","captured_at":"2026-07-28 21:37:58"},{"signal_id":"fea0b718b1cd8ad32895792335ca5665","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 12.50% lower than men's (2019/20)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 12.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 27.70%. Women are 63.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-12","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e50a934153c90606077886e2a897d540","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 9.80% lower than men's (2019/20)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 9.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 29.40%. Women are 71.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-07-26","captured_at":"2026-07-28 21:37:58"},{"signal_id":"a0b999a5dd33f6391111d5f8ebc66c22","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 8.80% lower than men's (2019/20)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 8.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 27.60%. Women are 65.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ecc5737cc60ac9d2de2a96912f8d17bc","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 13.70% lower than men's (2019/20)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 13.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 40.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-26","captured_at":"2026-07-28 21:37:58"},{"signal_id":"af1872570da6eab79008b5b89dcdd8ca","headline":"University Of Cambridge: women's median hourly pay is 11.50% lower than men's (2019/20)","summary":"University Of Cambridge reported a median hourly gender pay gap of 11.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.40%. Women are 38.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ce2773329cd8c578021eab595dee3a0b","headline":"University of Exeter: women's median hourly pay is 18.60% lower than men's (2019/20)","summary":"University of Exeter reported a median hourly gender pay gap of 18.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.80%. Women are 44.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-27","captured_at":"2026-07-28 21:37:58"},{"signal_id":"6e727db934f09891ba9d299b852fac5c","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 12.50% lower than men's (2019/20)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 12.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.90%. Women are 41.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2019-11-15","captured_at":"2026-07-28 21:37:58"},{"signal_id":"4b2d74ddbd913980d575f0d2c8c7c39b","headline":"University of Leicester: women's median hourly pay is 18.40% lower than men's (2019/20)","summary":"University of Leicester reported a median hourly gender pay gap of 18.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.60%. Women are 42.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:58"},{"signal_id":"42659fdfa2f63d5030f1b145aca88f04","headline":"UNIVERSITY OF LIVERPOOL: women's median hourly pay is 15.50% lower than men's (2019/20)","summary":"UNIVERSITY OF LIVERPOOL reported a median hourly gender pay gap of 15.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 22.00%. Women are 40.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LIVERPOOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13184/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-27","captured_at":"2026-07-28 21:37:58"},{"signal_id":"a32feb63c482e4c27e788a0bfd93421f","headline":"University of Nottingham: women's median hourly pay is 16.90% lower than men's (2019/20)","summary":"University of Nottingham reported a median hourly gender pay gap of 16.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.70%. Women are 40.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Nottingham","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15824/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-22","captured_at":"2026-07-28 21:37:58"},{"signal_id":"d83a6adcb15df43e2340631e7d16f851","headline":"University of Oxford: women's median hourly pay is 13.70% lower than men's (2019/20)","summary":"University of Oxford reported a median hourly gender pay gap of 13.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.60%. Women are 39.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Oxford","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14396/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:58"},{"signal_id":"be3bf466981022ec41ace349de0aaed1","headline":"University of Southampton: women's median hourly pay is 18.30% lower than men's (2019/20)","summary":"University of Southampton reported a median hourly gender pay gap of 18.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.80%. Women are 38.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Southampton","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/163/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"758d1e84cffa0397acaa582389041373","headline":"University of the Arts, London: women's median hourly pay is 7.60% lower than men's (2019/20)","summary":"University of the Arts, London reported a median hourly gender pay gap of 7.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.10%. Women are 58.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of the Arts, London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/192/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:58"},{"signal_id":"aa72e76a3754d23441fb6fa42adfc4db","headline":"University of Warwick: women's median hourly pay is 24.70% lower than men's (2019/20)","summary":"University of Warwick reported a median hourly gender pay gap of 24.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 25.90%. Women are 36.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ae13cefada1c89456ceb3da1a628da50","headline":"University of York: women's median hourly pay is 15.90% lower than men's (2019/20)","summary":"University of York reported a median hourly gender pay gap of 15.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 18.90%. Women are 42.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of York","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/296/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-12","captured_at":"2026-07-28 21:37:58"},{"signal_id":"32db588298a0ef302cc22e61cf242b0f","headline":"UPS LIMITED: women's median hourly pay is 11.7% lower than men's (2019/20)","summary":"UPS LIMITED reported a median hourly gender pay gap of 11.7% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 13.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-14","captured_at":"2026-07-28 21:37:58"},{"signal_id":"26a39f21c1b8615d5772c13ae6c77446","headline":"VEOLIA ES (UK) LIMITED: women's median hourly pay is 3% lower than men's (2019/20)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of 3% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -3.4%. Women are 14.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"a85ef325462a5707cb5d1788643491a2","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 7.40% lower than men's (2019/20)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of 7.40% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 3.20%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-22","captured_at":"2026-07-28 21:37:58"},{"signal_id":"9426308161f3b5caae48411baf916ad8","headline":"VODAFONE LIMITED: women's median hourly pay is 19.20% lower than men's (2019/20)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 19.20% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.80%. Women are 25.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-07","captured_at":"2026-07-28 21:37:58"},{"signal_id":"50612b53e77f177eb2c4fb98ede68106","headline":"WAGAMAMA LIMITED: women's median hourly pay is 9.9% higher than men's (2019/20)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of -9.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -3.10%. Women are 48.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-09","captured_at":"2026-07-28 21:37:58"},{"signal_id":"f351fdc1cd93168bf7049fa7c82a6b62","headline":"WEALDEN LEISURE LIMITED: women's median hourly pay is 12% higher than men's (2019/20)","summary":"WEALDEN LEISURE LIMITED reported a median hourly gender pay gap of -12.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -12.00%. Women are 68.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WEALDEN LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13562/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-20","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e60366b0de09973f1d4715acad6ed4a2","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 2.60% lower than men's (2019/20)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 2.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 2.40%. Women are 31.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-05","captured_at":"2026-07-28 21:37:58"},{"signal_id":"060fff6e3770df6c3185bcf78a036e59","headline":"West Midlands Police: women's median hourly pay is 9.6% lower than men's (2019/20)","summary":"West Midlands Police reported a median hourly gender pay gap of 9.6% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 29.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-23","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e009737a505dd1e52db911fbded019c0","headline":"WEST MIDLANDS TRAVEL LIMITED: women's median hourly pay is 6.70% lower than men's (2019/20)","summary":"WEST MIDLANDS TRAVEL LIMITED reported a median hourly gender pay gap of 6.70% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is -2.30%. Women are 10.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WEST MIDLANDS TRAVEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13632/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"b9b36bb44263ae77cdc1f9a34d1f65b4","headline":"West Sussex County Council: women's median hourly pay is 6.9% lower than men's (2019/20)","summary":"West Sussex County Council reported a median hourly gender pay gap of 6.9% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-23","captured_at":"2026-07-28 21:37:58"},{"signal_id":"2eee58d91bf8667cecf074aee4399499","headline":"West Yorkshire Police: women's median hourly pay is 19.30% lower than men's (2019/20)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 19.30% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 12.00%. Women are 28.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-29","captured_at":"2026-07-28 21:37:58"},{"signal_id":"cec20652d27d8a8cf23d4b4bed3c2af9","headline":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC: women's median hourly pay is 10.50% lower than men's (2019/20)","summary":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC reported a median hourly gender pay gap of 10.50% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 8.70%. Women are 12.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13655/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:58"},{"signal_id":"63c558405a5066ed974acafdc7d7a9bc","headline":"Western Sussex Hospitals Nhs Foundation Trust: women's median hourly pay is 2.80% lower than men's (2019/20)","summary":"Western Sussex Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 2.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 20.00%. Women are 69.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Western Sussex Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13657/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-17","captured_at":"2026-07-28 21:37:58"},{"signal_id":"769e20004ed92d2a83fe50b7af0b2ca0","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 5.60% lower than men's (2019/20)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 5.60% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 13.20%. Women are 47.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-01-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ebf4f69119c622efff719a87ee502df4","headline":"WICKES BUILDING SUPPLIES LIMITED: there is no median hourly pay gap (2019/20)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.70%. Women are 26.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"61d22c9719e648ed9c66c3eed856b2a5","headline":"WL REALISATIONS (2023) LIMITED: there is no median hourly pay gap (2019/20)","summary":"WL REALISATIONS (2023) LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 11.00%. Women are 47.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WL REALISATIONS (2023) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13776/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"48bdb01a1e5b164a8ce0af6b2af966fb","headline":"WILLIAM HILL LIMITED: women's median hourly pay is 5.80% lower than men's (2019/20)","summary":"WILLIAM HILL LIMITED reported a median hourly gender pay gap of 5.80% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 14.70%. Women are 40.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILLIAM HILL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/279/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-06","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e453cc47884780bdecd6ac14c7c0700e","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 6.10% lower than men's (2019/20)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 6.10% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 21.60%. Women are 73.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"eb303804ef1e31074547300d6dc44d15","headline":"WORLDLINE IT SERVICES UK LIMITED: women's median hourly pay is 19.7% lower than men's (2019/20)","summary":"WORLDLINE IT SERVICES UK LIMITED reported a median hourly gender pay gap of 19.7% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 20.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WORLDLINE IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13914/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-04-02","captured_at":"2026-07-28 21:37:58"},{"signal_id":"a67bbfb03189aaac81aaf53a1b0a6d34","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 20.00% lower than men's (2019/20)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 20.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 35.50%. Women are 64.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"f20db89b3709748ff015b36fc397f1ad","headline":"WYEVALE GARDEN CENTRES HOLDINGS LIMITED: there is no median hourly pay gap (2019/20)","summary":"WYEVALE GARDEN CENTRES HOLDINGS LIMITED reported a median hourly gender pay gap of 0.00% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 17.00%. Women are 50.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WYEVALE GARDEN CENTRES HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16361/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-03-24","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ff7fd853733da0559404e88435688b26","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 18.90% lower than men's (2019/20)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 18.90% for the 2019/20 reporting year under UK gender pay gap regulations. The mean gap is 33.40%. Women are 66.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2019/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-02-21","captured_at":"2026-07-28 21:37:58"},{"signal_id":"445d3c06b70be9042ba6174697f7475d","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 4.6% lower than men's (2020/21)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 4.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 32.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"21b3fc70aaccb4d3b46afcc20e610c97","headline":"ABELLIO SCOTRAIL LTD: women's median hourly pay is 26.2% lower than men's (2020/21)","summary":"ABELLIO SCOTRAIL LTD reported a median hourly gender pay gap of 26.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.2%. Women are 7.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABELLIO SCOTRAIL LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/787/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-12","captured_at":"2026-07-28 21:37:58"},{"signal_id":"607a359d080356f59c5b95e708046bb5","headline":"ABF GRAIN PRODUCTS LIMITED: women's median hourly pay is 0.6% higher than men's (2020/21)","summary":"ABF GRAIN PRODUCTS LIMITED reported a median hourly gender pay gap of -0.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -7.0%. Women are 26.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABF GRAIN PRODUCTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/650/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-24","captured_at":"2026-07-28 21:37:58"},{"signal_id":"b8f5d640ae9c67a7ebc4ed9955481a91","headline":"ABM FACILITY SERVICES UK LIMITED: women's median hourly pay is 0.1% lower than men's (2020/21)","summary":"ABM FACILITY SERVICES UK LIMITED reported a median hourly gender pay gap of 0.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 37.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABM FACILITY SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/805/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-15","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e8424ece041d665151f99ad70c48d081","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 12.1% lower than men's (2020/21)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 12.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.4%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"2a89046b3749c406d4ac54e68517d43d","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 5.4% lower than men's (2020/21)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 5.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 38.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"b081095b2e2cd61fa12c80d67b957293","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 3.9% higher than men's (2020/21)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -3.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 12.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"1b83d4fc3debc10393d4301faac0f732","headline":"ALDI STORES LIMITED: women's median hourly pay is 7.1% lower than men's (2020/21)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 7.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-01","captured_at":"2026-07-28 21:37:58"},{"signal_id":"f04fab29b30b92b7661ecdfb6cdd0d21","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 8.7% lower than men's (2020/21)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 8.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 33.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-28","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ff3fbe4ecd907f1224a324919f4a1c73","headline":"AMAZON UK SERVICES LTD.: women's median hourly pay is 1.6% lower than men's (2020/21)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of 1.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.1%. Women are 29.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"3072bb63a32f58d9152032d6da03ea24","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 32.4% lower than men's (2020/21)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 32.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.8%. Women are 14.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-08","captured_at":"2026-07-28 21:37:58"},{"signal_id":"9360930f6603f897e8c73364fbb0c3e1","headline":"ANCHOR HANOVER GROUP: women's median hourly pay is 9.9% lower than men's (2020/21)","summary":"ANCHOR HANOVER GROUP reported a median hourly gender pay gap of 9.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR HANOVER GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19327/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-08","captured_at":"2026-07-28 21:37:58"},{"signal_id":"9177a9fa6317a1807215774b8d0da478","headline":"Aneurin Bevan University Health Board: women's median hourly pay is 10.8% lower than men's (2020/21)","summary":"Aneurin Bevan University Health Board reported a median hourly gender pay gap of 10.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.2%. Women are 44.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Aneurin Bevan University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20586/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"341f2f2e2c8c29304608176d3d1a4445","headline":"ANGARD STAFFING SOLUTIONS LIMITED: women's median hourly pay is 5.8% higher than men's (2020/21)","summary":"ANGARD STAFFING SOLUTIONS LIMITED reported a median hourly gender pay gap of -5.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -5.6%. Women are 47.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGARD STAFFING SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14907/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:37:58"},{"signal_id":"b90bbb5f7367fa2cd82f97fb035d2778","headline":"ANGLIAN WATER SERVICES LIMITED: women's median hourly pay is 11.6% lower than men's (2020/21)","summary":"ANGLIAN WATER SERVICES LIMITED reported a median hourly gender pay gap of 11.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 30.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLIAN WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1285/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"c35050286e9e5f2465d9c2e23c034541","headline":"APPLE RETAIL UK LIMITED: women's median hourly pay is 4% lower than men's (2020/21)","summary":"APPLE RETAIL UK LIMITED reported a median hourly gender pay gap of 4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"APPLE RETAIL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1340/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"b876dc5890d3a898a83fb903ed9d7600","headline":"ARGOS LIMITED: women's median hourly pay is 5.0% lower than men's (2020/21)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 5.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 36.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-10","captured_at":"2026-07-28 21:37:58"},{"signal_id":"9129774d92e3ba78ae41540323e8cdfd","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 2.3% higher than men's (2020/21)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of -2.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 16.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"d01c9c2d325024f19b2bc6f11da952e8","headline":"ASDA STORES LIMITED: women's median hourly pay is 5.5% lower than men's (2020/21)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 5.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 38.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-07","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e76c621733ba522eb1c4600b6c92ab97","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 12.3% lower than men's (2020/21)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 12.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 39.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"c8f43451c83731fb148e78d06991624a","headline":"OCS UK&I LIMITED: women's median hourly pay is 2.6% lower than men's (2020/21)","summary":"OCS UK&I LIMITED reported a median hourly gender pay gap of 2.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 44.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS UK&I LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11044/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:58"},{"signal_id":"ac9f03841666fc4abff43f0f93bb7523","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 17.1% lower than men's (2020/21)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 17.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 15.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:37:58"},{"signal_id":"cc9275c4d4f7f4cd7be13844e6088cfd","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 30.4% lower than men's (2020/21)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 30.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 19.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"2d1b7811a32e74e0fae561c92730ec81","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 26.7% lower than men's (2020/21)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 26.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.0%. Women are 33.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-19","captured_at":"2026-07-28 21:37:58"},{"signal_id":"d8c8f2bb19c8c57f77ac46c86022380a","headline":"Avon and Somerset Police: women's median hourly pay is 16% lower than men's (2020/21)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 16% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 34.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-11","captured_at":"2026-07-28 21:37:58"},{"signal_id":"dabb4002eb888c56a703b2ef96d1ffc8","headline":"AWE PLC: women's median hourly pay is 17.5% lower than men's (2020/21)","summary":"AWE PLC reported a median hourly gender pay gap of 17.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 15.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-21","captured_at":"2026-07-28 21:37:58"},{"signal_id":"16cbfb4a9b8b7f9875abb4e4393ec00e","headline":"B&Q LIMITED: women's median hourly pay is 1.1% lower than men's (2020/21)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 1.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-26","captured_at":"2026-07-28 21:37:58"},{"signal_id":"11b866f042d697d9f72933bb102c6db9","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 7% lower than men's (2020/21)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 11.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e740b1513464b88697ee73e0c7b02539","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 9.4% lower than men's (2020/21)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 9.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 13.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"cbe703ac750a4b4b3f13683fd21aa7c7","headline":"BAE SYSTEMS PLC: women's median hourly pay is 15.3% lower than men's (2020/21)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 15.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.4%. Women are 18.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"07368776531d155e517217e7af7d7c7e","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 5% lower than men's (2020/21)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-04","captured_at":"2026-07-28 21:37:58"},{"signal_id":"85a5f8568dc407644a2f6778df9d2c1c","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 17.8% lower than men's (2020/21)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 17.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 14.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"009ce40e844486fd357654fcd2435ef3","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 3.2% lower than men's (2020/21)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 3.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8%. Women are 77.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-06","captured_at":"2026-07-28 21:37:58"},{"signal_id":"3dd05ee6c6081b1aa6b7188513b57dba","headline":"BARCLAYS BANK PLC: women's median hourly pay is 34.0% lower than men's (2020/21)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 34.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 42.1%. Women are 19.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"47cfef40ac4440b54ad5d67bfe068be9","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 14.1% lower than men's (2020/21)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 14.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.5%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"c148dbdc9bf18cdc8a6c7a0a3d18c605","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 29% lower than men's (2020/21)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 29% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-18","captured_at":"2026-07-28 21:37:58"},{"signal_id":"22a3df21ca26123d1bdbd7cc25e4d192","headline":"Barking, Havering & Redbridge University Hospitals NHS Trust: women's median hourly pay is 23.5% lower than men's (2020/21)","summary":"Barking, Havering & Redbridge University Hospitals NHS Trust reported a median hourly gender pay gap of 23.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 27.4%. Women are 58.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barking, Havering & Redbridge University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15028/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-02","captured_at":"2026-07-28 21:37:58"},{"signal_id":"eb0dc47361da8f318cbf6b771789eefc","headline":"BARNARDO'S: women's median hourly pay is 9.7% lower than men's (2020/21)","summary":"BARNARDO'S reported a median hourly gender pay gap of 9.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 78.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-09","captured_at":"2026-07-28 21:37:58"},{"signal_id":"63750e2cdd4f5a54fe1c6819a9e9eb5f","headline":"Barts Health Nhs Trust: women's median hourly pay is 12.7% lower than men's (2020/21)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 12.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 58.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"7d1f0d4f5c6e33197fac2e66bc3ac689","headline":"BDO SERVICES LIMITED: women's median hourly pay is 16.9% lower than men's (2020/21)","summary":"BDO SERVICES LIMITED reported a median hourly gender pay gap of 16.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.1%. Women are 37.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/127/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-12","captured_at":"2026-07-28 21:37:58"},{"signal_id":"430788ce89ba7782341cdd547db872c9","headline":"BDW TRADING LIMITED: women's median hourly pay is 0.8% lower than men's (2020/21)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of 0.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 27.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-10-22","captured_at":"2026-07-28 21:37:58"},{"signal_id":"87923cac152ae1d4720810e1ca4a6de3","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 6.2% lower than men's (2020/21)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 6.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.7%. Women are 56.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-03","captured_at":"2026-07-28 21:37:58"},{"signal_id":"a7207a2f1dcaa0033ae246c65c7848ff","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 20.1% lower than men's (2020/21)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 20.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 36.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-17","captured_at":"2026-07-28 21:37:58"},{"signal_id":"e44446916c33d0dd04e68ac7a761f697","headline":"Birmingham Community Healthcare NHS Foundation Trust: women's median hourly pay is 8.6% lower than men's (2020/21)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 8.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 78.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-02","captured_at":"2026-07-28 21:37:58"},{"signal_id":"19fa8c335d037568ab1fa4f4f32eaec3","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 17.0% lower than men's (2020/21)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 17.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.2%. Women are 68.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:58"},{"signal_id":"86fa523d72bbaf74017d4702a4181271","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 8.2% lower than men's (2020/21)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 8.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.2%. Women are 69.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-09","captured_at":"2026-07-28 21:37:58"},{"signal_id":"8a9aef226b40a3411be0f9758cf8110f","headline":"BLUE ARROW LTD.: women's median hourly pay is 3.9% lower than men's (2020/21)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 3.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -0.4%. Women are 30.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"cf2b6a54175c5b772ac7601cf9770fb3","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 2.7% higher than men's (2020/21)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of -2.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 76.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9cf8ca9da5b5cff56ee0c3efc10fb1d5","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 12.9% lower than men's (2020/21)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 12.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.4%. Women are 78.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-09-07","captured_at":"2026-07-28 21:37:59"},{"signal_id":"4cc192abea6d06b98e6ae88c647d23e3","headline":"BOOKER LIMITED: women's median hourly pay is 16.3% lower than men's (2020/21)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 16.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 15.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"01f38b40331cd55aa94a061f5ee0e2a1","headline":"BOOST PAY LIMITED: women's median hourly pay is 22.5% lower than men's (2020/21)","summary":"BOOST PAY LIMITED reported a median hourly gender pay gap of 22.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 60.0%. Women are 8.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOST PAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17903/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-16","captured_at":"2026-07-28 21:37:59"},{"signal_id":"ff2f37f7c66a54c6725b583951ff3e57","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 2.1% lower than men's (2020/21)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 2.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.5%. Women are 69.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"72eaa36057f7c0c16801984900c84444","headline":"Bournemouth, Christchurch & Poole Council: women's median hourly pay is 4% higher than men's (2020/21)","summary":"Bournemouth, Christchurch & Poole Council reported a median hourly gender pay gap of -4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.7%. Women are 65.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bournemouth, Christchurch & Poole Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20150/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-18","captured_at":"2026-07-28 21:37:59"},{"signal_id":"f824b8f31c4fcc19fe7c757b6acbde2c","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 2.1% lower than men's (2020/21)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 2.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 37.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-03","captured_at":"2026-07-28 21:37:59"},{"signal_id":"06a29844c7be03192ef00a236cc4b933","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 9.2% lower than men's (2020/21)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 9.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.4%. Women are 66.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"5fb051e5e502a818810d1d7c31ce5267","headline":"SYSCO GB LIMITED: women's median hourly pay is 10.1% lower than men's (2020/21)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 10.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.8%. Women are 29.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"b567bcc4a7910071bbb3c52aa8a72c31","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 35.5% lower than men's (2020/21)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 35.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 33.1%. Women are 83.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-16","captured_at":"2026-07-28 21:37:59"},{"signal_id":"1d4196758fd13d4d6f83a29e78a60f99","headline":"Brighton and Sussex University Hospitals NHS Trust: women's median hourly pay is 0.7% lower than men's (2020/21)","summary":"Brighton and Sussex University Hospitals NHS Trust reported a median hourly gender pay gap of 0.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.3%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Brighton and Sussex University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16517/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-08","captured_at":"2026-07-28 21:37:59"},{"signal_id":"1e66f10a1008854d0ca1d4ed5a755a6e","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 37.0% lower than men's (2020/21)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 37.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 53.6%. Women are 6.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"ca918cc13bda24398dd182207d98eed4","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 6.2% lower than men's (2020/21)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 6.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 40.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-09-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"bdaf7c04858456de919ef3c8800d6b5d","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 38.8% lower than men's (2020/21)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 38.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.1%. Women are 4.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-02","captured_at":"2026-07-28 21:37:59"},{"signal_id":"3bc5187165eccecda0dca0566f778d93","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 43.8% lower than men's (2020/21)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 43.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.9%. Women are 7.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-02","captured_at":"2026-07-28 21:37:59"},{"signal_id":"f310222db266d42a8ec21bbe40cfad25","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 11.7% lower than men's (2020/21)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of 11.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 25.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:37:59"},{"signal_id":"422efe99ee915469503ffad2294d67cf","headline":"British Transport Police: women's median hourly pay is 13.1% lower than men's (2020/21)","summary":"British Transport Police reported a median hourly gender pay gap of 13.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 22.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"British Transport Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2461/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-13","captured_at":"2026-07-28 21:37:59"},{"signal_id":"1ca946fa3a9489ff8612b643f52b0c44","headline":"BROOK STREET (UK) LIMITED: there is no median hourly pay gap (2020/21)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -0.1%. Women are 63.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"8bbb504871bd7d9493fc34d1d671dcf6","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 17.4% lower than men's (2020/21)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 17.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.9%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-07","captured_at":"2026-07-28 21:37:59"},{"signal_id":"11a33127b35a62e4785432f9fb170fbd","headline":"BUSY BEES NURSERIES LIMITED: women's median hourly pay is 8.9% lower than men's (2020/21)","summary":"BUSY BEES NURSERIES LIMITED reported a median hourly gender pay gap of 8.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.6%. Women are 91.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUSY BEES NURSERIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2603/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-08","captured_at":"2026-07-28 21:37:59"},{"signal_id":"5b41c98f02ddbd435997258ad3263b74","headline":"C. & J. CLARK INTERNATIONAL LIMITED: women's median hourly pay is 27.0% lower than men's (2020/21)","summary":"C. & J. CLARK INTERNATIONAL LIMITED reported a median hourly gender pay gap of 27.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 37.5%. Women are 29.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"C. & J. CLARK INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2639/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"4f885a8ac17b25deb6b3700b7cb022a7","headline":"CADENT GAS LIMITED: women's median hourly pay is 25.3% lower than men's (2020/21)","summary":"CADENT GAS LIMITED reported a median hourly gender pay gap of 25.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.5%. Women are 17.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CADENT GAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15469/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-09","captured_at":"2026-07-28 21:37:59"},{"signal_id":"694492e25a7a3fe50fc3c6c036b6ec19","headline":"Caerphilly County Borough Council: women's median hourly pay is 10.3% higher than men's (2020/21)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of -10.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -8.0%. Women are 63.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"738aa27a018fb1e2b5bdb22167aacd8b","headline":"CAFFE NERO GROUP HOLDINGS LTD: women's median hourly pay is 6.2% lower than men's (2020/21)","summary":"CAFFE NERO GROUP HOLDINGS LTD reported a median hourly gender pay gap of 6.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.0%. Women are 25.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAFFE NERO GROUP HOLDINGS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10606/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"1445caabfd37310290276e14420d73dd","headline":"Calderdale & Huddersfield N H S: women's median hourly pay is 20.1% lower than men's (2020/21)","summary":"Calderdale & Huddersfield N H S reported a median hourly gender pay gap of 20.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 30.9%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Calderdale & Huddersfield N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2679/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-11","captured_at":"2026-07-28 21:37:59"},{"signal_id":"71c3107c01dfa30149b15a2a807ee7c3","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 5.2% lower than men's (2020/21)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 5.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.9%. Women are 62.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"23a3f5a41a107bf1046540bda84916da","headline":"CAPGEMINI UK PLC: women's median hourly pay is 17.1% lower than men's (2020/21)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 17.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.4%. Women are 25.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"257a6ee3c1a400b8b3565176a58040bf","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 23.3% lower than men's (2020/21)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 23.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.0%. Women are 28.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"0513ead3ba73a7345604d31d11818f5e","headline":"CAPITA CUSTOMER MANAGEMENT LIMITED: women's median hourly pay is 9.2% lower than men's (2020/21)","summary":"CAPITA CUSTOMER MANAGEMENT LIMITED reported a median hourly gender pay gap of 9.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.7%. Women are 41.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA CUSTOMER MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2784/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"ab7ed489863788fc2691185dd9b64479","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 15.6% lower than men's (2020/21)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 15.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.9%. Women are 38.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-28","captured_at":"2026-07-28 21:37:59"},{"signal_id":"d21c465a28a23c3ad40951e6b34fe879","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 3.5% lower than men's (2020/21)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 3.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 76.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"c4eaf01b831b7628ae8095517d4d9bbc","headline":"CATER LINK LIMITED: women's median hourly pay is 18.8% lower than men's (2020/21)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 18.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 27.9%. Women are 84.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"8fa6ba78e2cbf0213f2cee5941fdf4d4","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 49.6% lower than men's (2020/21)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 49.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.7%. Women are 18.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-27","captured_at":"2026-07-28 21:37:59"},{"signal_id":"c727113c2fef394c3ec476435863bf87","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2020/21)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 48.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"5bf298bd61cc7db76540a84fcbf734f2","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 0.9% lower than men's (2020/21)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 0.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 47.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"848e79db67ac4ea327469cf6ed05093a","headline":"CERA CARE OPERATIONS HOLDINGS LIMITED: there is no median hourly pay gap (2020/21)","summary":"CERA CARE OPERATIONS HOLDINGS LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -37.5%. Women are 80.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CERA CARE OPERATIONS HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19718/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-21","captured_at":"2026-07-28 21:37:59"},{"signal_id":"db1458de8b71b11b6bfee256c2044fda","headline":"CGI IT UK LIMITED: women's median hourly pay is 12.40% lower than men's (2020/21)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 12.40% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.30%. Women are 17.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"76f478943ff15b09f8ba812018638792","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 11.5% lower than men's (2020/21)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 11.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.1%. Women are 62.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:37:59"},{"signal_id":"aedc8ad22649ec8907d7cc185d10d6b6","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 1.8% lower than men's (2020/21)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 1.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 55.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"69ec57857a122463a6981abb367d7197","headline":"CITY FACILITIES MANAGEMENT (UK) LIMITED: women's median hourly pay is 1.2% lower than men's (2020/21)","summary":"CITY FACILITIES MANAGEMENT (UK) LIMITED reported a median hourly gender pay gap of 1.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 31.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CITY FACILITIES MANAGEMENT (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3281/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-12","captured_at":"2026-07-28 21:37:59"},{"signal_id":"eb3fbee4a33ddc62676d5688de1caea9","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 7.1% lower than men's (2020/21)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 7.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"a9e396f70d10a5ceef4d13dec882fbd3","headline":"City of London Corporation: there is no median hourly pay gap (2020/21)","summary":"City of London Corporation reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 43.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City of London Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3288/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"65013aae175df3c47f1333c6d32cb50a","headline":"GXO LOGISTICS UK II LIMITED: women's median hourly pay is 6.5% lower than men's (2020/21)","summary":"GXO LOGISTICS UK II LIMITED reported a median hourly gender pay gap of 6.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.8%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK II LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3376/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-28","captured_at":"2026-07-28 21:37:59"},{"signal_id":"24058d345c38a5e552698c26192a29c4","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 6.3% lower than men's (2020/21)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 6.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.0%. Women are 33.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-15","captured_at":"2026-07-28 21:37:59"},{"signal_id":"7ccefc6412158a90d7948b0ad165570f","headline":"COGNIZANT WORLDWIDE LIMITED: women's median hourly pay is 6.0% lower than men's (2020/21)","summary":"COGNIZANT WORLDWIDE LIMITED reported a median hourly gender pay gap of 6.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.0%. Women are 13.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COGNIZANT WORLDWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/164/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"6e7240dd316f429209d64cee729aabd6","headline":"COLT TECHNOLOGY SERVICES: women's median hourly pay is 23.9% lower than men's (2020/21)","summary":"COLT TECHNOLOGY SERVICES reported a median hourly gender pay gap of 23.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.4%. Women are 15.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COLT TECHNOLOGY SERVICES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3459/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-14","captured_at":"2026-07-28 21:37:59"},{"signal_id":"ccf7603d293ba6749c369576860167da","headline":"COMMUNITY INTEGRATED CARE: there is no median hourly pay gap (2020/21)","summary":"COMMUNITY INTEGRATED CARE reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 78.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMMUNITY INTEGRATED CARE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3479/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"ae7bb006187f435325139cc44cb9d96b","headline":"COMPASS GROUP, UK AND IRELAND LIMITED: women's median hourly pay is 13.4% lower than men's (2020/21)","summary":"COMPASS GROUP, UK AND IRELAND LIMITED reported a median hourly gender pay gap of 13.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 49.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMPASS GROUP, UK AND IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14481/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-23","captured_at":"2026-07-28 21:37:59"},{"signal_id":"bfbb0b434e3542b6a87106bbba52ab13","headline":"Cornwall Council: women's median hourly pay is 10.4% lower than men's (2020/21)","summary":"Cornwall Council reported a median hourly gender pay gap of 10.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.2%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-09","captured_at":"2026-07-28 21:37:59"},{"signal_id":"2f7338ceb95c59dd8b84727a2cc00d42","headline":"COSTA LIMITED: there is no median hourly pay gap (2020/21)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 57.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"636cb5a2b788e8fabf8b9d2b8264cc0d","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 2.7% lower than men's (2020/21)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of 2.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.0%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"130a806d34686c57096652305791d7c8","headline":"Countess of Chester Hospital NHS FT: women's median hourly pay is 13.0% lower than men's (2020/21)","summary":"Countess of Chester Hospital NHS FT reported a median hourly gender pay gap of 13.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.0%. Women are 70.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Countess of Chester Hospital NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15723/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"74138b280e3ddcb7738c9ab4b8098bf3","headline":"COUNTRYWIDE ESTATE AGENTS LIMITED: women's median hourly pay is 51.0% lower than men's (2020/21)","summary":"COUNTRYWIDE ESTATE AGENTS LIMITED reported a median hourly gender pay gap of 51.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 39.4%. Women are 47.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE ESTATE AGENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3639/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9ee7afc97ee5610c024502c0864c991a","headline":"COUNTRYWIDE LIMITED: women's median hourly pay is 53.5% lower than men's (2020/21)","summary":"COUNTRYWIDE LIMITED reported a median hourly gender pay gap of 53.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 46.7%. Women are 36.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3641/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:37:59"},{"signal_id":"427d876be60763c8d420feba24fba324","headline":"County Durham And Darlington Nhs Foundation Trust: women's median hourly pay is 22.2% lower than men's (2020/21)","summary":"County Durham And Darlington Nhs Foundation Trust reported a median hourly gender pay gap of 22.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 37.7%. Women are 70.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"County Durham And Darlington Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3645/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-20","captured_at":"2026-07-28 21:37:59"},{"signal_id":"3d0bda409eb7767e9709f67c207547a0","headline":"CRANSWICK COUNTRY FOODS PLC: women's median hourly pay is 11.4% lower than men's (2020/21)","summary":"CRANSWICK COUNTRY FOODS PLC reported a median hourly gender pay gap of 11.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 24.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CRANSWICK COUNTRY FOODS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3688/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"a4035184f257fa46d954404330c0c025","headline":"Crown Prosecution Service: women's median hourly pay is 20.1% lower than men's (2020/21)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 20.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 56.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"47e0aa62c8f6960fde3f9b1e402311fa","headline":"Cumbria County Council: women's median hourly pay is 18.2% lower than men's (2020/21)","summary":"Cumbria County Council reported a median hourly gender pay gap of 18.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 66.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3812/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-28","captured_at":"2026-07-28 21:37:59"},{"signal_id":"d9a4f2fdd82120cb27d7482494674bab","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 4.6% lower than men's (2020/21)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of 4.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 69.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-07","captured_at":"2026-07-28 21:37:59"},{"signal_id":"cef1aa837ba624acaa1c7a813629394e","headline":"CVS (UK) LIMITED: women's median hourly pay is 29.4% lower than men's (2020/21)","summary":"CVS (UK) LIMITED reported a median hourly gender pay gap of 29.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 33.1%. Women are 54.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CVS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3842/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"fda58dde73a14e7c7c20a2e59a12cd33","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 8.1% lower than men's (2020/21)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 8.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 48.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-28","captured_at":"2026-07-28 21:37:59"},{"signal_id":"d4881dc98f59b81744cb4485418ee32f","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 24.8% lower than men's (2020/21)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 24.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 32.2%. Women are 19.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:37:59"},{"signal_id":"806db601a6bace6bc31ea3763babcf32","headline":"DELOITTE LLP: women's median hourly pay is 12.0% lower than men's (2020/21)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 12.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 38.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-03","captured_at":"2026-07-28 21:37:59"},{"signal_id":"eb3a86177b89c2565d8a9c0a2f2b179a","headline":"Department for Business, Energy & Industrial Strategy: women's median hourly pay is 10.7% lower than men's (2020/21)","summary":"Department for Business, Energy & Industrial Strategy reported a median hourly gender pay gap of 10.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 40.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business, Energy & Industrial Strategy","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4028/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:37:59"},{"signal_id":"f0c2bd5343cfc7d45df13125cdcd00bd","headline":"Department for Education: women's median hourly pay is 7.9% lower than men's (2020/21)","summary":"Department for Education reported a median hourly gender pay gap of 7.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 55.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:37:59"},{"signal_id":"1b56d9834c128f336232a8e8797abe31","headline":"Department For Transport: women's median hourly pay is 13% lower than men's (2020/21)","summary":"Department For Transport reported a median hourly gender pay gap of 13% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 34.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:37:59"},{"signal_id":"5b391044eacb7723fc8ee6687c50e6b5","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 7.4% lower than men's (2020/21)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 7.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 49.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:37:59"},{"signal_id":"e06ad5ab9d9d01fff2f1af4225c6cc8a","headline":"Derbyshire County Council: women's median hourly pay is 15.2% lower than men's (2020/21)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 15.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 67.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-18","captured_at":"2026-07-28 21:37:59"},{"signal_id":"6613971ed761a555f49a0da48e71b458","headline":"Devon & Cornwall Police: women's median hourly pay is 20.1% lower than men's (2020/21)","summary":"Devon & Cornwall Police reported a median hourly gender pay gap of 20.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.6%. Women are 28.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon & Cornwall Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9904/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9c1e665856dd4df58d78aef722466f1f","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 8.8% lower than men's (2020/21)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 8.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-10","captured_at":"2026-07-28 21:37:59"},{"signal_id":"bb0cb170507ffe714aae0b5b71bd7cef","headline":"DHL SERVICES LIMITED: women's median hourly pay is 13.1% lower than men's (2020/21)","summary":"DHL SERVICES LIMITED reported a median hourly gender pay gap of 13.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 16.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DHL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4099/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-08","captured_at":"2026-07-28 21:37:59"},{"signal_id":"048b861276082dab23452670d38219c4","headline":"DILIGENTA LIMITED: women's median hourly pay is 5.1% lower than men's (2020/21)","summary":"DILIGENTA LIMITED reported a median hourly gender pay gap of 5.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.8%. Women are 47.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DILIGENTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4127/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"80cc33d949b509a1fb1f7a3222032884","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 15.4% lower than men's (2020/21)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 15.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.2%. Women are 34.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:37:59"},{"signal_id":"3b88e367e39b8220917f51ba12101a3b","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 3.1% lower than men's (2020/21)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 3.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 45.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-09","captured_at":"2026-07-28 21:37:59"},{"signal_id":"f79d85462abc4ac78e91e4c655b69c1a","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 8.0% lower than men's (2020/21)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 8.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 76.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-06","captured_at":"2026-07-28 21:37:59"},{"signal_id":"a553cae8991bada68e268211e50b6255","headline":"DPDGROUP UK LTD: women's median hourly pay is 5.0% lower than men's (2020/21)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of 5.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.5%. Women are 21.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"c36e7913f5a19c864ef29c21ade803dd","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 14.2% lower than men's (2020/21)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 14.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 18.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-20","captured_at":"2026-07-28 21:37:59"},{"signal_id":"45c85b315026e9b78cae2df72a837898","headline":"Dudley Metropolitan Borough Council: women's median hourly pay is 16.0% lower than men's (2020/21)","summary":"Dudley Metropolitan Borough Council reported a median hourly gender pay gap of 16.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 56.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dudley Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4294/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-09","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9ad76f0fa3912a9c3470866a43f380df","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 6.4% higher than men's (2020/21)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of -6.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 40.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"0d2687888559e5899872f4f6c91453ee","headline":"E.ON UK LIMITED: women's median hourly pay is 18.8% lower than men's (2020/21)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 18.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 36.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-17","captured_at":"2026-07-28 21:37:59"},{"signal_id":"072fbea7382d597864acea9ea8614f76","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 12.2% lower than men's (2020/21)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 12.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23%. Women are 63.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"3ae4535a9a755ca26fe349d7d60e7843","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 25.4% lower than men's (2020/21)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 25.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 32.7%. Women are 60.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-08","captured_at":"2026-07-28 21:37:59"},{"signal_id":"4943bc0fab0761b175aee11df6272c86","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 9.5% lower than men's (2020/21)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of 9.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 25.7%. Women are 81.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-02","captured_at":"2026-07-28 21:37:59"},{"signal_id":"e55ecf17498012f005c294374324cf3b","headline":"East London NHS Foundation Trust: women's median hourly pay is 6.1% lower than men's (2020/21)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 6.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.0%. Women are 66.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"8502c4c720a76b2b8750d90603f72dd2","headline":"East Riding of Yorkshire Council: women's median hourly pay is 0.4% lower than men's (2020/21)","summary":"East Riding of Yorkshire Council reported a median hourly gender pay gap of 0.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 71.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Riding of Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4408/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:37:59"},{"signal_id":"af87cfa45cb2436a86079f79834559cc","headline":"East Suffolk and North Essex NHS Foundation Trust: women's median hourly pay is 13.3% lower than men's (2020/21)","summary":"East Suffolk and North Essex NHS Foundation Trust reported a median hourly gender pay gap of 13.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.1%. Women are 82.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Suffolk and North Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19742/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-24","captured_at":"2026-07-28 21:37:59"},{"signal_id":"633ec6c6c81bd585d9707ae68fec95ac","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 4.8% lower than men's (2020/21)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 4.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.4%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:37:59"},{"signal_id":"dee22a2a77d68054eaa6287905f0e9fc","headline":"EDF ENERGY LIMITED: women's median hourly pay is 32.7% lower than men's (2020/21)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 32.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.0%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-18","captured_at":"2026-07-28 21:37:59"},{"signal_id":"a196beec94143eb72a87fba740a3dd8e","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 15.6% lower than men's (2020/21)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 15.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 10.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-18","captured_at":"2026-07-28 21:37:59"},{"signal_id":"42ed6e912cbd47f89f2a23160baefba2","headline":"EE LIMITED: women's median hourly pay is 3.4% lower than men's (2020/21)","summary":"EE LIMITED reported a median hourly gender pay gap of 3.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 37.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:37:59"},{"signal_id":"5010a06ba95bc6147ebfdf065de0a944","headline":"ELIOR UK PLC: women's median hourly pay is 15.9% lower than men's (2020/21)","summary":"ELIOR UK PLC reported a median hourly gender pay gap of 15.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.7%. Women are 47.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIOR UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4554/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-08","captured_at":"2026-07-28 21:37:59"},{"signal_id":"fe16e1026ea52ba1f59d61c88ba9ed57","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 27.3% lower than men's (2020/21)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 27.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.3%. Women are 22.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"e70cbc792b39b2bb3cd322f74be1f09d","headline":"ENTERPRISE RENT-A-CAR UK LIMITED: women's median hourly pay is 4.4% lower than men's (2020/21)","summary":"ENTERPRISE RENT-A-CAR UK LIMITED reported a median hourly gender pay gap of 4.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 26.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENTERPRISE RENT-A-CAR UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4650/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-28","captured_at":"2026-07-28 21:37:59"},{"signal_id":"60ac7aabdb8e4abc335ca29518ca171f","headline":"Epsom and St Helier University Hospitals NHS Trust: women's median hourly pay is 12.1% lower than men's (2020/21)","summary":"Epsom and St Helier University Hospitals NHS Trust reported a median hourly gender pay gap of 12.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.7%. Women are 65.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Epsom and St Helier University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15724/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9b1b7e93dfb541e8829f5f69892f06c0","headline":"ERNST & YOUNG SERVICES LIMITED: women's median hourly pay is 10.4% lower than men's (2020/21)","summary":"ERNST & YOUNG SERVICES LIMITED reported a median hourly gender pay gap of 10.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 38.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/657/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-08","captured_at":"2026-07-28 21:37:59"},{"signal_id":"fa7d62d11f168f6e83246eb024835934","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 8.1% lower than men's (2020/21)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 8.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 72.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-14","captured_at":"2026-07-28 21:37:59"},{"signal_id":"0c3edca144dc2f82b3a71c1100902266","headline":"Essex Police: women's median hourly pay is 22.9% lower than men's (2020/21)","summary":"Essex Police reported a median hourly gender pay gap of 22.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 29.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"f31ce976e4aa1f7fce102179051b1901","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 1.8% lower than men's (2020/21)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of 1.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.1%. Women are 12.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"1c788d194d2cd5a37d00e200f52fe588","headline":"ASDA EXPRESS LIMITED: women's median hourly pay is 4.3% lower than men's (2020/21)","summary":"ASDA EXPRESS LIMITED reported a median hourly gender pay gap of 4.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.9%. Women are 28.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA EXPRESS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4765/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-23","captured_at":"2026-07-28 21:37:59"},{"signal_id":"3a1ee1e164c9a3b8a0868ab2307b59a1","headline":"EXTRA PERSONNEL LIMITED: women's median hourly pay is 0.9% lower than men's (2020/21)","summary":"EXTRA PERSONNEL LIMITED reported a median hourly gender pay gap of 0.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 28.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EXTRA PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15053/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"cef07528f7b53c32aad5c533451aa7c2","headline":"FDM GROUP LIMITED: women's median hourly pay is 2.1% higher than men's (2020/21)","summary":"FDM GROUP LIMITED reported a median hourly gender pay gap of -2.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.4%. Women are 33.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FDM GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/98/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-09-19","captured_at":"2026-07-28 21:37:59"},{"signal_id":"402ce42f6421d03bfcbfe3956014d90f","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 6.4% lower than men's (2020/21)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 6.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.2%. Women are 20.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"bfde554a590a99a9534a0cb8ec5ecf8b","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 24.4% lower than men's (2020/21)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 24.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.7%. Women are 9.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"3b12c10e5984abe3a28423e8eb7151e4","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 15.6% lower than men's (2020/21)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 15.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 6.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:37:59"},{"signal_id":"d1bc2e5b0ba20b6395d09d035e18271c","headline":"FIRSTSOURCE SOLUTIONS UK LIMITED: women's median hourly pay is 0.6% higher than men's (2020/21)","summary":"FIRSTSOURCE SOLUTIONS UK LIMITED reported a median hourly gender pay gap of -0.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.2%. Women are 43.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRSTSOURCE SOLUTIONS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5039/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-16","captured_at":"2026-07-28 21:37:59"},{"signal_id":"3464ec70c407f3b1a390e7aeca5850cd","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 1.3% lower than men's (2020/21)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of 1.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 16.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:37:59"},{"signal_id":"e0559e9c3330a1ecf55de100d64b253f","headline":"Foreign & Commonwealth Office: women's median hourly pay is 8.6% lower than men's (2020/21)","summary":"Foreign & Commonwealth Office reported a median hourly gender pay gap of 8.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 40.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Foreign & Commonwealth Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5130/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:37:59"},{"signal_id":"e7bfdb4d9dbecd27687094286ea79d75","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 5.7% lower than men's (2020/21)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 5.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.1%. Women are 66.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-13","captured_at":"2026-07-28 21:37:59"},{"signal_id":"ed9e76e27709ab972207fa24b83dfd55","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 11.6% lower than men's (2020/21)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 11.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.3%. Women are 16.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-09-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"078b0e0260869a6d9b5ed95a6f1465ac","headline":"G4S SECURE SOLUTIONS (UK) LIMITED: women's median hourly pay is 4.9% higher than men's (2020/21)","summary":"G4S SECURE SOLUTIONS (UK) LIMITED reported a median hourly gender pay gap of -4.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -5.5%. Women are 16.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S SECURE SOLUTIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5342/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"e4a676dda6577ef8a8c3d4cc39679876","headline":"GCHQ: women's median hourly pay is 12.5% lower than men's (2020/21)","summary":"GCHQ reported a median hourly gender pay gap of 12.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 24.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"7cda4eb861c3663348892a0697cd9a96","headline":"GENERATE FS LIMITED: there is no median hourly pay gap (2020/21)","summary":"GENERATE FS LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.4%. Women are 66.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GENERATE FS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5448/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-11","captured_at":"2026-07-28 21:37:59"},{"signal_id":"20983ac2319b29c656b633ae75e47831","headline":"GI GROUP RECRUITMENT LTD: women's median hourly pay is 17.7% lower than men's (2020/21)","summary":"GI GROUP RECRUITMENT LTD reported a median hourly gender pay gap of 17.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 15.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GI GROUP RECRUITMENT LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5492/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9dc4f2476891e2b72d169798bba99ddf","headline":"GIST LIMITED: women's median hourly pay is 11.0% lower than men's (2020/21)","summary":"GIST LIMITED reported a median hourly gender pay gap of 11.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 13.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIST LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5512/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-09","captured_at":"2026-07-28 21:37:59"},{"signal_id":"55f78d44e3f0c9fbe6d565359aade7c7","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 0.7% higher than men's (2020/21)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of -0.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.8%. Women are 44.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-10","captured_at":"2026-07-28 21:37:59"},{"signal_id":"beee17817ac45edac8ff7290209c65ce","headline":"Gloucestershire Health & Care NHS Foundation Trust: women's median hourly pay is 7.5% lower than men's (2020/21)","summary":"Gloucestershire Health & Care NHS Foundation Trust reported a median hourly gender pay gap of 7.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.0%. Women are 77.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Health & Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20003/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-21","captured_at":"2026-07-28 21:37:59"},{"signal_id":"f5f3c14511d92f15808bc74d460925be","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 19.8% lower than men's (2020/21)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 19.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.6%. Women are 65.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-16","captured_at":"2026-07-28 21:37:59"},{"signal_id":"57f6e2396176dec3481673054d103b4d","headline":"GOOGLE UK LIMITED: women's median hourly pay is 18.0% lower than men's (2020/21)","summary":"GOOGLE UK LIMITED reported a median hourly gender pay gap of 18.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.0%. Women are 21.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOOGLE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5624/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-06","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9520853c8458d0db2744f6ea6cdf4538","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 21.4% lower than men's (2020/21)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 21.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.4%. Women are 6.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"a83c464d274fd6de0392bb5b94b30ba2","headline":"Great Ormond Street Hospital NHS Foundation Trust: women's median hourly pay is 10.9% lower than men's (2020/21)","summary":"Great Ormond Street Hospital NHS Foundation Trust reported a median hourly gender pay gap of 10.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 63.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Great Ormond Street Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15483/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"c64033eee03e8bb81429eaec06f86713","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 19.9% lower than men's (2020/21)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 19.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.7%. Women are 70.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-10","captured_at":"2026-07-28 21:37:59"},{"signal_id":"0f278442b697598464d769e3a49b625c","headline":"Greater Manchester Mental Health NHS Foundation Trust: women's median hourly pay is 2.0% lower than men's (2020/21)","summary":"Greater Manchester Mental Health NHS Foundation Trust reported a median hourly gender pay gap of 2.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 66.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Mental Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15811/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:37:59"},{"signal_id":"4a98e436f65dc0e18ebf99c45c57d603","headline":"Greater Manchester Police: women's median hourly pay is 18.7% lower than men's (2020/21)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 18.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 29.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"88df852af94d99470010dfb81ba4ec9b","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 6.0% lower than men's (2020/21)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 6.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 29.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-09","captured_at":"2026-07-28 21:37:59"},{"signal_id":"8a787cd5a97590bb26d7b432a40f7c5b","headline":"GREENE KING RETAIL SERVICES LIMITED: there is no median hourly pay gap (2020/21)","summary":"GREENE KING RETAIL SERVICES LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 45.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING RETAIL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5704/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-11","captured_at":"2026-07-28 21:37:59"},{"signal_id":"050c4b668b6b2faf89d4bd9c3fac2bf2","headline":"GREENE KING SERVICES LIMITED: women's median hourly pay is 8.8% lower than men's (2020/21)","summary":"GREENE KING SERVICES LIMITED reported a median hourly gender pay gap of 8.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 29.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5707/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-11","captured_at":"2026-07-28 21:37:59"},{"signal_id":"02048f827e8eccd9e85fcb47b05f1265","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 4.2% higher than men's (2020/21)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -4.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -8.5%. Women are 66.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:37:59"},{"signal_id":"116cca960fa25642472751a62a7014b6","headline":"GREGGS PLC: women's median hourly pay is 1.4% lower than men's (2020/21)","summary":"GREGGS PLC reported a median hourly gender pay gap of 1.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 45.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-06","captured_at":"2026-07-28 21:37:59"},{"signal_id":"55b6000ae652e6798612f07eb0021a04","headline":"GXO LOGISTICS DRINKS LIMITED: women's median hourly pay is 1.0% lower than men's (2020/21)","summary":"GXO LOGISTICS DRINKS LIMITED reported a median hourly gender pay gap of 1.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -5.8%. Women are 18.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS DRINKS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7380/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-27","captured_at":"2026-07-28 21:37:59"},{"signal_id":"34b5e4b5ebf7d1280bcdc0818c9f1d51","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 13.3% lower than men's (2020/21)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 13.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 12.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:37:59"},{"signal_id":"e14a1733759f02c81d1c82c3c914c3c7","headline":"H M Government Cabinet Office: women's median hourly pay is 14.5% lower than men's (2020/21)","summary":"H M Government Cabinet Office reported a median hourly gender pay gap of 14.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 44.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H M Government Cabinet Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5816/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:37:59"},{"signal_id":"656aeb52ffa0234a871f0e83d45eb8cf","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 4.2% higher than men's (2020/21)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of -4.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.1%. Women are 69.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:37:59"},{"signal_id":"9f3294904fdeb31b9366d19a3f51bf9a","headline":"HALFORDS GROUP PLC: women's median hourly pay is 4.0% lower than men's (2020/21)","summary":"HALFORDS GROUP PLC reported a median hourly gender pay gap of 4.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -1.1%. Women are 17.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5875/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-06","captured_at":"2026-07-28 21:38:00"},{"signal_id":"684e9d1b5af34b4b0a3fd9111f464488","headline":"HALFORDS LIMITED: women's median hourly pay is 1.5% lower than men's (2020/21)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 1.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -3.0%. Women are 25.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-06","captured_at":"2026-07-28 21:38:00"},{"signal_id":"f266d9a9293e694c0458d111f465ded4","headline":"Hampshire Constabulary: women's median hourly pay is 20.6% lower than men's (2020/21)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 20.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e2aa2050588ca3280b77894429e321cb","headline":"Hampshire County Council: women's median hourly pay is 16.3% lower than men's (2020/21)","summary":"Hampshire County Council reported a median hourly gender pay gap of 16.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 66.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"c6004e9914fceca9abd6de1a7e5deafa","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 4.9% lower than men's (2020/21)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 4.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.3%. Women are 68.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"dfd89826afe81bde1f25b54fe81c09b8","headline":"HAYS SPECIALIST RECRUITMENT LIMITED: there is no median hourly pay gap (2020/21)","summary":"HAYS SPECIALIST RECRUITMENT LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.6%. Women are 46.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS SPECIALIST RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6019/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-08","captured_at":"2026-07-28 21:38:00"},{"signal_id":"655dbdabe9b020a8b855a4a189f452a7","headline":"HBOS PLC: women's median hourly pay is 27.6% lower than men's (2020/21)","summary":"HBOS PLC reported a median hourly gender pay gap of 27.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.3%. Women are 42.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-11","captured_at":"2026-07-28 21:38:00"},{"signal_id":"24c9dabb6dd8e485816512a47846fd97","headline":"HC-ONE LIMITED: there is no median hourly pay gap (2020/21)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 86.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"4c9cafc28be41c67fcdcc712f4872fdf","headline":"HC-ONE NO.1 LIMITED: women's median hourly pay is 0.6% lower than men's (2020/21)","summary":"HC-ONE NO.1 LIMITED reported a median hourly gender pay gap of 0.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -0.6%. Women are 81.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE NO.1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14438/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"11be0437911bfef3982783b9011b3b04","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 2.7% lower than men's (2020/21)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 2.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.3%. Women are 59.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-02","captured_at":"2026-07-28 21:38:00"},{"signal_id":"82dd0f38ac6487b824a4f3c90a5893a0","headline":"HM Land Registry: women's median hourly pay is 13.7% lower than men's (2020/21)","summary":"HM Land Registry reported a median hourly gender pay gap of 13.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 47.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-10","captured_at":"2026-07-28 21:38:00"},{"signal_id":"54137502397646a74c5cea7cc916ca82","headline":"Hertfordshire County Council: women's median hourly pay is 4.6% lower than men's (2020/21)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of 4.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.5%. Women are 65.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-09","captured_at":"2026-07-28 21:38:00"},{"signal_id":"0ec834fcc664babfd2f464679c21721f","headline":"HHGL LIMITED: women's median hourly pay is 10.9% lower than men's (2020/21)","summary":"HHGL LIMITED reported a median hourly gender pay gap of 10.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.1%. Women are 26.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HHGL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14492/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"460faff277707509e0f6953ebcb77b9d","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 2.5% lower than men's (2020/21)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 2.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 28.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"499cdf51f7ecb292f98c6bdeea904252","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 2.8% lower than men's (2020/21)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 2.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 25.6%. Women are 55.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-21","captured_at":"2026-07-28 21:38:00"},{"signal_id":"0a721787143bb57ec18140b2fc150c09","headline":"Home Office: women's median hourly pay is 12.5% lower than men's (2020/21)","summary":"Home Office reported a median hourly gender pay gap of 12.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 44.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-26","captured_at":"2026-07-28 21:38:00"},{"signal_id":"ce11973b2bcff882ceb9a22f9589e0c1","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 0.7% lower than men's (2020/21)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 0.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-22","captured_at":"2026-07-28 21:38:00"},{"signal_id":"65f2ad4619b174ea880391c612aedd40","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 32.6% lower than men's (2020/21)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 32.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.9%. Women are 25.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-23","captured_at":"2026-07-28 21:38:00"},{"signal_id":"117e3948655a676a7570e30818777218","headline":"HSBC GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 19.3% lower than men's (2020/21)","summary":"HSBC GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 19.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.7%. Women are 31.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14645/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-23","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3163591aff65875b4c606f541656d71d","headline":"HSBC UK BANK PLC: women's median hourly pay is 20.2% lower than men's (2020/21)","summary":"HSBC UK BANK PLC reported a median hourly gender pay gap of 20.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 32.9%. Women are 40.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC UK BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18672/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-23","captured_at":"2026-07-28 21:38:00"},{"signal_id":"ad54564115b8d7685cbf262d4bf68889","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 19.2% lower than men's (2020/21)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 19.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.2%. Women are 60.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-22","captured_at":"2026-07-28 21:38:00"},{"signal_id":"d92b39bb440fdc9b0b44e501f9343b4d","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 13.5% lower than men's (2020/21)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 13.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.0%. Women are 19.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"a4d357d7fb10049517885399e30e3dc0","headline":"ICELAND FOODS LIMITED: women's median hourly pay is 7.2% lower than men's (2020/21)","summary":"ICELAND FOODS LIMITED reported a median hourly gender pay gap of 7.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 39.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICELAND FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6470/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e385ca52005aafedfca78d388fe691bf","headline":"IKEA LIMITED: women's median hourly pay is 7.0% lower than men's (2020/21)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 7.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-09","captured_at":"2026-07-28 21:38:00"},{"signal_id":"7fa067df6cd6385332881d9a25fd9f37","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 11.4% lower than men's (2020/21)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of 11.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.8%. Women are 59% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-25","captured_at":"2026-07-28 21:38:00"},{"signal_id":"8271226facd7cde5de5c53f64634a2db","headline":"Imperial College London: women's median hourly pay is 8.1% lower than men's (2020/21)","summary":"Imperial College London reported a median hourly gender pay gap of 8.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.2%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-09","captured_at":"2026-07-28 21:38:00"},{"signal_id":"d224c034016216d8e3c25f6132473042","headline":"INDEPENDENT CLINICAL SERVICES LIMITED: women's median hourly pay is 0.7% higher than men's (2020/21)","summary":"INDEPENDENT CLINICAL SERVICES LIMITED reported a median hourly gender pay gap of -0.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -3.6%. Women are 76.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INDEPENDENT CLINICAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/345/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"6fc2cee97f9a236ffd4707b2f1f8e527","headline":"INSPIRING VET CARE LIMITED: women's median hourly pay is 46.6% lower than men's (2020/21)","summary":"INSPIRING VET CARE LIMITED reported a median hourly gender pay gap of 46.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 40.3%. Women are 61.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INSPIRING VET CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6576/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e7ba4e3a0ad13f8d0a3362864f45e04e","headline":"ISS MEDICLEAN LIMITED: women's median hourly pay is 7.0% lower than men's (2020/21)","summary":"ISS MEDICLEAN LIMITED reported a median hourly gender pay gap of 7.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 48.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS MEDICLEAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6807/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-28","captured_at":"2026-07-28 21:38:00"},{"signal_id":"eeaf0fcc25fd5d20b0122f41bb4c5d2b","headline":"J D WETHERSPOON PLC: women's median hourly pay is 22.8% lower than men's (2020/21)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 22.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.6%. Women are 8.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-10","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3214745259e974d432e4ff142f83ec4a","headline":"JACOBS U.K. LIMITED: women's median hourly pay is 25.7% lower than men's (2020/21)","summary":"JACOBS U.K. LIMITED reported a median hourly gender pay gap of 25.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.7%. Women are 13.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JACOBS U.K. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6889/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"06d67203cbbf428eeab5e73eeba09bb4","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 8.3% higher than men's (2020/21)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of -8.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -1.4%. Women are 15.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-22","captured_at":"2026-07-28 21:38:00"},{"signal_id":"411443af96d5bc1d571ec5eeccd557b5","headline":"JD SPORTS FASHION PLC: women's median hourly pay is 5.2% lower than men's (2020/21)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 5.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 29.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"7f81ac2f7a7ba4a228843c923b8c3f4f","headline":"JOHN LEWIS PLC: women's median hourly pay is 8.6% lower than men's (2020/21)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 8.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-12","captured_at":"2026-07-28 21:38:00"},{"signal_id":"23f4163f10a53ce8db52b60bfd3bda55","headline":"JOHNSONS TEXTILE SERVICES LIMITED: women's median hourly pay is 12.3% lower than men's (2020/21)","summary":"JOHNSONS TEXTILE SERVICES LIMITED reported a median hourly gender pay gap of 12.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 35.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHNSONS TEXTILE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7031/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-16","captured_at":"2026-07-28 21:38:00"},{"signal_id":"bee4f7318c1c36de15da4d70cea844d4","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 21.1% lower than men's (2020/21)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 21.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.1%. Women are 24.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"329a41c10cfcdbb57f46168793d820fb","headline":"KANTAR UK LIMITED: women's median hourly pay is 16.2% lower than men's (2020/21)","summary":"KANTAR UK LIMITED reported a median hourly gender pay gap of 16.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 41.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KANTAR UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12772/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-08","captured_at":"2026-07-28 21:38:00"},{"signal_id":"883926b379f06639567e1d9c8856027c","headline":"Kent County Council: women's median hourly pay is 15.7% lower than men's (2020/21)","summary":"Kent County Council reported a median hourly gender pay gap of 15.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.7%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-10","captured_at":"2026-07-28 21:38:00"},{"signal_id":"d1fc114a796a21b7c5c84cb0ea537aaa","headline":"Kent Police: women's median hourly pay is 25.0% lower than men's (2020/21)","summary":"Kent Police reported a median hourly gender pay gap of 25.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 27.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"61d7f4a030857b04c1d602f22d792509","headline":"KIER LIMITED: women's median hourly pay is 17.7% lower than men's (2020/21)","summary":"KIER LIMITED reported a median hourly gender pay gap of 17.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.8%. Women are 13.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"73c1e4f7a0a730224f7effe8ff5dd4eb","headline":"King's College Hospital: women's median hourly pay is 13.2% lower than men's (2020/21)","summary":"King's College Hospital reported a median hourly gender pay gap of 13.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.9%. Women are 61.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-23","captured_at":"2026-07-28 21:38:00"},{"signal_id":"6343fe68a4353d40acdd3e7b8ae5c47f","headline":"King's College London: women's median hourly pay is 10.1% lower than men's (2020/21)","summary":"King's College London reported a median hourly gender pay gap of 10.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-10","captured_at":"2026-07-28 21:38:00"},{"signal_id":"719e2e09bea2b5b1d3d3c7f7edd1c14f","headline":"Kingston upon Hull City Council: women's median hourly pay is 6.7% lower than men's (2020/21)","summary":"Kingston upon Hull City Council reported a median hourly gender pay gap of 6.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kingston upon Hull City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/277/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-22","captured_at":"2026-07-28 21:38:00"},{"signal_id":"51e511fe9200cfa21bd3553269cf1482","headline":"Kirklees Council: women's median hourly pay is 12.4% lower than men's (2020/21)","summary":"Kirklees Council reported a median hourly gender pay gap of 12.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 60.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-03","captured_at":"2026-07-28 21:38:00"},{"signal_id":"491df865d7b29a7f35f4620f80228c86","headline":"KPMG UK LIMITED: women's median hourly pay is 13.9% lower than men's (2020/21)","summary":"KPMG UK LIMITED reported a median hourly gender pay gap of 13.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.5%. Women are 38.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14843/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-14","captured_at":"2026-07-28 21:38:00"},{"signal_id":"dcde1b5d2f105cca1cad45269806806e","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 6.4% lower than men's (2020/21)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 6.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.3%. Women are 42.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"81cfd9d59ae73631b7b37e50b31b1be7","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 17.6% lower than men's (2020/21)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 17.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 10.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"901cf5ef6c7ed96bd03acd7150370ff5","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 3.2% lower than men's (2020/21)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 3.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.0%. Women are 74.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"fe1bcef14ae12fc52f2a76ca0b648a30","headline":"Lancashire Constabulary: women's median hourly pay is 28.2% lower than men's (2020/21)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 28.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 25.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:38:00"},{"signal_id":"cf9f2f58243fa6bd06af2abe53bf2bce","headline":"Lancashire County Council: women's median hourly pay is 15.3% lower than men's (2020/21)","summary":"Lancashire County Council reported a median hourly gender pay gap of 15.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 64.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-14","captured_at":"2026-07-28 21:38:00"},{"signal_id":"126b963278ab591a81d0beb5bf8749e7","headline":"Lancashire Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 3.7% lower than men's (2020/21)","summary":"Lancashire Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 3.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.6%. Women are 69.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7429/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-02","captured_at":"2026-07-28 21:38:00"},{"signal_id":"ae226399c7b17be6f406ac87411a393e","headline":"Leeds Beckett University: women's median hourly pay is 11.1% lower than men's (2020/21)","summary":"Leeds Beckett University reported a median hourly gender pay gap of 11.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.6%. Women are 45.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Beckett University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7525/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"dd426e54051737083da3b615ba3d4b8b","headline":"Leeds City Council: women's median hourly pay is 10.4% lower than men's (2020/21)","summary":"Leeds City Council reported a median hourly gender pay gap of 10.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.0%. Women are 59.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-18","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3426e0acb639c2cf849e8643c78d072c","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 10.3% lower than men's (2020/21)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 10.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.8%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"b4196e1e8b8a9b1cbc1d45e8af06f8d2","headline":"Leicester City Council: there is no median hourly pay gap (2020/21)","summary":"Leicester City Council reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.9%. Women are 60.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7551/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"063b36d29dfd464825fd90e22482087c","headline":"Leicestershire County Council: women's median hourly pay is 4.0% lower than men's (2020/21)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 4.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 66.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-16","captured_at":"2026-07-28 21:38:00"},{"signal_id":"a23d1c1ca5824a36ce283a262cc1eac7","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 6.1% lower than men's (2020/21)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 6.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 14.9%. Women are 75.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-02","captured_at":"2026-07-28 21:38:00"},{"signal_id":"9172a3e39b181c13b2867f7ec38e0a9a","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 17.9% lower than men's (2020/21)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 17.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-06","captured_at":"2026-07-28 21:38:00"},{"signal_id":"75593fdf4764bddb6af2a1507bf25ca8","headline":"LHR AIRPORTS LIMITED: women's median hourly pay is 4.5% lower than men's (2020/21)","summary":"LHR AIRPORTS LIMITED reported a median hourly gender pay gap of 4.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 28.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LHR AIRPORTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15628/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"78853d8b70032c4907e88572b50202a5","headline":"LIDL GREAT BRITAIN LIMITED: women's median hourly pay is 0.2% lower than men's (2020/21)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 0.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 35.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"42af3bfb520db404096e684c9e2133aa","headline":"LIFEWAYS COMMUNITY CARE LIMITED: women's median hourly pay is 0.1% higher than men's (2020/21)","summary":"LIFEWAYS COMMUNITY CARE LIMITED reported a median hourly gender pay gap of -0.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.0%. Women are 70.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFEWAYS COMMUNITY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7639/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"c306ca31e3bd1853ea34188266cec9fd","headline":"Lincolnshire County Council: women's median hourly pay is 3.6% lower than men's (2020/21)","summary":"Lincolnshire County Council reported a median hourly gender pay gap of 3.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 66.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lincolnshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7662/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-27","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e6604c3baca30558eb395f79f59d679f","headline":"Liverpool University Hospitals NHS Foundation Trust: women's median hourly pay is 7.7% lower than men's (2020/21)","summary":"Liverpool University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 7.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 32.5%. Women are 66.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20148/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-18","captured_at":"2026-07-28 21:38:00"},{"signal_id":"6418ecb415c54fa696dcfde4be94a36d","headline":"Liverpool Women's NHS Foundation Trust: women's median hourly pay is 9.1% lower than men's (2020/21)","summary":"Liverpool Women's NHS Foundation Trust reported a median hourly gender pay gap of 9.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.5%. Women are 84.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool Women's NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15276/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-21","captured_at":"2026-07-28 21:38:00"},{"signal_id":"45e0ff11c53bba0208adc7cd8d3b2e9b","headline":"LLOYDS BANK PLC: women's median hourly pay is 40.2% lower than men's (2020/21)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 40.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 33.5%. Women are 34.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-11","captured_at":"2026-07-28 21:38:00"},{"signal_id":"fb90f37606cd20db52d61244c1091427","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 33.6% lower than men's (2020/21)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 33.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 30.5%. Women are 37.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-11","captured_at":"2026-07-28 21:38:00"},{"signal_id":"469d0d50039aadc0a2a03314c7ccd212","headline":"DIAMOND DCO TWO LIMITED: women's median hourly pay is 3.7% lower than men's (2020/21)","summary":"DIAMOND DCO TWO LIMITED reported a median hourly gender pay gap of 3.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 25.9%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIAMOND DCO TWO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7731/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"f2577bde94d98bf7e90c0e6f9efb78e4","headline":"London Fire Brigade: women's median hourly pay is 2.7% higher than men's (2020/21)","summary":"London Fire Brigade reported a median hourly gender pay gap of -2.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -8.1%. Women are 26.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"f1743f7ea2eebd9d1828b512e9550c95","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 3.7% lower than men's (2020/21)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 3.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 9.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"b7e7fcf707832533ac6e8d5dc98c305e","headline":"London North West University Healthcare Trust: women's median hourly pay is 17.0% lower than men's (2020/21)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 17.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.0%. Women are 60.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-22","captured_at":"2026-07-28 21:38:00"},{"signal_id":"aea55c85968da82c116b39e02807bffe","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 20.3% lower than men's (2020/21)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 20.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.1%. Women are 9.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-27","captured_at":"2026-07-28 21:38:00"},{"signal_id":"1b9b816b15b4d5e033d5ed8730304620","headline":"MACH RECRUITMENT LIMITED: there is no median hourly pay gap (2020/21)","summary":"MACH RECRUITMENT LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.1%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MACH RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7976/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"8b71099a43632e3ff2019e13e54cf5c7","headline":"Maidstone And Tunbridge Wells Nhs Trust: women's median hourly pay is 10.0% lower than men's (2020/21)","summary":"Maidstone And Tunbridge Wells Nhs Trust reported a median hourly gender pay gap of 10.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 27.1%. Women are 62.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Maidstone And Tunbridge Wells Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8009/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"998d3166be2278dcd34438e1ef2f8781","headline":"Manchester City Council: women's median hourly pay is 7.9% lower than men's (2020/21)","summary":"Manchester City Council reported a median hourly gender pay gap of 7.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 59.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"4a097721e1ce23a9828aa4d2e7475dc6","headline":"Manchester University NHS Foundation Trust: women's median hourly pay is 14.0% lower than men's (2020/21)","summary":"Manchester University NHS Foundation Trust reported a median hourly gender pay gap of 14.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.0%. Women are 68.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18830/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-24","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e3fa75fc8bea8c01c6ecfa0a3a8bd5a9","headline":"MANPOWER UK LIMITED: women's median hourly pay is 5.7% lower than men's (2020/21)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 5.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 27.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"b910470f5f63f67cf0b29891aaadb345","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 4.1% lower than men's (2020/21)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 4.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.3%. Women are 61.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e46cc8e5083294d701e9bb4f9d46801f","headline":"MARSH SERVICES LIMITED: women's median hourly pay is 31.6% lower than men's (2020/21)","summary":"MARSH SERVICES LIMITED reported a median hourly gender pay gap of 31.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 34.8%. Women are 22.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSH SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8136/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-08","captured_at":"2026-07-28 21:38:00"},{"signal_id":"f9e7f0321197239090694279764b5c84","headline":"MARSTON'S TRADING LIMITED: women's median hourly pay is 0.3% lower than men's (2020/21)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 0.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.6%. Women are 28.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"08b5514b82c27d168de79e341b186170","headline":"MARTIN MCCOLL LIMITED: women's median hourly pay is 1.8% lower than men's (2020/21)","summary":"MARTIN MCCOLL LIMITED reported a median hourly gender pay gap of 1.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 54.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARTIN MCCOLL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8154/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:00"},{"signal_id":"77a8bb2ac3351b28f5c28bb518b05859","headline":"Mersey Care Nhs Foundation Trust: women's median hourly pay is 1% higher than men's (2020/21)","summary":"Mersey Care Nhs Foundation Trust reported a median hourly gender pay gap of -1.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 70.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey Care Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8363/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"dfb741144129d8fb2553b37381247514","headline":"Merseyside Police: women's median hourly pay is 6.3% lower than men's (2020/21)","summary":"Merseyside Police reported a median hourly gender pay gap of 6.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Merseyside Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8367/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"360521d0f4929c2c8aa4f5fd552c299b","headline":"METHODIST HOMES: women's median hourly pay is 1.3% lower than men's (2020/21)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 1.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 83.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-09","captured_at":"2026-07-28 21:38:00"},{"signal_id":"5ceb019843abead357fd13424ec6bcb4","headline":"MICHAEL PAGE INTERNATIONAL RECRUITMENT LIMITED: women's median hourly pay is 19.0% lower than men's (2020/21)","summary":"MICHAEL PAGE INTERNATIONAL RECRUITMENT LIMITED reported a median hourly gender pay gap of 19.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.0%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MICHAEL PAGE INTERNATIONAL RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/286/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-21","captured_at":"2026-07-28 21:38:00"},{"signal_id":"89376065a14b4d8ee4ee6af528ffeaf5","headline":"Mid and South Essex NHS Foundation Trust: women's median hourly pay is 17.6% lower than men's (2020/21)","summary":"Mid and South Essex NHS Foundation Trust reported a median hourly gender pay gap of 17.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 30.0%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid and South Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20298/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-14","captured_at":"2026-07-28 21:38:00"},{"signal_id":"9833bf46f4345dfb1b971037c73ebdc9","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 19.5% lower than men's (2020/21)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 19.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.3%. Women are 66.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"50f1a517e3ee89dc669bcffe3a6d950d","headline":"Midlands Partnership NHS Foundation Trust: women's median hourly pay is 8.6% lower than men's (2020/21)","summary":"Midlands Partnership NHS Foundation Trust reported a median hourly gender pay gap of 8.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 78.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Midlands Partnership NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18582/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"37f15421c7ed08ccff60fb1525ad2a95","headline":"Ministry Of Defence: women's median hourly pay is 9.9% lower than men's (2020/21)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 9.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 30.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3a3677324fa391d7b8a9bcfd48b367d7","headline":"Ministry of Justice: women's median hourly pay is 15.6% lower than men's (2020/21)","summary":"Ministry of Justice reported a median hourly gender pay gap of 15.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 52.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry of Justice","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8499/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:38:00"},{"signal_id":"ae01eabdee9f4d368fbefb301d943fb4","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: there is no median hourly pay gap (2020/21)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.0%. Women are 50.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e04ddf6c3f5513b075f34e5659acd328","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 3.2% lower than men's (2020/21)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 3.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -3.5%. Women are 50.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-15","captured_at":"2026-07-28 21:38:00"},{"signal_id":"6c62b83760420c66dca80eef58e75255","headline":"MITIE FM LIMITED: women's median hourly pay is 13.1% lower than men's (2020/21)","summary":"MITIE FM LIMITED reported a median hourly gender pay gap of 13.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.7%. Women are 25.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6729/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e2dbad392d226d4afb96a5d34a3dc7ab","headline":"MITIE FS (UK) LIMITED: women's median hourly pay is 6.6% lower than men's (2020/21)","summary":"MITIE FS (UK) LIMITED reported a median hourly gender pay gap of 6.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 37.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6731/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"d024a1db7c065227fed77d4bdcfde35c","headline":"MITIE LIMITED: women's median hourly pay is 6.2% lower than men's (2020/21)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 6.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 25.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"79bae38da30e0703a8bc9e839de6da34","headline":"MONDAYS (TOPCO) LIMITED: there is no median hourly pay gap (2020/21)","summary":"MONDAYS (TOPCO) LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 57.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MONDAYS (TOPCO) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8588/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3eb2635fd775a9ed7ca2bf4d630c07fe","headline":"MORGAN SINDALL GROUP PLC: women's median hourly pay is 33.6% lower than men's (2020/21)","summary":"MORGAN SINDALL GROUP PLC reported a median hourly gender pay gap of 33.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 33.7%. Women are 10.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORGAN SINDALL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8631/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-12","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e810aa52cfba67cd35194aeaf1ecbadb","headline":"MOTO HOSPITALITY LIMITED: women's median hourly pay is 5.4% lower than men's (2020/21)","summary":"MOTO HOSPITALITY LIMITED reported a median hourly gender pay gap of 5.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 45.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTO HOSPITALITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8660/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-19","captured_at":"2026-07-28 21:38:00"},{"signal_id":"813b07d0651e0eae15a82b8464880891","headline":"MOTT MACDONALD LIMITED: women's median hourly pay is 16.2% lower than men's (2020/21)","summary":"MOTT MACDONALD LIMITED reported a median hourly gender pay gap of 16.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.4%. Women are 17.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTT MACDONALD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8672/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"506f1adc149be3509331f924d1243d46","headline":"MOY PARK LIMITED: women's median hourly pay is 4.4% lower than men's (2020/21)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 4.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 31.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"9d245d0f868fc4f131f61282381b0a36","headline":"MULLER UK & IRELAND GROUP LLP: women's median hourly pay is 2.0% lower than men's (2020/21)","summary":"MULLER UK & IRELAND GROUP LLP reported a median hourly gender pay gap of 2.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.0%. Women are 10.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MULLER UK & IRELAND GROUP LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8714/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"624ee27bb5d5084d6ffa9827b3f4cdd5","headline":"NANDO'S CHICKENLAND LIMITED: there is no median hourly pay gap (2020/21)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"eb14340d90132c72fa1366e1472f1888","headline":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY: women's median hourly pay is 34.3% lower than men's (2020/21)","summary":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 34.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 30.2%. Women are 32.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8819/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-19","captured_at":"2026-07-28 21:38:00"},{"signal_id":"0d1b493463b8f946d92d936e61146c3b","headline":"Nationwide Building Society: women's median hourly pay is 31.4% lower than men's (2020/21)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 31.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.3%. Women are 39.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3daf280525a09ce12b395f22224ef57e","headline":"NAVOLIO LIMITED: women's median hourly pay is 3.9% higher than men's (2020/21)","summary":"NAVOLIO LIMITED reported a median hourly gender pay gap of -3.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.8%. Women are 52.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NAVOLIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16816/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"18ba1f44c50dc5cb0d41b6e680fea7ed","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 12.2% lower than men's (2020/21)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 12.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 13.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"5c4e4b891f1de321a41570bf68642e4d","headline":"NEW LOOK RETAILERS LIMITED: women's median hourly pay is 2.8% lower than men's (2020/21)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 2.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 22.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e0b45393cd5d472284ef451f6fb69779","headline":"Newcastle City Council: women's median hourly pay is 5.8% lower than men's (2020/21)","summary":"Newcastle City Council reported a median hourly gender pay gap of 5.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.9%. Women are 56.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-10-02","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3176c8a9bbb6ed65e002e81fd122b12e","headline":"Newcastle University: women's median hourly pay is 17% lower than men's (2020/21)","summary":"Newcastle University reported a median hourly gender pay gap of 17% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"840df3edb97c1ac8dd2fb81c7b2a5deb","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 9.1% lower than men's (2020/21)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 9.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 27.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"033bbd248ed4def83c566f8f54523ed3","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 28.3% lower than men's (2020/21)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 28.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.6%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"71c03598505b45d5d23942fbde33b7a6","headline":"NHS Blood and Transplant: women's median hourly pay is 6.7% lower than men's (2020/21)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 6.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 62.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"635776d7829710b60aa41a07f5985b93","headline":"NHS Commissioning Board Special Authority: women's median hourly pay is 18.2% lower than men's (2020/21)","summary":"NHS Commissioning Board Special Authority reported a median hourly gender pay gap of 18.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 56.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Commissioning Board Special Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14310/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-01","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e7cc34723216124ef70147f27046244a","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 8.1% higher than men's (2020/21)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -8.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -2.3%. Women are 84.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:38:00"},{"signal_id":"23f32fda4d3e54b57b1c60c614f2cd60","headline":"NHS PROPERTY SERVICES LIMITED: women's median hourly pay is 12.5% lower than men's (2020/21)","summary":"NHS PROPERTY SERVICES LIMITED reported a median hourly gender pay gap of 12.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.7%. Women are 41.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROPERTY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8974/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"e7fcef10c9a48a242210275a56f2af4f","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2020/21)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.0%. Women are 51.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-11","captured_at":"2026-07-28 21:38:00"},{"signal_id":"6b26daca632e849b31364f7be3a4a1fb","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 4.7% lower than men's (2020/21)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of 4.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.1%. Women are 19.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"ed257b430516391de3e80259958fa093","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 22.5% lower than men's (2020/21)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 22.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 32.4%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-23","captured_at":"2026-07-28 21:38:00"},{"signal_id":"d8d48dfbb685d5d591e2420f8d0a7f07","headline":"Norfolk County Council: women's median hourly pay is 8.2% lower than men's (2020/21)","summary":"Norfolk County Council reported a median hourly gender pay gap of 8.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 64.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"18bc23b57e7e0af8bb014079709380cc","headline":"North Bristol N H S Trust: women's median hourly pay is 5.9% lower than men's (2020/21)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of 5.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.7%. Women are 65.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:00"},{"signal_id":"a50d239f1edbcfeeb3ca1fd58794feda","headline":"North Cumbria Integrated Care NHS Foundation Trust: women's median hourly pay is 15.0% lower than men's (2020/21)","summary":"North Cumbria Integrated Care NHS Foundation Trust reported a median hourly gender pay gap of 15.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.0%. Women are 75.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Cumbria Integrated Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19495/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:38:00"},{"signal_id":"b1252be1ad96d739b61f6613a57e9e02","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 11.8% lower than men's (2020/21)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 11.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 36.9%. Women are 82.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-23","captured_at":"2026-07-28 21:38:00"},{"signal_id":"5d048323d355abdc2a1d85ef276a8330","headline":"North Yorkshire Council: women's median hourly pay is 15.4% lower than men's (2020/21)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 15.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.6%. Women are 67.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-10","captured_at":"2026-07-28 21:38:00"},{"signal_id":"c4cc7dca0e323144d098b079530ebb71","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 11.5% lower than men's (2020/21)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 11.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 27.9%. Women are 69.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-27","captured_at":"2026-07-28 21:38:00"},{"signal_id":"222f061b93bc1c6fb2e0420359a20ecd","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 27.6% lower than men's (2020/21)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 27.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 33.8%. Women are 65.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-15","captured_at":"2026-07-28 21:38:00"},{"signal_id":"f448699817fde58fd403a007b5799e01","headline":"Northern Trains Limited: women's median hourly pay is 26.7% lower than men's (2020/21)","summary":"Northern Trains Limited reported a median hourly gender pay gap of 26.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 7.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Trains Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19888/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"399a9037d9ea7b5a06fb2a191cec713e","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 5.6% lower than men's (2020/21)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 5.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.0%. Women are 76.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-09","captured_at":"2026-07-28 21:38:00"},{"signal_id":"283c73699189c4222f3bb2efa69423d6","headline":"Northumbria Police: women's median hourly pay is 20.2% lower than men's (2020/21)","summary":"Northumbria Police reported a median hourly gender pay gap of 20.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 30.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:00"},{"signal_id":"3c3c4d57891bb6e5a5a66430a896a44c","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 6.1% lower than men's (2020/21)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 6.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.2%. Women are 78.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-05","captured_at":"2026-07-28 21:38:00"},{"signal_id":"59cc160dcb0eebeec41d56868565eda1","headline":"Nottinghamshire County Council: women's median hourly pay is 20.1% lower than men's (2020/21)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 20.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 73.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-18","captured_at":"2026-07-28 21:38:00"},{"signal_id":"a5a82bc62588d0dcd94546d2c347dccf","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 4.1% higher than men's (2020/21)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -4.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 72.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-23","captured_at":"2026-07-28 21:38:01"},{"signal_id":"6b5d3061f5a8de73190ab758ee4ca617","headline":"NUFFIELD HEALTH: women's median hourly pay is 0.9% lower than men's (2020/21)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of 0.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 70.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"ed25cdd7e218a0a67487d23105c18aa1","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 0.2% higher than men's (2020/21)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of -0.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -1.3%. Women are 21.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-09","captured_at":"2026-07-28 21:38:01"},{"signal_id":"6c4b6710faebc733f2a9cb82c23ced7e","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 3.1% lower than men's (2020/21)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 3.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 37.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-12","captured_at":"2026-07-28 21:38:01"},{"signal_id":"b6ba76ae581ac136841106140d909135","headline":"OLIVER WYMAN LIMITED: women's median hourly pay is 44.6% lower than men's (2020/21)","summary":"OLIVER WYMAN LIMITED reported a median hourly gender pay gap of 44.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 43.6%. Women are 16.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OLIVER WYMAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9334/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:38:01"},{"signal_id":"44b74e53fa6ec1aae2be1a690c620164","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 2.3% lower than men's (2020/21)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 2.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-24","captured_at":"2026-07-28 21:38:01"},{"signal_id":"752e71151c93dc0fc268b6a10f6a1679","headline":"OPENREACH LIMITED: women's median hourly pay is 20.2% higher than men's (2020/21)","summary":"OPENREACH LIMITED reported a median hourly gender pay gap of -20.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -14.2%. Women are 16.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OPENREACH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19362/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"70b99821a95aa06603ce27ca17bfaa02","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 18.0% lower than men's (2020/21)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 18.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 25.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-08","captured_at":"2026-07-28 21:38:01"},{"signal_id":"70f9c65cc52efc932dd47a6b7e9db481","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 7.9% lower than men's (2020/21)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of 7.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.8%. Women are 72.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-13","captured_at":"2026-07-28 21:38:01"},{"signal_id":"44c2a0e80b7ae4643ba0ec3c58879bc7","headline":"Oxfordshire County Council: women's median hourly pay is 1.1% lower than men's (2020/21)","summary":"Oxfordshire County Council reported a median hourly gender pay gap of 1.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.2%. Women are 65.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9479/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-11","captured_at":"2026-07-28 21:38:01"},{"signal_id":"9b640344173994a8ce81a94f4d1e0131","headline":"PARASOL LIMITED: women's median hourly pay is 20.0% lower than men's (2020/21)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 20.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 34.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"506e1b2b7bd77c912667e5b968aec552","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 8.0% lower than men's (2020/21)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of 8.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.0%. Women are 28.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-09-29","captured_at":"2026-07-28 21:38:01"},{"signal_id":"1481dce3ad965987aad1ec96e9125ee2","headline":"PEGASYSTEMS LIMITED: women's median hourly pay is 33.0% lower than men's (2020/21)","summary":"PEGASYSTEMS LIMITED reported a median hourly gender pay gap of 33.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -1.4%. Women are 13.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PEGASYSTEMS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16509/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-14","captured_at":"2026-07-28 21:38:01"},{"signal_id":"6cf138969fbe9ecf7b6aa275183fe801","headline":"PINEWOOD TECHNOLOGIES GROUP PLC: women's median hourly pay is 8.7% lower than men's (2020/21)","summary":"PINEWOOD TECHNOLOGIES GROUP PLC reported a median hourly gender pay gap of 8.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 11.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PINEWOOD TECHNOLOGIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9693/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-27","captured_at":"2026-07-28 21:38:01"},{"signal_id":"ef114bf12961955511fa09ddae51c878","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 1% higher than men's (2020/21)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of -1.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -3.6%. Women are 27.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-07","captured_at":"2026-07-28 21:38:01"},{"signal_id":"a57c71c787be78aaa4ab75627f65cb4e","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 32.0% lower than men's (2020/21)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 32.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 49.6%. Women are 82.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"cce4b0a266176f22e8de0c0e613658f7","headline":"PETS AT HOME LTD: women's median hourly pay is 2.9% lower than men's (2020/21)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 2.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-15","captured_at":"2026-07-28 21:38:01"},{"signal_id":"58caf1406cc0d68f790f1082378f184b","headline":"PILGRIM'S PRIDE LTD.: women's median hourly pay is 6.0% lower than men's (2020/21)","summary":"PILGRIM'S PRIDE LTD. reported a median hourly gender pay gap of 6.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 24.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PILGRIM'S PRIDE LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13003/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-21","captured_at":"2026-07-28 21:38:01"},{"signal_id":"540dccf0d21ed5240ca3c93349905e34","headline":"HWS RESTAURANTS LIMITED: women's median hourly pay is 6% higher than men's (2020/21)","summary":"HWS RESTAURANTS LIMITED reported a median hourly gender pay gap of -6.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -4.3%. Women are 46.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HWS RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/194/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"bf0632389fe4650c89f3ad8d1578d930","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 2.7% higher than men's (2020/21)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of -2.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -10.6%. Women are 47.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:01"},{"signal_id":"a5c89247c1caac88ecdfdba526e6bf1f","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 13.2% lower than men's (2020/21)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 13.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.6%. Women are 59.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-18","captured_at":"2026-07-28 21:38:01"},{"signal_id":"b4c6111dd04a3226d3e01a2f2c35511f","headline":"IF TRADE CO LIMITED: there is no median hourly pay gap (2020/21)","summary":"IF TRADE CO LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.5%. Women are 30.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IF TRADE CO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14915/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"325f1413d6aad890d98ab4bab2ab4050","headline":"Portsmouth City Council: women's median hourly pay is 9.3% lower than men's (2020/21)","summary":"Portsmouth City Council reported a median hourly gender pay gap of 9.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.0%. Women are 64.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/156/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"eef0e83e1fb2fab3462638bbbafefb10","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 22.5% lower than men's (2020/21)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 22.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.1%. Women are 65.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-23","captured_at":"2026-07-28 21:38:01"},{"signal_id":"1be8c3aa7394e5616e5ee81f7f718ae2","headline":"POUNDLAND LIMITED: women's median hourly pay is 7.7% lower than men's (2020/21)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 7.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.8%. Women are 34.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d4332607c244211c84df3d181309f682","headline":"POUNDSTRETCHER LIMITED: there is no median hourly pay gap (2020/21)","summary":"POUNDSTRETCHER LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.4%. Women are 56.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDSTRETCHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16755/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"fc1d059418868586d73d712249958bdc","headline":"Powys Council: women's median hourly pay is 7.6% lower than men's (2020/21)","summary":"Powys Council reported a median hourly gender pay gap of 7.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 57.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Powys Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16407/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-06","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3fa0fe77d52c5f88273cc3bad960e427","headline":"PRET A MANGER (EUROPE) LIMITED: there is no median hourly pay gap (2020/21)","summary":"PRET A MANGER (EUROPE) LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 58.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRET A MANGER (EUROPE) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10010/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"8488ff5b0c825354ee62ab2af3e0674a","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 7.9% lower than men's (2020/21)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 7.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 39.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-18","captured_at":"2026-07-28 21:38:01"},{"signal_id":"6c161c1558125a26ba7413d3983eaa17","headline":"PRO-FORCE LIMITED: there is no median hourly pay gap (2020/21)","summary":"PRO-FORCE LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.4%. Women are 36.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRO-FORCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10076/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-27","captured_at":"2026-07-28 21:38:01"},{"signal_id":"368628f7418fbf741af219af8a9b9a56","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 5.2% higher than men's (2020/21)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of -5.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 81.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"b4b96efdaf2db4c23296aaf917112f9d","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 10.2% lower than men's (2020/21)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 10.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.0%. Women are 39.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d607eef7343f5c5dc7875fcfbcaba2c8","headline":"QUEST EMPLOYMENT LIMITED: women's median hourly pay is 0.5% lower than men's (2020/21)","summary":"QUEST EMPLOYMENT LIMITED reported a median hourly gender pay gap of 0.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 37.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEST EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17755/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-29","captured_at":"2026-07-28 21:38:01"},{"signal_id":"84f2a5ee816ded13a51871e9213917fe","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 7.4% lower than men's (2020/21)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 7.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 76.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-17","captured_at":"2026-07-28 21:38:01"},{"signal_id":"c65ff7085002e2ceec58a54898b67ece","headline":"RWW REALISATIONS LIMITED: women's median hourly pay is 100% higher than men's (2020/21)","summary":"RWW REALISATIONS LIMITED reported a median hourly gender pay gap of -100.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 39.2%. Women are 60.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RWW REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18275/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-10","captured_at":"2026-07-28 21:38:01"},{"signal_id":"17c7aaa05eb9fb577d56688f0744a386","headline":"REED STAFFING SERVICES LIMITED: there is no median hourly pay gap (2020/21)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -6.0%. Women are 68.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-16","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d39c85d1c1eaad1ebf8ddfa1ec101d6d","headline":"renfrewshire council: women's median hourly pay is 5.4% lower than men's (2020/21)","summary":"renfrewshire council reported a median hourly gender pay gap of 5.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 74.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"renfrewshire council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18921/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-08-30","captured_at":"2026-07-28 21:38:01"},{"signal_id":"69de7dec85ba65d4c93d448105d263ec","headline":"RIVER ISLAND CLOTHING CO. LIMITED: women's median hourly pay is 8.1% lower than men's (2020/21)","summary":"RIVER ISLAND CLOTHING CO. LIMITED reported a median hourly gender pay gap of 8.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.5%. Women are 68.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RIVER ISLAND CLOTHING CO. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10521/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-26","captured_at":"2026-07-28 21:38:01"},{"signal_id":"79b5ec35c2625e9a34a20964bdd3502f","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 2.8% lower than men's (2020/21)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 2.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.1%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"f7fae61eea2bf7ea48331c60b539c10f","headline":"INTACT INSURANCE UK LIMITED: women's median hourly pay is 27.3% lower than men's (2020/21)","summary":"INTACT INSURANCE UK LIMITED reported a median hourly gender pay gap of 27.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.7%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INTACT INSURANCE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10638/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3be9985d11097e042da80667d6b0085b","headline":"Royal Berkshire Nhs Foundation Trust: women's median hourly pay is 7.4% lower than men's (2020/21)","summary":"Royal Berkshire Nhs Foundation Trust reported a median hourly gender pay gap of 7.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.1%. Women are 65.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Berkshire Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10644/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3ca320eed6e9b2b9c51132271c609783","headline":"Royal Cornwall Hospitals NHS Trusts: women's median hourly pay is 11.2% lower than men's (2020/21)","summary":"Royal Cornwall Hospitals NHS Trusts reported a median hourly gender pay gap of 11.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.4%. Women are 77.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Cornwall Hospitals NHS Trusts","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20228/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-13","captured_at":"2026-07-28 21:38:01"},{"signal_id":"1b3541f748237defbc2a79793d25c6ab","headline":"Royal Devon And Exeter Nhs Foundation Trust General Charity: women's median hourly pay is 11.3% lower than men's (2020/21)","summary":"Royal Devon And Exeter Nhs Foundation Trust General Charity reported a median hourly gender pay gap of 11.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.4%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon And Exeter Nhs Foundation Trust General Charity","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10652/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-28","captured_at":"2026-07-28 21:38:01"},{"signal_id":"378cef7338e18d82c52c85cf386452df","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 12.7% lower than men's (2020/21)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 12.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.1%. Women are 61.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-06","captured_at":"2026-07-28 21:38:01"},{"signal_id":"cbf14ba9cbf4816b81efc627f246465b","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 2.6% lower than men's (2020/21)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 2.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 15.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:38:01"},{"signal_id":"b2b6a106b90a7742ef7c5b34d984aba4","headline":"ROYAL MENCAP SOCIETY: there is no median hourly pay gap (2020/21)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.2%. Women are 72.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3475e5f86bdf5ba67399b904b88a01d1","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 0.2% lower than men's (2020/21)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of 0.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.7%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-23","captured_at":"2026-07-28 21:38:01"},{"signal_id":"4b7dc0254c9e77446b319bea2975429b","headline":"SAFEWAY STORES LIMITED: women's median hourly pay is 16% lower than men's (2020/21)","summary":"SAFEWAY STORES LIMITED reported a median hourly gender pay gap of 16% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.2%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAFEWAY STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10789/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"f6d5fe775a54fdd8c04c2fe61b69d58f","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 5.0% lower than men's (2020/21)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 5.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 39.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-10","captured_at":"2026-07-28 21:38:01"},{"signal_id":"5e91c3904c5530566e00b6c94adb2d25","headline":"Salford Royal Foundation Trust: women's median hourly pay is 10.9% lower than men's (2020/21)","summary":"Salford Royal Foundation Trust reported a median hourly gender pay gap of 10.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.5%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Salford Royal Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10832/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-11","captured_at":"2026-07-28 21:38:01"},{"signal_id":"e77b6690f8bb3598f44281db3da4c9f5","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 1.5% lower than men's (2020/21)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 1.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 25.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"0274844699f9f794ffffae100291eaba","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 5.2% lower than men's (2020/21)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 5.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 69.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-28","captured_at":"2026-07-28 21:38:01"},{"signal_id":"1bf82f71848a3af390fcf469f5284e93","headline":"SANTANDER UK PLC: women's median hourly pay is 27.0% lower than men's (2020/21)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 27.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 30.7%. Women are 39.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-22","captured_at":"2026-07-28 21:38:01"},{"signal_id":"8f241534c0c230005feb9f0942b32736","headline":"SANTIO LIMITED: there is no median hourly pay gap (2020/21)","summary":"SANTIO LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 20.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19326/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-26","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3188e2d4169bd39337b387ccaa0aa681","headline":"SAVILLS (UK) LIMITED: women's median hourly pay is 41.0% lower than men's (2020/21)","summary":"SAVILLS (UK) LIMITED reported a median hourly gender pay gap of 41.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 36.0%. Women are 22.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAVILLS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/654/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-24","captured_at":"2026-07-28 21:38:01"},{"signal_id":"dd1fc2e39d799e54bc8cc195dd5c2fba","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 0.7% lower than men's (2020/21)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 0.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 32.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-26","captured_at":"2026-07-28 21:38:01"},{"signal_id":"fae9c07fabb0734780b26636817c023d","headline":"SEARCH CONSULTANCY LIMITED: women's median hourly pay is 2.5% higher than men's (2020/21)","summary":"SEARCH CONSULTANCY LIMITED reported a median hourly gender pay gap of -2.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -2.4%. Women are 43.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEARCH CONSULTANCY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10975/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"83c4b4627c0ace02234ab769300dd0d4","headline":"SECURITAS SECURITY SERVICES (UK) LIMITED: women's median hourly pay is 6.3% higher than men's (2020/21)","summary":"SECURITAS SECURITY SERVICES (UK) LIMITED reported a median hourly gender pay gap of -6.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -7.1%. Women are 18.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SECURITAS SECURITY SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10987/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-03","captured_at":"2026-07-28 21:38:01"},{"signal_id":"85b1cedb78d7db00bd16b4734219d989","headline":"SELLAFIELD LIMITED: women's median hourly pay is 11.5% lower than men's (2020/21)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 11.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 15.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-24","captured_at":"2026-07-28 21:38:01"},{"signal_id":"be3b744f31fc37abd949f12077e593ac","headline":"SERCO LIMITED: women's median hourly pay is 10.3% lower than men's (2020/21)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 10.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 35.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-08","captured_at":"2026-07-28 21:38:01"},{"signal_id":"9255bda30be399ef26ef286f43eb1fcb","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 9.3% lower than men's (2020/21)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 9.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 28.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-26","captured_at":"2026-07-28 21:38:01"},{"signal_id":"64fe25c3c01117299d196f5f760037e0","headline":"Sheffield City Council HQ: women's median hourly pay is 5.6% lower than men's (2020/21)","summary":"Sheffield City Council HQ reported a median hourly gender pay gap of 5.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.5%. Women are 61.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield City Council HQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11107/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-20","captured_at":"2026-07-28 21:38:01"},{"signal_id":"460e16adf0a43f7c8c90f3918494ca39","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 11.5% lower than men's (2020/21)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 11.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.3%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-13","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d7f32c867071c948c43013a613121fce","headline":"Sherwood Forest Hospitals NHS Foundation Trust: women's median hourly pay is 14.0% lower than men's (2020/21)","summary":"Sherwood Forest Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 14.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 30.5%. Women are 68.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sherwood Forest Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16207/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-23","captured_at":"2026-07-28 21:38:01"},{"signal_id":"2cfc26c0dd46f1f0da182acafe90200f","headline":"SINGLE RESOURCE LIMITED: women's median hourly pay is 1.3% lower than men's (2020/21)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 1.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.0%. Women are 26.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"a9f79b75bbd2353f101ef601194ac66e","headline":"FOUNDEVER GB LIMITED: women's median hourly pay is 1.4% higher than men's (2020/21)","summary":"FOUNDEVER GB LIMITED reported a median hourly gender pay gap of -1.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 33.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FOUNDEVER GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11218/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"61376fb15cfa88985d975e4d7c2e59a9","headline":"SKY CP LIMITED: women's median hourly pay is 14.5% lower than men's (2020/21)","summary":"SKY CP LIMITED reported a median hourly gender pay gap of 14.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 22.0%. Women are 18.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY CP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11235/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"55d2551dab74ac86cb3179b2a76d612e","headline":"SKY IN-HOME SERVICE LIMITED: women's median hourly pay is 13.9% lower than men's (2020/21)","summary":"SKY IN-HOME SERVICE LIMITED reported a median hourly gender pay gap of 13.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 4.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY IN-HOME SERVICE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11236/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"7a02a45c975a47aec1ebaae0a3f6903b","headline":"SKY RETAIL STORES LIMITED: women's median hourly pay is 6.2% lower than men's (2020/21)","summary":"SKY RETAIL STORES LIMITED reported a median hourly gender pay gap of 6.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 16.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY RETAIL STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11239/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"34556b02cd0a92d3bb051ef46372c910","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 1.8% lower than men's (2020/21)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 1.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 41.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"4d7b3f52bad096ec41858bd6ee324e26","headline":"SKY UK LIMITED: women's median hourly pay is 11.6% lower than men's (2020/21)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 11.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.1%. Women are 32.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"a0c7b7d2ba76aac4050663d70666eef7","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 10.5% higher than men's (2020/21)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of -10.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -5.7%. Women are 64.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"9d913a6380262d04d5bdcf79808097b7","headline":"SMYTHS TOYS UK LIMITED: women's median hourly pay is 1% higher than men's (2020/21)","summary":"SMYTHS TOYS UK LIMITED reported a median hourly gender pay gap of -1.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 24.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SMYTHS TOYS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11292/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-16","captured_at":"2026-07-28 21:38:01"},{"signal_id":"429adf839db30157fb27bb8cd139da0a","headline":"SODEXO LIMITED: women's median hourly pay is 11.8% lower than men's (2020/21)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 11.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 41.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"08865ff052a7a7b34809fbc6a909091b","headline":"Solihull Metropolitan Borough Council: women's median hourly pay is 20.3% lower than men's (2020/21)","summary":"Solihull Metropolitan Borough Council reported a median hourly gender pay gap of 20.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Solihull Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11324/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-28","captured_at":"2026-07-28 21:38:01"},{"signal_id":"b71a2bd29d0cd64a5cc27d9b9f2e56cf","headline":"South London And Maudsley Nhs Foundation Trust: women's median hourly pay is 12.2% lower than men's (2020/21)","summary":"South London And Maudsley Nhs Foundation Trust reported a median hourly gender pay gap of 12.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 62.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South London And Maudsley Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11381/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-16","captured_at":"2026-07-28 21:38:01"},{"signal_id":"665a4409afad5fd442e45671c111bf4d","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 19.5% lower than men's (2020/21)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 19.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.5%. Women are 68.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-14","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d2669a14d1807d684c9a2e833f704f2e","headline":"South Tyneside and Sunderland NHS Foundation Trust: women's median hourly pay is 12.0% lower than men's (2020/21)","summary":"South Tyneside and Sunderland NHS Foundation Trust reported a median hourly gender pay gap of 12.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.9%. Women are 85.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tyneside and Sunderland NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20267/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-27","captured_at":"2026-07-28 21:38:01"},{"signal_id":"c0344681821a1b8d549210c96ba565f0","headline":"South Wales Police: women's median hourly pay is 21.7% lower than men's (2020/21)","summary":"South Wales Police reported a median hourly gender pay gap of 21.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-03","captured_at":"2026-07-28 21:38:01"},{"signal_id":"5871bc01c93a198f828f4261654d97cc","headline":"South Warwickshire General Hospital Nhs Trust: women's median hourly pay is 7.9% lower than men's (2020/21)","summary":"South Warwickshire General Hospital Nhs Trust reported a median hourly gender pay gap of 7.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 86.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Warwickshire General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11400/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-16","captured_at":"2026-07-28 21:38:01"},{"signal_id":"af615ddb2a4c56fa81a4a88af97dfa37","headline":"South West Yorkshire Partnership N H S Foundation Trust: women's median hourly pay is 12.9% lower than men's (2020/21)","summary":"South West Yorkshire Partnership N H S Foundation Trust reported a median hourly gender pay gap of 12.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South West Yorkshire Partnership N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11404/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"6321018b115c4838df80a00c001414c6","headline":"South Yorkshire Police: women's median hourly pay is 17.5% lower than men's (2020/21)","summary":"South Yorkshire Police reported a median hourly gender pay gap of 17.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 34.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11409/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"51838eff291c1c8e88b6263be3711681","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 6.6% lower than men's (2020/21)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 6.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 16.4%. Women are 75.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-06","captured_at":"2026-07-28 21:38:01"},{"signal_id":"03461ca8ecbff67b8205c51ac9685eaa","headline":"FRASERS GROUP TRADING LIMITED: there is no median hourly pay gap (2020/21)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 41.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"6d3189e5c470c90292c7203c71880dbd","headline":"SSE PLC: women's median hourly pay is 18.40% lower than men's (2020/21)","summary":"SSE PLC reported a median hourly gender pay gap of 18.40% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.10%. Women are 14.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-30","captured_at":"2026-07-28 21:38:01"},{"signal_id":"211b76da210e050da9a2f50df0d907c7","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 9.5% lower than men's (2020/21)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 9.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 60.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"7d7cdfda3eb61f74622dbeb7aed0a05e","headline":"St Helen's Metropolitan Borough Council: there is no median hourly pay gap (2020/21)","summary":"St Helen's Metropolitan Borough Council reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 66.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helen's Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11561/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"ab5847ba217b1d0e5766497b3d30fb03","headline":"St Helens and Knowsley Teaching Hospitals NHS Trust: women's median hourly pay is 16.1% lower than men's (2020/21)","summary":"St Helens and Knowsley Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 16.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.3%. Women are 72.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helens and Knowsley Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16392/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-20","captured_at":"2026-07-28 21:38:01"},{"signal_id":"ad5798311fe388ccf9983202a87c87f4","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 2.6% lower than men's (2020/21)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 2.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 19.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-21","captured_at":"2026-07-28 21:38:01"},{"signal_id":"134212303115385cd7af84820c80577d","headline":"Stockport Nhs Foundation Trust: women's median hourly pay is 3.1% lower than men's (2020/21)","summary":"Stockport Nhs Foundation Trust reported a median hourly gender pay gap of 3.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.8%. Women are 72.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Stockport Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11728/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-09","captured_at":"2026-07-28 21:38:01"},{"signal_id":"8756bafd5d96a555ae6fc62699f92061","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 35.3% lower than men's (2020/21)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 35.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 34.7%. Women are 33.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-02","captured_at":"2026-07-28 21:38:01"},{"signal_id":"b4f5337a49f7078e1391a3773f206ec8","headline":"SUBSEA 7 (UK SERVICE COMPANY) LIMITED: women's median hourly pay is 35.0% lower than men's (2020/21)","summary":"SUBSEA 7 (UK SERVICE COMPANY) LIMITED reported a median hourly gender pay gap of 35.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 33.6%. Women are 12.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUBSEA 7 (UK SERVICE COMPANY) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11780/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"02ec1b5e76ba10aabbabc548de35fe17","headline":"SUEZ RECYCLING AND RECOVERY UK LTD: women's median hourly pay is 2.9% higher than men's (2020/21)","summary":"SUEZ RECYCLING AND RECOVERY UK LTD reported a median hourly gender pay gap of -2.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -4.6%. Women are 19.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUEZ RECYCLING AND RECOVERY UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11785/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:38:01"},{"signal_id":"95722ac4c3c24ed50ffbac4ef15c615a","headline":"Suffolk County Council: women's median hourly pay is 17.7% lower than men's (2020/21)","summary":"Suffolk County Council reported a median hourly gender pay gap of 17.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 64.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-12","captured_at":"2026-07-28 21:38:01"},{"signal_id":"aca5fe4ecf50d3e2671659004d3f691a","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 9.2% lower than men's (2020/21)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 9.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.4%. Women are 62.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"9e41f6cf58fe64dba877ed6da8353776","headline":"Surrey County Council: women's median hourly pay is 12.8% lower than men's (2020/21)","summary":"Surrey County Council reported a median hourly gender pay gap of 12.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 65.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3a84cc7bbc012c3955f0ab49f5b10d19","headline":"Sussex Community NHS Foundation Trust: women's median hourly pay is 0.1% lower than men's (2020/21)","summary":"Sussex Community NHS Foundation Trust reported a median hourly gender pay gap of 0.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 82.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Community NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11847/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-09","captured_at":"2026-07-28 21:38:01"},{"signal_id":"629c7873b79868d7ca76acd4566754d6","headline":"Sussex Police: women's median hourly pay is 15.2% lower than men's (2020/21)","summary":"Sussex Police reported a median hourly gender pay gap of 15.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 29.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11850/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-24","captured_at":"2026-07-28 21:38:01"},{"signal_id":"8978b7564d7bb0295131092927e1982c","headline":"Swansea Council: women's median hourly pay is 11.2% lower than men's (2020/21)","summary":"Swansea Council reported a median hourly gender pay gap of 11.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 54.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-31","captured_at":"2026-07-28 21:38:01"},{"signal_id":"787899dfbe6c90bf367b942e3c749b1a","headline":"SWISSPORT GB LIMITED: women's median hourly pay is 4.3% lower than men's (2020/21)","summary":"SWISSPORT GB LIMITED reported a median hourly gender pay gap of 4.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 26.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SWISSPORT GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11902/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-27","captured_at":"2026-07-28 21:38:01"},{"signal_id":"68a5439bb142707a037ea92074ed51cc","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 16.4% lower than men's (2020/21)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 16.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.4%. Women are 16.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-09","captured_at":"2026-07-28 21:38:01"},{"signal_id":"43f53e408487818523327274bb38130d","headline":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED: women's median hourly pay is 2.9% higher than men's (2020/21)","summary":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED reported a median hourly gender pay gap of -2.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -9.9%. Women are 1.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11961/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"56cc8157dc57b8dc5df6b53146875c6c","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 16.0% lower than men's (2020/21)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 16.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.0%. Women are 8.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-08","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3f391852c8705398c45198832403ad89","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 4.6% lower than men's (2020/21)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 4.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -1.4%. Women are 10.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-09","captured_at":"2026-07-28 21:38:01"},{"signal_id":"93d849ba92a22a4601ce0baf4544d057","headline":"Taunton And Somerset Nhs Foundation Trust: women's median hourly pay is 6.7% lower than men's (2020/21)","summary":"Taunton And Somerset Nhs Foundation Trust reported a median hourly gender pay gap of 6.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.3%. Women are 68.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Taunton And Somerset Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12030/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-23","captured_at":"2026-07-28 21:38:01"},{"signal_id":"5c72aac6846d9080b33a76c449d0bb93","headline":"TAYLOR WIMPEY UK LIMITED: women's median hourly pay is 18% higher than men's (2020/21)","summary":"TAYLOR WIMPEY UK LIMITED reported a median hourly gender pay gap of -18.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -6.0%. Women are 32.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TAYLOR WIMPEY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12039/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-08","captured_at":"2026-07-28 21:38:01"},{"signal_id":"23262eefcfff22fe800124222d5180b9","headline":"TECH MAHINDRA LIMITED: women's median hourly pay is 1.2% lower than men's (2020/21)","summary":"TECH MAHINDRA LIMITED reported a median hourly gender pay gap of 1.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.6%. Women are 15.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TECH MAHINDRA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20667/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:01"},{"signal_id":"01addd0425478080a541fc8d15e528ae","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 8.9% lower than men's (2020/21)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 8.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"2f9c1f5c49b60dd76218d152ab5a4c03","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 4.0% lower than men's (2020/21)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of 4.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 41.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:01"},{"signal_id":"24d6c1ea0c5f09f44d686258541c3944","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 23.6% lower than men's (2020/21)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 23.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 28.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-08-20","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3085790b62b3afa1d7d9bd704ed76dfd","headline":"TELEPERFORMANCE LIMITED: women's median hourly pay is 2.3% higher than men's (2020/21)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of -2.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 47.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-02","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d667ed8b0e5c4582f33582d715ac959d","headline":"TESCO STORES LIMITED: women's median hourly pay is 6.6% lower than men's (2020/21)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 6.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 40.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-24","captured_at":"2026-07-28 21:38:01"},{"signal_id":"c830d54301a0223d741397c29014cbb7","headline":"THALES UK LIMITED: women's median hourly pay is 15.0% lower than men's (2020/21)","summary":"THALES UK LIMITED reported a median hourly gender pay gap of 15.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 16.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THALES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12166/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"1749863384c3f3340e94cd9c236f5b5d","headline":"Thames Valley Police: women's median hourly pay is 19.8% lower than men's (2020/21)","summary":"Thames Valley Police reported a median hourly gender pay gap of 19.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-24","captured_at":"2026-07-28 21:38:01"},{"signal_id":"b7c2904c9af84dfac56cd34d99f78216","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 11.20% lower than men's (2020/21)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 11.20% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.50%. Women are 27.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-07-03","captured_at":"2026-07-28 21:38:01"},{"signal_id":"196354d73c0d3493ff2e7ea4a4e7863d","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 5.2% lower than men's (2020/21)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 5.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-06","captured_at":"2026-07-28 21:38:01"},{"signal_id":"ad065b8f756352e04f488bb8f75bddd9","headline":"CURRYS RETAIL LIMITED: women's median hourly pay is 10.7% lower than men's (2020/21)","summary":"CURRYS RETAIL LIMITED reported a median hourly gender pay gap of 10.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 29.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12259/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-20","captured_at":"2026-07-28 21:38:01"},{"signal_id":"3ebd6f43528306bd6188f221f60ef454","headline":"The Dudley Group NHS Foundation Trust: women's median hourly pay is 24.4% lower than men's (2020/21)","summary":"The Dudley Group NHS Foundation Trust reported a median hourly gender pay gap of 24.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 35.2%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Dudley Group NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12332/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-12","captured_at":"2026-07-28 21:38:01"},{"signal_id":"64e50a08b6df19433f4d8199efa830dd","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 2.3% lower than men's (2020/21)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 2.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-17","captured_at":"2026-07-28 21:38:01"},{"signal_id":"0ce365c0df1ec9e4a5421b1cd13bcb94","headline":"The National Crime Agency: women's median hourly pay is 11.2% lower than men's (2020/21)","summary":"The National Crime Agency reported a median hourly gender pay gap of 11.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 28.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Crime Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12475/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-06","captured_at":"2026-07-28 21:38:01"},{"signal_id":"7a0d1bf83d2e59e3f21db039e7d6f15a","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 7.9% lower than men's (2020/21)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 7.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 59.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"ab160d1527da8d50ba7e9c3facee9251","headline":"The Open University: women's median hourly pay is 5.7% lower than men's (2020/21)","summary":"The Open University reported a median hourly gender pay gap of 5.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 55.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-08","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d1d6408d119cc52e3b3b93b29387a394","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 16.6% lower than men's (2020/21)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 16.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 25.2%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-15","captured_at":"2026-07-28 21:38:01"},{"signal_id":"0913051f6d281049566781d9a827c3c8","headline":"The Pennine Acute Hospitals NHS Trust: women's median hourly pay is 8.6% lower than men's (2020/21)","summary":"The Pennine Acute Hospitals NHS Trust reported a median hourly gender pay gap of 8.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.5%. Women are 69.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Pennine Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12512/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-11","captured_at":"2026-07-28 21:38:01"},{"signal_id":"80600387a1a427e5deb94f4712e4f976","headline":"The Royal Cornwall Hospital: women's median hourly pay is 18.9% lower than men's (2020/21)","summary":"The Royal Cornwall Hospital reported a median hourly gender pay gap of 18.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.7%. Women are 63.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Cornwall Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12560/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"f21a1f4f612283cd507280b975e2cf79","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 17.3% lower than men's (2020/21)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 17.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.0%. Women are 65.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-09","captured_at":"2026-07-28 21:38:01"},{"signal_id":"ba34e106cb943978191cc86136e0ae1f","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 11.8% lower than men's (2020/21)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 11.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.2%. Women are 40.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-12","captured_at":"2026-07-28 21:38:01"},{"signal_id":"f25991c2c68368752dfc192b0e611406","headline":"THE UNIVERSITY OF MANCHESTER CONFERENCES LIMITED: there is no median hourly pay gap (2020/21)","summary":"THE UNIVERSITY OF MANCHESTER CONFERENCES LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.4%. Women are 51.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER CONFERENCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12621/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-11","captured_at":"2026-07-28 21:38:01"},{"signal_id":"1c041f7e5fddc3b01410cd8bc99d7bf0","headline":"THG PLC: women's median hourly pay is 7.4% lower than men's (2020/21)","summary":"THG PLC reported a median hourly gender pay gap of 7.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.9%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THG PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12406/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-25","captured_at":"2026-07-28 21:38:01"},{"signal_id":"27ba64e548265052f91f2244a4f95c79","headline":"THURSDAYS (UK) LIMITED: there is no median hourly pay gap (2020/21)","summary":"THURSDAYS (UK) LIMITED reported a median hourly gender pay gap of 0.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 57.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THURSDAYS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12713/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:01"},{"signal_id":"0473d43231749a0651964ebbcd55a235","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 6.1% lower than men's (2020/21)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 6.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.4%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-06","captured_at":"2026-07-28 21:38:01"},{"signal_id":"c83db405abbba7fc1213026d8c894c30","headline":"Transport for London: women's median hourly pay is 9.4% lower than men's (2020/21)","summary":"Transport for London reported a median hourly gender pay gap of 9.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 36.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-27","captured_at":"2026-07-28 21:38:01"},{"signal_id":"76b017ad564af597def87c7d7d7e49e1","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 17.0% lower than men's (2020/21)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 17.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.5%. Women are 55.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:01"},{"signal_id":"2e38bfe2f4d625a4c781e2c3a0e4d940","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 3.2% lower than men's (2020/21)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 3.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 26.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-07","captured_at":"2026-07-28 21:38:01"},{"signal_id":"d5828bc427b1efc1bf17290310979d72","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 1.3% higher than men's (2020/21)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of -1.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is -4.0%. Women are 16.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-08","captured_at":"2026-07-28 21:38:02"},{"signal_id":"b7c3652be4a6b0aa43315c4f471ebb61","headline":"TSB BANK PLC: women's median hourly pay is 24% lower than men's (2020/21)","summary":"TSB BANK PLC reported a median hourly gender pay gap of 24% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 32.9%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TSB BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/355/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-29","captured_at":"2026-07-28 21:38:02"},{"signal_id":"443b502ac4a6354194e927d67cafc6ff","headline":"UCL: women's median hourly pay is 7.6% lower than men's (2020/21)","summary":"UCL reported a median hourly gender pay gap of 7.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 40.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-24","captured_at":"2026-07-28 21:38:02"},{"signal_id":"af7bd2d7f1d82dc6087f15f5b27f29d9","headline":"UK Armed Forces: women's median hourly pay is 0.8% lower than men's (2020/21)","summary":"UK Armed Forces reported a median hourly gender pay gap of 0.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 1.2%. Women are 10.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-15","captured_at":"2026-07-28 21:38:02"},{"signal_id":"bc6431125f689588b5534b6680d8f8e9","headline":"UK POWER NETWORKS (OPERATIONS) LIMITED: women's median hourly pay is 15.0% lower than men's (2020/21)","summary":"UK POWER NETWORKS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 15.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.0%. Women are 10.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK POWER NETWORKS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13073/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:02"},{"signal_id":"82be24026daa0f707967bd6921c5ea9b","headline":"UMBRELLA-COMPANY LIMITED: women's median hourly pay is 3% higher than men's (2020/21)","summary":"UMBRELLA-COMPANY LIMITED reported a median hourly gender pay gap of -3.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.0%. Women are 35.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UMBRELLA-COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13096/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"dbffc7c0ab4ea11ada3a23be9cd73bf6","headline":"UMBRELLA.CO.UK PAY LIMITED: women's median hourly pay is 3% higher than men's (2020/21)","summary":"UMBRELLA.CO.UK PAY LIMITED reported a median hourly gender pay gap of -3.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.0%. Women are 35.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UMBRELLA.CO.UK PAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20714/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-08","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a9401b60eff1f0a1f806894b3de7b537","headline":"United Kingdom Research and Innovation: women's median hourly pay is 10.7% lower than men's (2020/21)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 10.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"eb708b87b0d6d1b1f2cc410fd9ac3239","headline":"UNITED LEARNING TRUST: women's median hourly pay is 20.8% lower than men's (2020/21)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 20.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.9%. Women are 65.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"0f7c68d932662b51a2bdd45cbc798dc8","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 16.8% lower than men's (2020/21)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 16.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.4%. Women are 66.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-23","captured_at":"2026-07-28 21:38:02"},{"signal_id":"fcb47064253e1895037e8a92d6a2912e","headline":"UNITED UTILITIES GROUP PLC: women's median hourly pay is 15.3% lower than men's (2020/21)","summary":"UNITED UTILITIES GROUP PLC reported a median hourly gender pay gap of 15.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 30.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13144/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"51dd9bc5bde36c80e7a3f986f92899ef","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 15.2% lower than men's (2020/21)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 15.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 28.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d57950bc02fa099c8167024035f2d57d","headline":"University College Hospital NHS Trust: women's median hourly pay is 9.4% lower than men's (2020/21)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 9.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 58.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-21","captured_at":"2026-07-28 21:38:02"},{"signal_id":"1d54e671f7443c8be546d9d2a4c433be","headline":"University Hospital Coventry and Warwickshire NHS Trust: women's median hourly pay is 23.1% lower than men's (2020/21)","summary":"University Hospital Coventry and Warwickshire NHS Trust reported a median hourly gender pay gap of 23.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 33.2%. Women are 60.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Coventry and Warwickshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13473/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"e8c8bb509d4fd09759b5f04d11f26a31","headline":"University Hospital Southampton NHS Foundation Trust: women's median hourly pay is 10.0% lower than men's (2020/21)","summary":"University Hospital Southampton NHS Foundation Trust reported a median hourly gender pay gap of 10.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 24.8%. Women are 61.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Southampton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17217/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-22","captured_at":"2026-07-28 21:38:02"},{"signal_id":"5649aac7c0a175db10e75296a5af0e7f","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 13.2% lower than men's (2020/21)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 13.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.1%. Women are 62.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-22","captured_at":"2026-07-28 21:38:02"},{"signal_id":"f13dee7cdae146c422dab804ba916a28","headline":"University Hospitals Bristol and Weston NHS Foundation Trust: women's median hourly pay is 1.0% lower than men's (2020/21)","summary":"University Hospitals Bristol and Weston NHS Foundation Trust reported a median hourly gender pay gap of 1.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.6%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol and Weston NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20028/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:02"},{"signal_id":"81fdd7c5decc62b2ea2b762f2bb7c7c3","headline":"University Hospitals Dorset NHS Foundation Trust: women's median hourly pay is 7.0% lower than men's (2020/21)","summary":"University Hospitals Dorset NHS Foundation Trust reported a median hourly gender pay gap of 7.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.0%. Women are 65.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Dorset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20710/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-07","captured_at":"2026-07-28 21:38:02"},{"signal_id":"f4873ea9ac7775ae1c9fb9ca3e9c428b","headline":"University Hospitals of Derby and Burton NHS Foundation Trust: women's median hourly pay is 19.6% lower than men's (2020/21)","summary":"University Hospitals of Derby and Burton NHS Foundation Trust reported a median hourly gender pay gap of 19.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 32.0%. Women are 65.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals of Derby and Burton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19430/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-15","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d5aa65f9d4e832ecf2cd667ded4feeb3","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 15.3% lower than men's (2020/21)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 15.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 28.7%. Women are 61.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-12","captured_at":"2026-07-28 21:38:02"},{"signal_id":"082870a6137697080803c4a040a24540","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 7.9% lower than men's (2020/21)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 7.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 29.3%. Women are 71.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-11-12","captured_at":"2026-07-28 21:38:02"},{"signal_id":"54b2c2502cc0be6f09907c57b75262ab","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 12.6% lower than men's (2020/21)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 12.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 27.7%. Women are 65.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-21","captured_at":"2026-07-28 21:38:02"},{"signal_id":"54f24e5153ed67e0f956832f431d4a45","headline":"THE UNIVERSITY OF BIRMINGHAM: women's median hourly pay is 19.6% lower than men's (2020/21)","summary":"THE UNIVERSITY OF BIRMINGHAM reported a median hourly gender pay gap of 19.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 38.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF BIRMINGHAM","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13169/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"310a0c8d8956b578d2d4e7337fb923e3","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 13.7% lower than men's (2020/21)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 13.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 40.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:02"},{"signal_id":"85d12a1a3932cf666e11ba230ba7b6d2","headline":"University Of Cambridge: women's median hourly pay is 11.1% lower than men's (2020/21)","summary":"University Of Cambridge reported a median hourly gender pay gap of 11.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-25","captured_at":"2026-07-28 21:38:02"},{"signal_id":"ed3ca96db7cb284a6b529410245a9416","headline":"UNIVERSITY OF EAST ANGLIA: women's median hourly pay is 23.4% lower than men's (2020/21)","summary":"UNIVERSITY OF EAST ANGLIA reported a median hourly gender pay gap of 23.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 46.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF EAST ANGLIA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13175/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-05","captured_at":"2026-07-28 21:38:02"},{"signal_id":"7221938366f967ac0c43f1087f535076","headline":"University of Exeter: women's median hourly pay is 20.0% lower than men's (2020/21)","summary":"University of Exeter reported a median hourly gender pay gap of 20.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.2%. Women are 44.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"f35608c2aba3a1dfaa9ad24c15ec7462","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 13.6% lower than men's (2020/21)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 13.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.5%. Women are 40.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2020-12-10","captured_at":"2026-07-28 21:38:02"},{"signal_id":"de23f9c0824d2eb749fa7c488b9926a6","headline":"University of Leicester: women's median hourly pay is 19% lower than men's (2020/21)","summary":"University of Leicester reported a median hourly gender pay gap of 19% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.3%. Women are 42.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-29","captured_at":"2026-07-28 21:38:02"},{"signal_id":"151d3bce576f7e790fae726de22513d9","headline":"UNIVERSITY OF LIVERPOOL: women's median hourly pay is 16.2% lower than men's (2020/21)","summary":"UNIVERSITY OF LIVERPOOL reported a median hourly gender pay gap of 16.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.2%. Women are 40.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LIVERPOOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13184/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:02"},{"signal_id":"36d76060ba74eab0bcbd5b2da7834309","headline":"University of Oxford: women's median hourly pay is 13.7% lower than men's (2020/21)","summary":"University of Oxford reported a median hourly gender pay gap of 13.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.1%. Women are 40.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Oxford","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14396/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-02","captured_at":"2026-07-28 21:38:02"},{"signal_id":"ba75c06802b2795cbccc1cb14c131254","headline":"University of Southampton: women's median hourly pay is 18.6% lower than men's (2020/21)","summary":"University of Southampton reported a median hourly gender pay gap of 18.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.9%. Women are 37.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Southampton","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/163/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-30","captured_at":"2026-07-28 21:38:02"},{"signal_id":"2158612e8044708ae247044d0c538ae5","headline":"University of the Arts, London: women's median hourly pay is 7.0% lower than men's (2020/21)","summary":"University of the Arts, London reported a median hourly gender pay gap of 7.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 58.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of the Arts, London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/192/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-08","captured_at":"2026-07-28 21:38:02"},{"signal_id":"0f78b4bf4ae08087ea98934d4dd08051","headline":"University of Warwick: women's median hourly pay is 23.3% lower than men's (2020/21)","summary":"University of Warwick reported a median hourly gender pay gap of 23.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 26.8%. Women are 36.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-28","captured_at":"2026-07-28 21:38:02"},{"signal_id":"e7fb4937f9b1bc0168839b23329a58d5","headline":"University of York: women's median hourly pay is 18.6% lower than men's (2020/21)","summary":"University of York reported a median hourly gender pay gap of 18.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.1%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of York","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/296/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-07","captured_at":"2026-07-28 21:38:02"},{"signal_id":"c01911bc620bdd900245bc4c24428c67","headline":"VETPARTNERS PRACTICES LIMITED: women's median hourly pay is 48.0% lower than men's (2020/21)","summary":"VETPARTNERS PRACTICES LIMITED reported a median hourly gender pay gap of 48.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 41.0%. Women are 64.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VETPARTNERS PRACTICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19265/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-13","captured_at":"2026-07-28 21:38:02"},{"signal_id":"c377398f08e95f45e4028c32f0c6beae","headline":"VIRGIN ATLANTIC LIMITED: women's median hourly pay is 51.6% lower than men's (2020/21)","summary":"VIRGIN ATLANTIC LIMITED reported a median hourly gender pay gap of 51.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 66.4%. Women are 18.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13330/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"55bc0d4ef2bb9303d1d0feeeb1c93865","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 0.7% lower than men's (2020/21)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of 0.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 0.3%. Women are 28.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:38:02"},{"signal_id":"9276e30581a6b6534d9fd61ecf65f052","headline":"VISION EXPRESS (UK) LIMITED: women's median hourly pay is 26.0% lower than men's (2020/21)","summary":"VISION EXPRESS (UK) LIMITED reported a median hourly gender pay gap of 26.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 23.0%. Women are 63.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VISION EXPRESS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13347/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"aef1b3ec56b92010317253e44a57ae22","headline":"VODAFONE LIMITED: women's median hourly pay is 19.2% lower than men's (2020/21)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 19.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 25.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-02-19","captured_at":"2026-07-28 21:38:02"},{"signal_id":"f705af404888bb46c04d04f40057ecef","headline":"VOYAGE 1 LIMITED: women's median hourly pay is 1.6% lower than men's (2020/21)","summary":"VOYAGE 1 LIMITED reported a median hourly gender pay gap of 1.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 73.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VOYAGE 1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15600/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-08","captured_at":"2026-07-28 21:38:02"},{"signal_id":"bec50f955bcc9d405a53388baa5e1688","headline":"WAGAMAMA LIMITED: women's median hourly pay is 44.3% lower than men's (2020/21)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of 44.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 18.9%. Women are 50.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-12","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d3534df21293c1de96ef4d533e39a8b5","headline":"Wakefield Metropolitan District Council: women's median hourly pay is 2.6% higher than men's (2020/21)","summary":"Wakefield Metropolitan District Council reported a median hourly gender pay gap of -2.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wakefield Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13450/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-21","captured_at":"2026-07-28 21:38:02"},{"signal_id":"cd9bb93860beec496109f27adffa407e","headline":"West Hertfordshire Hospitals NHS Trust: women's median hourly pay is 12.0% lower than men's (2020/21)","summary":"West Hertfordshire Hospitals NHS Trust reported a median hourly gender pay gap of 12.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 27.3%. Women are 65.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Hertfordshire Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13618/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-01-14","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d9fec6b1e1722c8fc7dae5d2cc0c23e6","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 15.5% lower than men's (2020/21)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 15.5% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 38.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-06","captured_at":"2026-07-28 21:38:02"},{"signal_id":"abae9e11f1aa3173226b02d468bd0cfe","headline":"West Midlands Police: women's median hourly pay is 9.3% lower than men's (2020/21)","summary":"West Midlands Police reported a median hourly gender pay gap of 9.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 28.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-23","captured_at":"2026-07-28 21:38:02"},{"signal_id":"f59da5db7fe167c2715cd42aabaca413","headline":"West Yorkshire Police: women's median hourly pay is 17.2% lower than men's (2020/21)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 17.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 28.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-26","captured_at":"2026-07-28 21:38:02"},{"signal_id":"8614d93d0fc4c179130b60b3754677f5","headline":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC: women's median hourly pay is 11.8% lower than men's (2020/21)","summary":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC reported a median hourly gender pay gap of 11.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 12.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13655/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-21","captured_at":"2026-07-28 21:38:02"},{"signal_id":"bbb5368898addf0ed11670fd1a54fadc","headline":"Western Sussex Hospitals Nhs Foundation Trust: women's median hourly pay is 1.2% lower than men's (2020/21)","summary":"Western Sussex Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 1.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 68.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Western Sussex Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13657/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-12","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d9fc6c6cb3d7b3b2c3c0fd02d7c09856","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 5.8% lower than men's (2020/21)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 5.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 61.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-03-03","captured_at":"2026-07-28 21:38:02"},{"signal_id":"80d14dbb8586b330046327825672f7b0","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 14.6% lower than men's (2020/21)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 14.6% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 28.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-08","captured_at":"2026-07-28 21:38:02"},{"signal_id":"4ec32ca972360d7090eb39b3b4cdbcbe","headline":"WL REALISATIONS (2023) LIMITED: women's median hourly pay is 4.7% lower than men's (2020/21)","summary":"WL REALISATIONS (2023) LIMITED reported a median hourly gender pay gap of 4.7% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 11.0%. Women are 52.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WL REALISATIONS (2023) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13776/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-12","captured_at":"2026-07-28 21:38:02"},{"signal_id":"2e6a79c5dbb7309e7e2346b7574b892a","headline":"WILLIAM HILL LIMITED: women's median hourly pay is 1.9% lower than men's (2020/21)","summary":"WILLIAM HILL LIMITED reported a median hourly gender pay gap of 1.9% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 40.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILLIAM HILL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/279/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-06","captured_at":"2026-07-28 21:38:02"},{"signal_id":"ac8e1cfe389351122434f6789fe55962","headline":"WILSON JAMES LIMITED: women's median hourly pay is 14.0% lower than men's (2020/21)","summary":"WILSON JAMES LIMITED reported a median hourly gender pay gap of 14.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 19.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILSON JAMES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/295/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"844053847f2e506049f5b08646cc5d81","headline":"WINCANTON GROUP LIMITED: women's median hourly pay is 10.0% lower than men's (2020/21)","summary":"WINCANTON GROUP LIMITED reported a median hourly gender pay gap of 10.0% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 12.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18851/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-07","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d44b34325d4e8caf9ca2a3a3adea224e","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 6.2% lower than men's (2020/21)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 6.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 21.1%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-17","captured_at":"2026-07-28 21:38:02"},{"signal_id":"ec29ec3c097a364e44d0cccf0467cedf","headline":"WM MORRISON SUPERMARKETS LIMITED: women's median hourly pay is 12% lower than men's (2020/21)","summary":"WM MORRISON SUPERMARKETS LIMITED reported a median hourly gender pay gap of 12% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 12.1%. Women are 40.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WM MORRISON SUPERMARKETS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8643/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a0f890a71d458e6827fbfbffcb86c6c6","headline":"Worcestershire Acute Hospitals NHS Trust: women's median hourly pay is 15.8% lower than men's (2020/21)","summary":"Worcestershire Acute Hospitals NHS Trust reported a median hourly gender pay gap of 15.8% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.7%. Women are 69.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Worcestershire Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16751/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-07","captured_at":"2026-07-28 21:38:02"},{"signal_id":"b23ab313029f4dc558efc75e8f851f36","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 15.1% lower than men's (2020/21)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 15.1% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.5%. Women are 70.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"facbf3c180fdc42779acc7761f5b0338","headline":"WSP UK LIMITED: women's median hourly pay is 17.2% lower than men's (2020/21)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 17.2% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 20.2%. Women are 17.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-05-06","captured_at":"2026-07-28 21:38:02"},{"signal_id":"e3c54505c4cd353cadc97759b2a81dcf","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 19.4% lower than men's (2020/21)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 19.4% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 31.5%. Women are 67.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-28","captured_at":"2026-07-28 21:38:02"},{"signal_id":"6495b9d1c6da6d95501339d3fa83cd81","headline":"Yorkshire Ambulance Service Nhs Trust: women's median hourly pay is 5.3% lower than men's (2020/21)","summary":"Yorkshire Ambulance Service Nhs Trust reported a median hourly gender pay gap of 5.3% for the 2020/21 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 43.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Yorkshire Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14030/reporting-year-2020/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-04-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"68ccb5cfe794340b8c636d51f8260600","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 5.6% lower than men's (2021/22)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 5.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 34.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-11","captured_at":"2026-07-28 21:38:02"},{"signal_id":"b148e9b318e4c0b3299168d869f30ce0","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 5.6% lower than men's (2021/22)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 5.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.2%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"3fa0ceb5549964cc34bd855f661fd610","headline":"ABELLIO SCOTRAIL LTD: women's median hourly pay is 26.1% lower than men's (2021/22)","summary":"ABELLIO SCOTRAIL LTD reported a median hourly gender pay gap of 26.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABELLIO SCOTRAIL LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/787/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-06-13","captured_at":"2026-07-28 21:38:02"},{"signal_id":"ae9b8a027af2a963069ed27391a1ee17","headline":"ABERDEEN GROUP PLC: women's median hourly pay is 25.1% lower than men's (2021/22)","summary":"ABERDEEN GROUP PLC reported a median hourly gender pay gap of 25.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 33.3%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABERDEEN GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11651/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-23","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a9dd3af9d6141eb61d63abfe4bbafb6f","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 16.1% lower than men's (2021/22)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 16.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.2%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"e37add7b84ed198dabc9cb3b9f58ed64","headline":"ACHIEVE TOGETHER LIMITED: there is no median hourly pay gap (2021/22)","summary":"ACHIEVE TOGETHER LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 2%. Women are 69.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACHIEVE TOGETHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12541/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:02"},{"signal_id":"29677e554768d65f5306af02d9b2dc02","headline":"ADECCO UK LIMITED: women's median hourly pay is 3.8% higher than men's (2021/22)","summary":"ADECCO UK LIMITED reported a median hourly gender pay gap of -3.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -6%. Women are 53.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADECCO UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/899/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"cdce4b944ea37d858ce165a43d37e7a1","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 6.7% lower than men's (2021/22)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 6.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 35.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:02"},{"signal_id":"712d532785e935a18f30191adc3cf52f","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 9.7% lower than men's (2021/22)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of 9.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 12.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"950a397a6196e9a9e6f9528d9d46239a","headline":"ALDI STORES LIMITED: women's median hourly pay is 6.5% lower than men's (2021/22)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 6.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 33.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-14","captured_at":"2026-07-28 21:38:02"},{"signal_id":"efacfa1aeee6adfd502913221613deee","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 10.5% lower than men's (2021/22)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 10.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"0a0c55a92a6e96a5900535170d5028a5","headline":"AMAZON UK SERVICES LTD.: there is no median hourly pay gap (2021/22)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -0.5%. Women are 32.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:02"},{"signal_id":"aca1d70742d5ba97e2313368f135366f","headline":"Aneurin Bevan University Health Board: women's median hourly pay is 13.7% lower than men's (2021/22)","summary":"Aneurin Bevan University Health Board reported a median hourly gender pay gap of 13.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.2%. Women are 43.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Aneurin Bevan University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20586/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-14","captured_at":"2026-07-28 21:38:02"},{"signal_id":"b84cb140dc69f8fcabfe6fc277a08b2c","headline":"ANGARD STAFFING SOLUTIONS LIMITED: women's median hourly pay is 1.7% higher than men's (2021/22)","summary":"ANGARD STAFFING SOLUTIONS LIMITED reported a median hourly gender pay gap of -1.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -1.6%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGARD STAFFING SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14907/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"0c1498b541c502ba23e47533a268ad23","headline":"ARGOS LIMITED: women's median hourly pay is 5.0% lower than men's (2021/22)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 5.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.0%. Women are 30.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-15","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a8d87cc4a2aec877196c11e691b4b24f","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 6.0% lower than men's (2021/22)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 6.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 14.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-31","captured_at":"2026-07-28 21:38:02"},{"signal_id":"268fc38f26fa21682ff1a4a90c0bfe88","headline":"ARRIVA LONDON SOUTH LIMITED: women's median hourly pay is 7.6% lower than men's (2021/22)","summary":"ARRIVA LONDON SOUTH LIMITED reported a median hourly gender pay gap of 7.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 10.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARRIVA LONDON SOUTH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1436/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-17","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a802777e1ebc51b436ece6a05cf6adc3","headline":"ASDA STORES LIMITED: women's median hourly pay is 6.1% lower than men's (2021/22)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 6.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 38.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-18","captured_at":"2026-07-28 21:38:02"},{"signal_id":"ff81992b635f400a7361a6f74eb43e81","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 10.1% lower than men's (2021/22)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 10.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 40.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-17","captured_at":"2026-07-28 21:38:02"},{"signal_id":"13a7e098a5a4818e608fa3eafa2e4ee6","headline":"OCS UK&I LIMITED: there is no median hourly pay gap (2021/22)","summary":"OCS UK&I LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 42.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS UK&I LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11044/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"62afac92d2f75d8bdd51a73b17a9ea6b","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 18.1% lower than men's (2021/22)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 18.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.0%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:02"},{"signal_id":"28ae1aa1c4455c761f7160dcde692e56","headline":"ATOS IT SERVICES UK LIMITED: women's median hourly pay is 27.0% lower than men's (2021/22)","summary":"ATOS IT SERVICES UK LIMITED reported a median hourly gender pay gap of 27.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30.3%. Women are 20.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1576/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-15","captured_at":"2026-07-28 21:38:02"},{"signal_id":"62502080304cdc4550f43d5ba7eafeed","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 29.5% lower than men's (2021/22)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 29.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 20.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:02"},{"signal_id":"c181a2d70a70a4c1787d551afebdbd1b","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 25.8% lower than men's (2021/22)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 25.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.9%. Women are 33.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-15","captured_at":"2026-07-28 21:38:02"},{"signal_id":"2940b482a31091c5bc04cd8653530a13","headline":"AVIVA PLC: women's median hourly pay is 25.8% lower than men's (2021/22)","summary":"AVIVA PLC reported a median hourly gender pay gap of 25.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.9%. Women are 33.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1646/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-07","captured_at":"2026-07-28 21:38:02"},{"signal_id":"83c0579d7ed9645450c9f1403eb90637","headline":"Avon and Somerset Police: women's median hourly pay is 12.6% lower than men's (2021/22)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 12.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 34.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:02"},{"signal_id":"bfe919aea63af3806658ef35f66cf295","headline":"AWE PLC: women's median hourly pay is 17.9% lower than men's (2021/22)","summary":"AWE PLC reported a median hourly gender pay gap of 17.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.1%. Women are 15.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-08","captured_at":"2026-07-28 21:38:02"},{"signal_id":"814669f681cf09aa83a2b26e6d75e95f","headline":"B & M RETAIL LIMITED: there is no median hourly pay gap (2021/22)","summary":"B & M RETAIL LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 45.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B & M RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1701/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-10","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d6753294a3a88ad9ba8a3216c8162ee2","headline":"B&Q LIMITED: women's median hourly pay is 1.2% lower than men's (2021/22)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 1.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 40.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:02"},{"signal_id":"b9080656ba35c36039266c356ba01cb6","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 8.4% lower than men's (2021/22)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 8.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 12.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-02","captured_at":"2026-07-28 21:38:02"},{"signal_id":"f708aee14c8fee53a1c674c510cfc5f1","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 11.3% lower than men's (2021/22)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 11.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12%. Women are 11.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-02","captured_at":"2026-07-28 21:38:02"},{"signal_id":"efd670c3d094b38051c323063f19b3aa","headline":"BAE SYSTEMS PLC: women's median hourly pay is 14.1% lower than men's (2021/22)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 14.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 20.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-02","captured_at":"2026-07-28 21:38:02"},{"signal_id":"94029fcd98783087e4ad4f9d74f4abf3","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 5.6% lower than men's (2021/22)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 5.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 14.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-02","captured_at":"2026-07-28 21:38:02"},{"signal_id":"de373a8cfbb8905786b49c1e2775cf9f","headline":"BAKKAVOR FOODS LIMITED: women's median hourly pay is 7.3% lower than men's (2021/22)","summary":"BAKKAVOR FOODS LIMITED reported a median hourly gender pay gap of 7.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 32.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1752/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:02"},{"signal_id":"fa626dc66ec0cba64d84e8efc9d9c594","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 21.2% lower than men's (2021/22)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 21.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:02"},{"signal_id":"52891c6a1d7e7eb70a1fa723b6904fe9","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 2.6% lower than men's (2021/22)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 2.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"03307639fd8641353492bdf2629964c5","headline":"BARCLAYS BANK PLC: women's median hourly pay is 34.5% lower than men's (2021/22)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 34.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 43.2%. Women are 18.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-23","captured_at":"2026-07-28 21:38:02"},{"signal_id":"46c5b805ec2b01739870c2007bd38bd7","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 13.5% lower than men's (2021/22)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 13.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 24.1%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-23","captured_at":"2026-07-28 21:38:02"},{"signal_id":"3a624f02929b06b79d664735f8032d32","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 27.1% lower than men's (2021/22)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 27.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.4%. Women are 31.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-23","captured_at":"2026-07-28 21:38:02"},{"signal_id":"94f2ec041b5fe83d96c1fba8da77177f","headline":"Barts Health Nhs Trust: women's median hourly pay is 12.6% lower than men's (2021/22)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 12.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 57.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:02"},{"signal_id":"060d3303bac43e06c1c93dfeb7d37283","headline":"BDO SERVICES LIMITED: women's median hourly pay is 11.8% lower than men's (2021/22)","summary":"BDO SERVICES LIMITED reported a median hourly gender pay gap of 11.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 38.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/127/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-25","captured_at":"2026-07-28 21:38:02"},{"signal_id":"34712f0c6541a465546d9ad18fb56154","headline":"BDW TRADING LIMITED: women's median hourly pay is 0.1% lower than men's (2021/22)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of 0.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 29.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-26","captured_at":"2026-07-28 21:38:02"},{"signal_id":"c353a654de9c30d54db02fa315a1838e","headline":"Bedfordshire Hospitals NHS Foundation Trust: women's median hourly pay is 20.7% lower than men's (2021/22)","summary":"Bedfordshire Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 20.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.5%. Women are 63.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bedfordshire Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21232/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:02"},{"signal_id":"efa96ed56445783ca6dce1c767423d66","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 2.7% lower than men's (2021/22)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 2.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.9%. Women are 57.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:02"},{"signal_id":"5f026900da1554f94b6a09110e8db27a","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 17% lower than men's (2021/22)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 17% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10%. Women are 32.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a35bc46380ec98f414b45768faba821f","headline":"Birmingham City Council: women's median hourly pay is 4.7% lower than men's (2021/22)","summary":"Birmingham City Council reported a median hourly gender pay gap of 4.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a2ad76ee931c3c5cfecabb44f96b3c9c","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 16.3% lower than men's (2021/22)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 16.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.3%. Women are 69.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:02"},{"signal_id":"44a10ce81c3badd9fc323c123c556ee1","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 5.3% lower than men's (2021/22)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 5.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22%. Women are 70.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a7cf61d7e37c7edf4e0ab3545eeeb928","headline":"BLUE ARROW LTD.: women's median hourly pay is 4.0% lower than men's (2021/22)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 4.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0.5%. Women are 31.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"12ca160032192a519bc99f5ea937e8e4","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 14.8% lower than men's (2021/22)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 14.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.9%. Women are 76.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-18","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d86fba308fbc9a02f89fb630ace63479","headline":"BOOKER LIMITED: women's median hourly pay is 16.9% lower than men's (2021/22)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 16.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.1%. Women are 16.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:02"},{"signal_id":"fedaaffa6ba023cc4937679caf38de4b","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 2.7% lower than men's (2021/22)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 2.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 68.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"b096016b3f0691eab7d0a2d1c071f14f","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 2.6% lower than men's (2021/22)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 2.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 36.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-07","captured_at":"2026-07-28 21:38:02"},{"signal_id":"2f5202b4809299bbce9666301a28f0a7","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 6.9% lower than men's (2021/22)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 6.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.6%. Women are 67.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:02"},{"signal_id":"0d862a4e9271d1f4a44452aa08e8451a","headline":"SYSCO GB LIMITED: women's median hourly pay is 7.6% lower than men's (2021/22)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 7.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-03","captured_at":"2026-07-28 21:38:02"},{"signal_id":"7b07b3d53cf30e097012f0fcf50d3a94","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 16.6% lower than men's (2021/22)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 16.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.4%. Women are 88.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:02"},{"signal_id":"d018fc2c55f644ed6391c015b59e57f3","headline":"Brighton and Sussex University Hospitals NHS Trust: there is no median hourly pay gap (2021/22)","summary":"Brighton and Sussex University Hospitals NHS Trust reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15.9%. Women are 62.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Brighton and Sussex University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16517/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-22","captured_at":"2026-07-28 21:38:02"},{"signal_id":"a1c3940a515283e8c67281a18a487cb5","headline":"Bristol City Council: women's median hourly pay is 9.3% lower than men's (2021/22)","summary":"Bristol City Council reported a median hourly gender pay gap of 9.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 56.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-02","captured_at":"2026-07-28 21:38:02"},{"signal_id":"7ee275fa6639c068dbb0d4d26e46ab44","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 22.2% lower than men's (2021/22)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 22.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 45.4%. Women are 18.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"7e88d9afd2aeb9efecae997e3b1b673d","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 5.2% lower than men's (2021/22)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 5.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5%. Women are 41.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:02"},{"signal_id":"f4a6fafbfc32612e9acb252fecdf5cf5","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 6.1% lower than men's (2021/22)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 6.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 1.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-03","captured_at":"2026-07-28 21:38:02"},{"signal_id":"780917a6970c02a225e8f02f1048f33e","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 2.4% lower than men's (2021/22)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 2.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 34.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-03","captured_at":"2026-07-28 21:38:02"},{"signal_id":"de790f7f22f1921f19df84ae3785253e","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 12.9% lower than men's (2021/22)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of 12.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 25.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:02"},{"signal_id":"3e22604199e5cff55c2dfbb760f9b9c6","headline":"British Transport Police: women's median hourly pay is 12.3% lower than men's (2021/22)","summary":"British Transport Police reported a median hourly gender pay gap of 12.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 19.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"British Transport Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2461/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:02"},{"signal_id":"208b7ac125002b692cb5c3b2e7ee96d7","headline":"BROOK STREET (UK) LIMITED: women's median hourly pay is 0.4% lower than men's (2021/22)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -0.7%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:02"},{"signal_id":"40c809f27ae2ae4e5789cfffd53c00ef","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 15.5% lower than men's (2021/22)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 15.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.8%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:02"},{"signal_id":"e3f5237219358c6c69a6d3595878ec38","headline":"BUSY BEES NURSERIES LIMITED: women's median hourly pay is 8.9% lower than men's (2021/22)","summary":"BUSY BEES NURSERIES LIMITED reported a median hourly gender pay gap of 8.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.6%. Women are 91.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUSY BEES NURSERIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2603/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-06-26","captured_at":"2026-07-28 21:38:02"},{"signal_id":"1c2cb0e37b4f09285da4332ec363baef","headline":"CADENT GAS LIMITED: women's median hourly pay is 24.3% lower than men's (2021/22)","summary":"CADENT GAS LIMITED reported a median hourly gender pay gap of 24.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 16.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CADENT GAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15469/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:02"},{"signal_id":"124532e0f35556df47561a0b50520cf5","headline":"Caerphilly County Borough Council: women's median hourly pay is 12.8% lower than men's (2021/22)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of 12.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:02"},{"signal_id":"b29e7c79249f654a56325c9cb5668784","headline":"Calderdale & Huddersfield N H S: women's median hourly pay is 19.2% lower than men's (2021/22)","summary":"Calderdale & Huddersfield N H S reported a median hourly gender pay gap of 19.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30.2%. Women are 67.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Calderdale & Huddersfield N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2679/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-16","captured_at":"2026-07-28 21:38:03"},{"signal_id":"1365f225343d42839c9037782f807c74","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 7.7% lower than men's (2021/22)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 7.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.6%. Women are 61.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"20bc9871a34d9750dd56605631f5ed55","headline":"CAPGEMINI UK PLC: women's median hourly pay is 17.9% lower than men's (2021/22)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 17.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.4%. Women are 16.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f43b9651c72d1f6428b4dc72a5e824d8","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 21.4% lower than men's (2021/22)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 21.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.6%. Women are 29.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d16a8f8c00fa92676d0948f1e76acc1b","headline":"CAPITA CUSTOMER MANAGEMENT LIMITED: women's median hourly pay is 8.1% lower than men's (2021/22)","summary":"CAPITA CUSTOMER MANAGEMENT LIMITED reported a median hourly gender pay gap of 8.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.0%. Women are 40.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA CUSTOMER MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2784/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d8110f8082ae6285e1b57e78bc995ba4","headline":"Cardiff and Vale University Health Board: women's median hourly pay is 1.04% lower than men's (2021/22)","summary":"Cardiff and Vale University Health Board reported a median hourly gender pay gap of 1.04% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.59%. Women are 67.92% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff and Vale University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22349/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-12","captured_at":"2026-07-28 21:38:03"},{"signal_id":"114e0ab665d04296aef5cd38bb4d9215","headline":"Cardiff Council: women's median hourly pay is 10.2% lower than men's (2021/22)","summary":"Cardiff Council reported a median hourly gender pay gap of 10.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17962/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-18","captured_at":"2026-07-28 21:38:03"},{"signal_id":"c795d3d53d6e1392536228d9d5076b34","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 13.7% lower than men's (2021/22)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 13.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.6%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"52c4d75c9f17757a9dda7b34f66c7d63","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 3% lower than men's (2021/22)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.1%. Women are 75.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-07","captured_at":"2026-07-28 21:38:03"},{"signal_id":"9715adebdecbd64ee4e0c79c9dc4a2bf","headline":"CATER LINK LIMITED: women's median hourly pay is 17.0% lower than men's (2021/22)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 17.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 31.4%. Women are 82.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"62591a7c4c53d45ddba53c9f6fde6799","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 22.1% lower than men's (2021/22)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 22.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 20.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:03"},{"signal_id":"aae9975252bcbfd6aa63a1d309d897be","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2021/22)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 55.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"72c9d93d6301f7451b1a1daddfc8006c","headline":"CENTER PARCS LIMITED: women's median hourly pay is 9.7% lower than men's (2021/22)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 9.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 39.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:03"},{"signal_id":"814d2a7bfc6e71b9188fe389fe825232","headline":"Central & North West London N H S: women's median hourly pay is 11.3% lower than men's (2021/22)","summary":"Central & North West London N H S reported a median hourly gender pay gap of 11.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 68.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central & North West London N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3031/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-21","captured_at":"2026-07-28 21:38:03"},{"signal_id":"a4de35259642582b05a6e5521bfbcefe","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 5.7% lower than men's (2021/22)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 5.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 45.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-07-11","captured_at":"2026-07-28 21:38:03"},{"signal_id":"fe063c4a59a0740b6c1fd0f4d7b0489c","headline":"CGI IT UK LIMITED: women's median hourly pay is 11.4% lower than men's (2021/22)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 11.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 17.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-19","captured_at":"2026-07-28 21:38:03"},{"signal_id":"e07bfa781797d3fbdaa5c7424ed536e3","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 5.4% lower than men's (2021/22)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 5.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"5dfd1799ae0a9770f06044275135d776","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 2.6% lower than men's (2021/22)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of 2.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 77.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0e74ddd4642ece7aee72dfc2799277c1","headline":"CITY FACILITIES MANAGEMENT (UK) LIMITED: women's median hourly pay is 2.1% lower than men's (2021/22)","summary":"CITY FACILITIES MANAGEMENT (UK) LIMITED reported a median hourly gender pay gap of 2.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.2%. Women are 31.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CITY FACILITIES MANAGEMENT (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3281/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:03"},{"signal_id":"26e8bbf34fbee68b43b7c5c321dbe3f0","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 9.6% lower than men's (2021/22)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 9.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 59.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"b63402937df51d45c7377e976d67bd5a","headline":"City of London Corporation: women's median hourly pay is 2.2% lower than men's (2021/22)","summary":"City of London Corporation reported a median hourly gender pay gap of 2.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 43.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City of London Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3288/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f74bd8be163e6b2b116c9318d3a4bdba","headline":"CIVICA UK LIMITED: women's median hourly pay is 36.5% lower than men's (2021/22)","summary":"CIVICA UK LIMITED reported a median hourly gender pay gap of 36.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIVICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3309/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-05","captured_at":"2026-07-28 21:38:03"},{"signal_id":"1942b5837bb6974ef4758712bfd2e207","headline":"GXO LOGISTICS UK II LIMITED: women's median hourly pay is 7.9% lower than men's (2021/22)","summary":"GXO LOGISTICS UK II LIMITED reported a median hourly gender pay gap of 7.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 29.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK II LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3376/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0eec2946a754433c8fcabaf3bc76ca38","headline":"CLYDESDALE BANK LIMITED: women's median hourly pay is 34.9% lower than men's (2021/22)","summary":"CLYDESDALE BANK LIMITED reported a median hourly gender pay gap of 34.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.7%. Women are 37.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLYDESDALE BANK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/85/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-23","captured_at":"2026-07-28 21:38:03"},{"signal_id":"6295fc977fde5ebf3ebcba7adbb7fc24","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 7.0% lower than men's (2021/22)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 7.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 33.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"44e918771b3fd9b28f23ff90fa16d7c3","headline":"COGNIZANT WORLDWIDE LIMITED: women's median hourly pay is 8% lower than men's (2021/22)","summary":"COGNIZANT WORLDWIDE LIMITED reported a median hourly gender pay gap of 8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.1%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COGNIZANT WORLDWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/164/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"8b49271747975a1f7ef1fb5abcbf20c4","headline":"COMPASS GROUP, UK AND IRELAND LIMITED: women's median hourly pay is 16.5% lower than men's (2021/22)","summary":"COMPASS GROUP, UK AND IRELAND LIMITED reported a median hourly gender pay gap of 16.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 48.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMPASS GROUP, UK AND IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14481/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:03"},{"signal_id":"22d25065dc8799b9abb45afef552d4c1","headline":"Cornwall Council: women's median hourly pay is 8.9% lower than men's (2021/22)","summary":"Cornwall Council reported a median hourly gender pay gap of 8.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 62.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f69132f2ac15d169a73812623168cd44","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 0.5% lower than men's (2021/22)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of 0.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.2%. Women are 36.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:03"},{"signal_id":"63687de021a1a8c182e275af47614305","headline":"Countess of Chester Hospital NHS FT: women's median hourly pay is 10.0% lower than men's (2021/22)","summary":"Countess of Chester Hospital NHS FT reported a median hourly gender pay gap of 10.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.0%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Countess of Chester Hospital NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15723/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-07","captured_at":"2026-07-28 21:38:03"},{"signal_id":"7b37c8e902a956cea0604d89a617a818","headline":"COUNTRYWIDE ESTATE AGENTS LIMITED: women's median hourly pay is 27.5% lower than men's (2021/22)","summary":"COUNTRYWIDE ESTATE AGENTS LIMITED reported a median hourly gender pay gap of 27.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 31.0%. Women are 42.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE ESTATE AGENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3639/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d6fc4fdf23d7a2cefd6ac64011459a42","headline":"CRANSWICK COUNTRY FOODS PLC: women's median hourly pay is 8.1% lower than men's (2021/22)","summary":"CRANSWICK COUNTRY FOODS PLC reported a median hourly gender pay gap of 8.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.5%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CRANSWICK COUNTRY FOODS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3688/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d33135ac398381075b2d7b71f6c46fb8","headline":"Crown Prosecution Service: women's median hourly pay is 28.3% lower than men's (2021/22)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 28.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.3%. Women are 56.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"23f003d99bef2cc52e6cdc92315bdfb3","headline":"Cumbria County Council: women's median hourly pay is 17.6% lower than men's (2021/22)","summary":"Cumbria County Council reported a median hourly gender pay gap of 17.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3812/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"a104c812f55bd8b16d3a89000d999f33","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 3.4% lower than men's (2021/22)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of 3.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f89e6d876f7b601447745247918373c5","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 9.7% lower than men's (2021/22)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 9.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 16.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"740f9088faf8dfd7ff470d79a822733f","headline":"CVS (UK) LIMITED: women's median hourly pay is 42.9% lower than men's (2021/22)","summary":"CVS (UK) LIMITED reported a median hourly gender pay gap of 42.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 42.6%. Women are 68.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CVS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3842/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"34161e23e5c56998b6a5b240c0bf4247","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 3.4% higher than men's (2021/22)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of -3.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 54.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-17","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0d8b7b4693e9b98a63c6baa4c41775c3","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 23.6% lower than men's (2021/22)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 23.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 32.2%. Women are 19.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f59f8a6d0b1d86007f785e1cfbb8d41a","headline":"DELOITTE LLP: women's median hourly pay is 12.1% lower than men's (2021/22)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 12.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 38.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"5569007618d120e1fe43c240677aab2f","headline":"DELOITTE MCS LIMITED: women's median hourly pay is 21.9% lower than men's (2021/22)","summary":"DELOITTE MCS LIMITED reported a median hourly gender pay gap of 21.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.9%. Women are 27.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE MCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/400/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0362edc512f9de682becd49f4ede075f","headline":"Department for Business, Energy & Industrial Strategy: women's median hourly pay is 7.1% lower than men's (2021/22)","summary":"Department for Business, Energy & Industrial Strategy reported a median hourly gender pay gap of 7.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business, Energy & Industrial Strategy","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4028/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:03"},{"signal_id":"ba8fb3cd4d738b9363bb559fbb91a5b4","headline":"Department for Education: women's median hourly pay is 4.0% lower than men's (2021/22)","summary":"Department for Education reported a median hourly gender pay gap of 4.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 54.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d501628658f0067554f2d74668da7e04","headline":"Department For Transport: women's median hourly pay is 5.8% lower than men's (2021/22)","summary":"Department For Transport reported a median hourly gender pay gap of 5.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 38.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-11","captured_at":"2026-07-28 21:38:03"},{"signal_id":"250a8eadc227b6d999ebfe3dcea824e1","headline":"Department for Work And Pensions: there is no median hourly pay gap (2021/22)","summary":"Department for Work And Pensions reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 62.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Work And Pensions","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4036/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:03"},{"signal_id":"6194e2b260fea94ee343ea254d027a83","headline":"Department of Health and Social Care: women's median hourly pay is 10.0% lower than men's (2021/22)","summary":"Department of Health and Social Care reported a median hourly gender pay gap of 10.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department of Health and Social Care","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4035/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d4413c8a1fab5f13697a77e3849a4900","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 6.8% lower than men's (2021/22)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 6.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 50.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:03"},{"signal_id":"6763e60669e5e7a96f64eea39649109a","headline":"Derbyshire County Council: women's median hourly pay is 14.2% lower than men's (2021/22)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 14.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 69.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-10","captured_at":"2026-07-28 21:38:03"},{"signal_id":"712d9bdaf1cdea5a4b3c1619917059a7","headline":"Devon & Cornwall Police: women's median hourly pay is 21.7% lower than men's (2021/22)","summary":"Devon & Cornwall Police reported a median hourly gender pay gap of 21.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 29.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon & Cornwall Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9904/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:03"},{"signal_id":"27452d84aa0cd86a40628becc1e1bb8d","headline":"Devon County Council: women's median hourly pay is 15.4% lower than men's (2021/22)","summary":"Devon County Council reported a median hourly gender pay gap of 15.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 64.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4070/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-09","captured_at":"2026-07-28 21:38:03"},{"signal_id":"dc10ef435878b3030597e85e9ede98d0","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 9.2% lower than men's (2021/22)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 9.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 11.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"c4118e8fada921690de813dfc41ba561","headline":"DHL SERVICES LIMITED: women's median hourly pay is 10% lower than men's (2021/22)","summary":"DHL SERVICES LIMITED reported a median hourly gender pay gap of 10% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DHL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4099/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"c02cbdf4f3cee2d8e74f03c04651c633","headline":"DILIGENTA LIMITED: women's median hourly pay is 3.8% lower than men's (2021/22)","summary":"DILIGENTA LIMITED reported a median hourly gender pay gap of 3.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 47.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DILIGENTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4127/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:03"},{"signal_id":"c82fe8b1f21b72947d6701ba6c5be5cb","headline":"DIMENSIONS (UK) LIMITED: women's median hourly pay is 3.9% lower than men's (2021/22)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 3.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:03"},{"signal_id":"faf32ab6c25a820997b8daa9f1990197","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 14.2% lower than men's (2021/22)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 14.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.1%. Women are 35.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"066e4c65e04aab4ea9633e9d175defc1","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 27.0% lower than men's (2021/22)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 27.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 34.0%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-10","captured_at":"2026-07-28 21:38:03"},{"signal_id":"990e10c79cf7190c88b1d040ff54b8f5","headline":"Doncaster Metropolitan Borough Council: women's median hourly pay is 13.9% lower than men's (2021/22)","summary":"Doncaster Metropolitan Borough Council reported a median hourly gender pay gap of 13.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/257/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"e5ef4a23aed72778585301e1ec88b1b6","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 14.9% lower than men's (2021/22)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 14.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"7a43c95ad80f113ecce59a44bf074b70","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 8.7% lower than men's (2021/22)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 8.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.8%. Women are 77.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:03"},{"signal_id":"988e4a06682fbeae1b970fadcf6c341b","headline":"DOUBLE NEGATIVE LIMITED: women's median hourly pay is 31% lower than men's (2021/22)","summary":"DOUBLE NEGATIVE LIMITED reported a median hourly gender pay gap of 31% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DOUBLE NEGATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4220/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"3ea1bdd84471cea133b2e436af3cb7b4","headline":"DPDGROUP UK LTD: women's median hourly pay is 4.5% lower than men's (2021/22)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of 4.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.2%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:03"},{"signal_id":"521debba2de6fa51407b9ebc358c7b63","headline":"Dudley Metropolitan Borough Council: women's median hourly pay is 13.1% lower than men's (2021/22)","summary":"Dudley Metropolitan Borough Council reported a median hourly gender pay gap of 13.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dudley Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4294/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-03","captured_at":"2026-07-28 21:38:03"},{"signal_id":"3875ef96bb8cbbf7159ed51ad874a593","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 4% lower than men's (2021/22)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.8%. Women are 51.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"e693c9ec0735687f431d5b434c42c143","headline":"Durham County Council: women's median hourly pay is 3.9% lower than men's (2021/22)","summary":"Durham County Council reported a median hourly gender pay gap of 3.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f255a38ab3b24530d4efc81d57545e16","headline":"Durham University: women's median hourly pay is 20.2% lower than men's (2021/22)","summary":"Durham University reported a median hourly gender pay gap of 20.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.1%. Women are 38.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14890/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:03"},{"signal_id":"88ccb627bc87b8b8052bd215f2f6a8f4","headline":"E.ON UK LIMITED: women's median hourly pay is 22.9% lower than men's (2021/22)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 22.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 36.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:03"},{"signal_id":"8c803edf255ff33f4c15c249b525038e","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 9.2% lower than men's (2021/22)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 9.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 63.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-19","captured_at":"2026-07-28 21:38:03"},{"signal_id":"acd43d5483bb6d59f0b489272804d69d","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 26.3% lower than men's (2021/22)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 26.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 33.7%. Women are 59.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"027e56c1c830d1a53fe3e996dba3853b","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 3.3% lower than men's (2021/22)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of 3.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.8%. Women are 80.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:03"},{"signal_id":"334b5562934e4ca4738b1b63fe085ffa","headline":"East Riding of Yorkshire Council: there is no median hourly pay gap (2021/22)","summary":"East Riding of Yorkshire Council reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Riding of Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4408/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:03"},{"signal_id":"4abd9e51d7ee31714862f7da8e480544","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 8.1% lower than men's (2021/22)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 8.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.5%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:03"},{"signal_id":"17c1f24b34c37f8d25bba59af9306bdd","headline":"EASYJET AIRLINE COMPANY LIMITED: women's median hourly pay is 63.6% lower than men's (2021/22)","summary":"EASYJET AIRLINE COMPANY LIMITED reported a median hourly gender pay gap of 63.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 53.1%. Women are 8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET AIRLINE COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4432/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"4f64c4f4aa266a9eb09afedccb32eac7","headline":"EDF ENERGY LIMITED: women's median hourly pay is 36.3% lower than men's (2021/22)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 36.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.0%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-24","captured_at":"2026-07-28 21:38:03"},{"signal_id":"8651ba31dfba4bd4d91f3ae990e9eec0","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 15.1% lower than men's (2021/22)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 15.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 10.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-24","captured_at":"2026-07-28 21:38:03"},{"signal_id":"e47b7c06cc43ad813ada8f6de6de7047","headline":"EE LIMITED: women's median hourly pay is 3.9% lower than men's (2021/22)","summary":"EE LIMITED reported a median hourly gender pay gap of 3.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 36.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"51006f3ef0064d5c5b69e4702f30c6bd","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 28.8% lower than men's (2021/22)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 28.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 24.3%. Women are 24.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"7464181a92ea1a09832e8bdc49251385","headline":"Epsom and St Helier University Hospitals NHS Trust: women's median hourly pay is 7.5% lower than men's (2021/22)","summary":"Epsom and St Helier University Hospitals NHS Trust reported a median hourly gender pay gap of 7.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.9%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Epsom and St Helier University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15724/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:03"},{"signal_id":"b9ddb167bc397782e466908e03650d05","headline":"ERNST & YOUNG SERVICES LIMITED: women's median hourly pay is 10.4% lower than men's (2021/22)","summary":"ERNST & YOUNG SERVICES LIMITED reported a median hourly gender pay gap of 10.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.5%. Women are 38.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/657/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"ef1720451b16406e1c950b5865c05741","headline":"Essex County Council: women's median hourly pay is 11.5% lower than men's (2021/22)","summary":"Essex County Council reported a median hourly gender pay gap of 11.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"b85671d5fde1d36ec08de04f2a7159ba","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 6.5% lower than men's (2021/22)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 6.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 74.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-16","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d68cf7110316e8278291e3b0c862758d","headline":"Essex Police: women's median hourly pay is 22.1% lower than men's (2021/22)","summary":"Essex Police reported a median hourly gender pay gap of 22.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.0%. Women are 28.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"faf872f1c8475032319bf44a14344cad","headline":"EUI LIMITED: women's median hourly pay is 6.1% lower than men's (2021/22)","summary":"EUI LIMITED reported a median hourly gender pay gap of 6.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 35.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EUI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4757/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"5cd637096e9539884540c1b2c0f59909","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 1.4% lower than men's (2021/22)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of 1.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 13.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"9f2c6a985d26ea5f88d3dfc0e2ae91f1","headline":"ASDA EXPRESS LIMITED: there is no median hourly pay gap (2021/22)","summary":"ASDA EXPRESS LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 46.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA EXPRESS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4765/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"6797dca49a8588b15d35535c329a693f","headline":"EXTRA PERSONNEL LIMITED: women's median hourly pay is 4.9% lower than men's (2021/22)","summary":"EXTRA PERSONNEL LIMITED reported a median hourly gender pay gap of 4.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 11.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EXTRA PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15053/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"9554d9919eb923bf79fecb237fbc76be","headline":"FDM GROUP LIMITED: women's median hourly pay is 9.6% higher than men's (2021/22)","summary":"FDM GROUP LIMITED reported a median hourly gender pay gap of -9.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0.5%. Women are 33.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FDM GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/98/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-14","captured_at":"2026-07-28 21:38:03"},{"signal_id":"c25b75af3bfc15271bab141d7430cb62","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 7.6% lower than men's (2021/22)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 7.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 11.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-14","captured_at":"2026-07-28 21:38:03"},{"signal_id":"6b9c0d9df2e01e3b65f08fc4f93d58b6","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 23.6% lower than men's (2021/22)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 23.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.5%. Women are 9.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-13","captured_at":"2026-07-28 21:38:03"},{"signal_id":"adb7b5b6e158525b2fca84923a8dbabb","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 14.0% lower than men's (2021/22)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 14.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.7%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"a0b1923bde4947122805068e827ed79c","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 4.2% higher than men's (2021/22)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of -4.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -4.8%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"8b24edeefe71707409561ad2d5dd8da0","headline":"Foreign, Commonwealth and Development Office: women's median hourly pay is 9.8% lower than men's (2021/22)","summary":"Foreign, Commonwealth and Development Office reported a median hourly gender pay gap of 9.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 44.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Foreign, Commonwealth and Development Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20870/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:03"},{"signal_id":"7f16964b3b4f84f59f6e6a5e0d59917b","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 6.0% lower than men's (2021/22)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 6.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.1%. Women are 66.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-11","captured_at":"2026-07-28 21:38:03"},{"signal_id":"5fedf409a0217acdf22ad544bf8b0249","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 11.8% lower than men's (2021/22)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 11.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 16.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-19","captured_at":"2026-07-28 21:38:03"},{"signal_id":"fc6f93dde07afd1949bf1c63c38197fb","headline":"G4S SECURE SOLUTIONS (UK) LIMITED: women's median hourly pay is 3.2% lower than men's (2021/22)","summary":"G4S SECURE SOLUTIONS (UK) LIMITED reported a median hourly gender pay gap of 3.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 11.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S SECURE SOLUTIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5342/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-09-20","captured_at":"2026-07-28 21:38:03"},{"signal_id":"1f7dcb48524fad861a7c966c0cd1fa9d","headline":"GAP PERSONNEL HOLDINGS LIMITED: women's median hourly pay is 2.1% lower than men's (2021/22)","summary":"GAP PERSONNEL HOLDINGS LIMITED reported a median hourly gender pay gap of 2.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 28.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GAP PERSONNEL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5381/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0f8341d11d7bbb8777fffc1b94c9bfa3","headline":"GCHQ: women's median hourly pay is 11.7% lower than men's (2021/22)","summary":"GCHQ reported a median hourly gender pay gap of 11.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 23.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-07","captured_at":"2026-07-28 21:38:03"},{"signal_id":"b392c972020083aa77237087ee427dec","headline":"GI GROUP RECRUITMENT LTD: women's median hourly pay is 15% lower than men's (2021/22)","summary":"GI GROUP RECRUITMENT LTD reported a median hourly gender pay gap of 15% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 44.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GI GROUP RECRUITMENT LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5492/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"eea3a3342fb832de619665255fad3fbd","headline":"GIST LIMITED: women's median hourly pay is 14% lower than men's (2021/22)","summary":"GIST LIMITED reported a median hourly gender pay gap of 14% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIST LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5512/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:03"},{"signal_id":"05d52b7375d3e1e5dbc52e3b7d28cc12","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 1.3% higher than men's (2021/22)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of -1.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 44.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"257efcac15b69e95d3cd8fb450dd6a54","headline":"Gloucestershire Health & Care NHS Foundation Trust: women's median hourly pay is 4.3% lower than men's (2021/22)","summary":"Gloucestershire Health & Care NHS Foundation Trust reported a median hourly gender pay gap of 4.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Health & Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20003/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-08","captured_at":"2026-07-28 21:38:03"},{"signal_id":"4d32aeb749f433accf92a5f2ae23c85a","headline":"GOOGLE UK LIMITED: women's median hourly pay is 15% lower than men's (2021/22)","summary":"GOOGLE UK LIMITED reported a median hourly gender pay gap of 15% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOOGLE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5624/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"320b6a778c597eb0cf24cb21e7365759","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 23.2% lower than men's (2021/22)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 23.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.4%. Women are 7.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-21","captured_at":"2026-07-28 21:38:03"},{"signal_id":"bd83268b5540a356f654765fa3a3f4e2","headline":"Great Ormond Street Hospital NHS Foundation Trust: women's median hourly pay is 11.5% lower than men's (2021/22)","summary":"Great Ormond Street Hospital NHS Foundation Trust reported a median hourly gender pay gap of 11.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 64.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Great Ormond Street Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15483/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:03"},{"signal_id":"ab7ba8fd553a59975f2cd2aebb8c14e0","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 19.8% lower than men's (2021/22)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 19.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.1%. Women are 70.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:03"},{"signal_id":"72448c5ad715f645c43caf2622f961aa","headline":"Greater Manchester Mental Health NHS Foundation Trust: women's median hourly pay is 2% lower than men's (2021/22)","summary":"Greater Manchester Mental Health NHS Foundation Trust reported a median hourly gender pay gap of 2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Mental Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15811/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:03"},{"signal_id":"d24ea1434250d57b3887785e8f2e03cd","headline":"Greater Manchester Police: women's median hourly pay is 22.8% lower than men's (2021/22)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 22.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.1%. Women are 30.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:03"},{"signal_id":"83a853a7912d5d831c0f588bddbf043c","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 4% lower than men's (2021/22)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0c208de8fbbbcaf44b786945fc70d784","headline":"GREENE KING SERVICES LIMITED: women's median hourly pay is 12.3% lower than men's (2021/22)","summary":"GREENE KING SERVICES LIMITED reported a median hourly gender pay gap of 12.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 33.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5707/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"46ccba7dfcf844d450214a9a3ffefb45","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 0.8% higher than men's (2021/22)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -0.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 52.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0b12f7b8ad4884c8c84333017855cb7b","headline":"GREGGS PLC: women's median hourly pay is 17.7% lower than men's (2021/22)","summary":"GREGGS PLC reported a median hourly gender pay gap of 17.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 51.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:03"},{"signal_id":"3bdde09ff3f6785e67e900dc01f72b9b","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 8% lower than men's (2021/22)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:03"},{"signal_id":"30e6557aac125654ce0ea71a36decef7","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 12.4% lower than men's (2021/22)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 12.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 13.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f2af3aac704517bec2669bbb1eacfbcc","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 42.6% lower than men's (2021/22)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 42.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.9%. Women are 74.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"3566f5f229ba5c287da773606bc632b3","headline":"HALFORDS GROUP PLC: women's median hourly pay is 3.8% lower than men's (2021/22)","summary":"HALFORDS GROUP PLC reported a median hourly gender pay gap of 3.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 2.1%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5875/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-05","captured_at":"2026-07-28 21:38:03"},{"signal_id":"57edd8b83d4de99b293902669d86277a","headline":"HALFORDS LIMITED: women's median hourly pay is 1.4% lower than men's (2021/22)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 1.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -2.9%. Women are 25.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-05","captured_at":"2026-07-28 21:38:03"},{"signal_id":"13ec2dafe3033ddbd4a523c8a8a0c4d9","headline":"Hampshire Constabulary: women's median hourly pay is 22.2% lower than men's (2021/22)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 22.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:03"},{"signal_id":"16e1f8bcd0ab21df198e0a210f2ed4df","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 5.3% lower than men's (2021/22)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 5.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.4%. Women are 69.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:03"},{"signal_id":"931ed398f579bbe705baa231a9aa4bf2","headline":"HAYS SPECIALIST RECRUITMENT LIMITED: women's median hourly pay is 1.9% lower than men's (2021/22)","summary":"HAYS SPECIALIST RECRUITMENT LIMITED reported a median hourly gender pay gap of 1.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 43.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS SPECIALIST RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6019/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"712bffd40981939418ea1ed3ba8787e2","headline":"HAYS TRAVEL LIMITED: there is no median hourly pay gap (2021/22)","summary":"HAYS TRAVEL LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 77.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS TRAVEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6020/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-22","captured_at":"2026-07-28 21:38:03"},{"signal_id":"2efc35d17779d3b5ccf6846f0f65a5bc","headline":"HBOS PLC: women's median hourly pay is 27.8% lower than men's (2021/22)","summary":"HBOS PLC reported a median hourly gender pay gap of 27.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 26%. Women are 42.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-06","captured_at":"2026-07-28 21:38:03"},{"signal_id":"97d96868b58908a7a52f7b694663d60a","headline":"HC-ONE LIMITED: women's median hourly pay is 0.7% lower than men's (2021/22)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of 0.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.3%. Women are 85.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"1dbaaaec0ceadc5cee63d2c26a0c89e8","headline":"HC-ONE NO.1 LIMITED: women's median hourly pay is 0.7% lower than men's (2021/22)","summary":"HC-ONE NO.1 LIMITED reported a median hourly gender pay gap of 0.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -27.6%. Women are 84.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE NO.1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14438/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:03"},{"signal_id":"dd8f737a79e8b899f57600d0f239efba","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 1.9% lower than men's (2021/22)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 1.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.7%. Women are 58.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:03"},{"signal_id":"f5ba38e109d49b9a815c5624c9ec7692","headline":"HM Land Registry: there is no median hourly pay gap (2021/22)","summary":"HM Land Registry reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:03"},{"signal_id":"0d4d66ef18d873ed81d7b6eb11e55437","headline":"EVRI LIMITED: women's median hourly pay is 1.3% lower than men's (2021/22)","summary":"EVRI LIMITED reported a median hourly gender pay gap of 1.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -11.3%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EVRI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6118/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:03"},{"signal_id":"315a423a551946008efa62efd8effdcf","headline":"Hertfordshire County Council: women's median hourly pay is 3.2% lower than men's (2021/22)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of 3.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0.2%. Women are 67.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-07","captured_at":"2026-07-28 21:38:04"},{"signal_id":"44f4bb0eef6b5a84ce8f3a221a6157ec","headline":"HHGL LIMITED: women's median hourly pay is 0.2% lower than men's (2021/22)","summary":"HHGL LIMITED reported a median hourly gender pay gap of 0.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HHGL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14492/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:04"},{"signal_id":"61a33a2b67d92ac814fb93b96da4e26f","headline":"10442565 LTD: women's median hourly pay is 1% lower than men's (2021/22)","summary":"10442565 LTD reported a median hourly gender pay gap of 1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"10442565 LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19491/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-06","captured_at":"2026-07-28 21:38:04"},{"signal_id":"1dbc4007add81650c59c94f8d3ac3057","headline":"HM Revenue and Customs (HMRC): women's median hourly pay is 8.8% lower than men's (2021/22)","summary":"HM Revenue and Customs (HMRC) reported a median hourly gender pay gap of 8.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 46.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Revenue and Customs (HMRC)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14655/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:04"},{"signal_id":"6dbea1f254daf9dddc0ef0e7c5fad9df","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 31.6% lower than men's (2021/22)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 31.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 26.7%. Women are 23.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-22","captured_at":"2026-07-28 21:38:04"},{"signal_id":"867494712578db6517ba5c229705901d","headline":"HSBC GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 18.4% lower than men's (2021/22)","summary":"HSBC GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 18.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.0%. Women are 33.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14645/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-22","captured_at":"2026-07-28 21:38:04"},{"signal_id":"7a62ed22678e392473870c1379bc5a84","headline":"HSBC UK BANK PLC: women's median hourly pay is 19.3% lower than men's (2021/22)","summary":"HSBC UK BANK PLC reported a median hourly gender pay gap of 19.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30.5%. Women are 39.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC UK BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18672/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-22","captured_at":"2026-07-28 21:38:04"},{"signal_id":"e6c058c04aa167eaf4b9561085739f8e","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 19.9% lower than men's (2021/22)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 19.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.5%. Women are 59.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"3a68c861c01320e5d2d713c090ba13f4","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 12.6% lower than men's (2021/22)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 12.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 20.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-03","captured_at":"2026-07-28 21:38:04"},{"signal_id":"f2697c5bc375d1669dc8fe5b2807483e","headline":"ICELAND FOODS LIMITED: women's median hourly pay is 10.0% lower than men's (2021/22)","summary":"ICELAND FOODS LIMITED reported a median hourly gender pay gap of 10.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 43.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICELAND FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6470/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-11","captured_at":"2026-07-28 21:38:04"},{"signal_id":"327e00bf2c9393d30ed1404226f4b384","headline":"IKEA LIMITED: women's median hourly pay is 8.3% lower than men's (2021/22)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 8.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 41.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"f4b1e41aa90adb839ec141babaae6bda","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 1.2% higher than men's (2021/22)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of -1.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 63.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"e7f9f4ddc583fe4a2e3d0f3cc756d54a","headline":"Imperial College London: women's median hourly pay is 6.3% lower than men's (2021/22)","summary":"Imperial College London reported a median hourly gender pay gap of 6.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.4%. Women are 31.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-21","captured_at":"2026-07-28 21:38:04"},{"signal_id":"be6a3fbfe32c955cc6414b736f688ec1","headline":"INDEPENDENT CLINICAL SERVICES LIMITED: women's median hourly pay is 2% higher than men's (2021/22)","summary":"INDEPENDENT CLINICAL SERVICES LIMITED reported a median hourly gender pay gap of -2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -7.2%. Women are 76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INDEPENDENT CLINICAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/345/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"7342a564f25f59d06e9ce14606a17be5","headline":"INSPIRING VET CARE LIMITED: women's median hourly pay is 49.4% lower than men's (2021/22)","summary":"INSPIRING VET CARE LIMITED reported a median hourly gender pay gap of 49.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 41.5%. Women are 67.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INSPIRING VET CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6576/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"9e3c246e5bc616e8e926a67cb90dbaab","headline":"ISS FACILITY SERVICES LIMITED: women's median hourly pay is 13% lower than men's (2021/22)","summary":"ISS FACILITY SERVICES LIMITED reported a median hourly gender pay gap of 13% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS FACILITY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6805/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"986722bbb4829500d33f4ef8f668e33b","headline":"ISS MEDICLEAN LIMITED: women's median hourly pay is 5% lower than men's (2021/22)","summary":"ISS MEDICLEAN LIMITED reported a median hourly gender pay gap of 5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS MEDICLEAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6807/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"727fa26d56a3d943708e86f229181b1f","headline":"J D WETHERSPOON PLC: women's median hourly pay is 29.5% lower than men's (2021/22)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 29.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 32.5%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"75092332f46698795c4a86bd4c80a372","headline":"JACOBS U.K. LIMITED: women's median hourly pay is 25.5% lower than men's (2021/22)","summary":"JACOBS U.K. LIMITED reported a median hourly gender pay gap of 25.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.8%. Women are 13.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JACOBS U.K. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6889/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"3e016c61441e188679d5dae381099486","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 2.1% lower than men's (2021/22)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of 2.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 14.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:04"},{"signal_id":"0df031d8703d8598372939c712c3894e","headline":"JD SPORTS FASHION PLC: there is no median hourly pay gap (2021/22)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.0%. Women are 37.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"63f646fd93da5ee2617b785488c38c6b","headline":"JOHN LEWIS PLC: women's median hourly pay is 6.3% lower than men's (2021/22)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 6.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.0%. Women are 45.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-22","captured_at":"2026-07-28 21:38:04"},{"signal_id":"79f23d1f4633d94848e9f580e14b6dbb","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 20.4% lower than men's (2021/22)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 20.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.9%. Women are 25.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:04"},{"signal_id":"ecb5b89f5be4323fab2bdb874eb755d2","headline":"Kent Community Health Nhs Foundation Trust: women's median hourly pay is 0.1% lower than men's (2021/22)","summary":"Kent Community Health Nhs Foundation Trust reported a median hourly gender pay gap of 0.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 87.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Community Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7192/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-28","captured_at":"2026-07-28 21:38:04"},{"signal_id":"7e9140b0a9298fc4513159ca3075cd5e","headline":"Kent County Council: women's median hourly pay is 18.0% lower than men's (2021/22)","summary":"Kent County Council reported a median hourly gender pay gap of 18.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-18","captured_at":"2026-07-28 21:38:04"},{"signal_id":"eab4d750ac4a24f52af03f262f50ab99","headline":"Kent Police: women's median hourly pay is 21.9% lower than men's (2021/22)","summary":"Kent Police reported a median hourly gender pay gap of 21.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.4%. Women are 27.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"8a527ac31f6749435ef8cdde2359bd83","headline":"KIER LIMITED: women's median hourly pay is 19.7% lower than men's (2021/22)","summary":"KIER LIMITED reported a median hourly gender pay gap of 19.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.8%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"47917bd1c4f5ef6dcca3e95972c02db1","headline":"King's College Hospital: women's median hourly pay is 12% lower than men's (2021/22)","summary":"King's College Hospital reported a median hourly gender pay gap of 12% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"76666145e25540a77131bf4aa2f01ac9","headline":"King's College London: women's median hourly pay is 9.6% lower than men's (2021/22)","summary":"King's College London reported a median hourly gender pay gap of 9.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.8%. Women are 44.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-23","captured_at":"2026-07-28 21:38:04"},{"signal_id":"47ff5b4390e7b60da20356c69bdb689c","headline":"Kingston upon Hull City Council: women's median hourly pay is 3.6% lower than men's (2021/22)","summary":"Kingston upon Hull City Council reported a median hourly gender pay gap of 3.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kingston upon Hull City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/277/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-09","captured_at":"2026-07-28 21:38:04"},{"signal_id":"5f1e0047a285da9cbd341075797e0784","headline":"Kirklees Council: women's median hourly pay is 15.3% lower than men's (2021/22)","summary":"Kirklees Council reported a median hourly gender pay gap of 15.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:04"},{"signal_id":"14c6850fc92035e9553a32946118f62e","headline":"KPI RECRUITING LIMITED: women's median hourly pay is 3% lower than men's (2021/22)","summary":"KPI RECRUITING LIMITED reported a median hourly gender pay gap of 3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPI RECRUITING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7368/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"4aff49ba503a286a29641502921a8481","headline":"KPMG UK LIMITED: women's median hourly pay is 18.1% lower than men's (2021/22)","summary":"KPMG UK LIMITED reported a median hourly gender pay gap of 18.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.8%. Women are 36.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14843/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b051f011dd7ae1ac7599f2c175e5c1f5","headline":"KWIK-FIT (GB) LIMITED: women's median hourly pay is 16.3% lower than men's (2021/22)","summary":"KWIK-FIT (GB) LIMITED reported a median hourly gender pay gap of 16.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KWIK-FIT (GB) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7386/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"c1dd40ea7e2cf35ff56691e01f4b6bf9","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 4.5% lower than men's (2021/22)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 4.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.1%. Women are 40.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:04"},{"signal_id":"eb63cec99ad222b0a97a720fc5182834","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 4.0% lower than men's (2021/22)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 4.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 10.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"8455b8bcb15d0874a3d75cb873528af9","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 3.6% lower than men's (2021/22)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 3.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 74.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"44a2d146446c7a0483597e2988a1b3c9","headline":"Lancashire Constabulary: women's median hourly pay is 26.7% lower than men's (2021/22)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 26.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 27.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"c95ee4a3638116194257aa3dc1f1aa55","headline":"Lancashire Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 6.8% lower than men's (2021/22)","summary":"Lancashire Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 6.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.7%. Women are 67.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7429/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-17","captured_at":"2026-07-28 21:38:04"},{"signal_id":"15ad8edf252a61ceda91962b82153c19","headline":"Leeds City Council: women's median hourly pay is 9.5% lower than men's (2021/22)","summary":"Leeds City Council reported a median hourly gender pay gap of 9.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 60.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-10","captured_at":"2026-07-28 21:38:04"},{"signal_id":"1d98f3d9387aeb55bb0e335e21849077","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 21.2% lower than men's (2021/22)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 21.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.3%. Women are 62.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:04"},{"signal_id":"01e601b6e7a02a6f8ecc25d9b580818f","headline":"LEGAL & GENERAL RESOURCES LIMITED: women's median hourly pay is 23.7% lower than men's (2021/22)","summary":"LEGAL & GENERAL RESOURCES LIMITED reported a median hourly gender pay gap of 23.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.5%. Women are 35.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEGAL & GENERAL RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14239/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-16","captured_at":"2026-07-28 21:38:04"},{"signal_id":"440a80f4c5033250210275d7a105f427","headline":"Leicestershire County Council: women's median hourly pay is 6.0% lower than men's (2021/22)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 6.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 68.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-16","captured_at":"2026-07-28 21:38:04"},{"signal_id":"12ac4446be5a61c613160ecccc9154b7","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 3.9% lower than men's (2021/22)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 3.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 75.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-02","captured_at":"2026-07-28 21:38:04"},{"signal_id":"2b7a2c79cf7539cfb7aa65a678e47a52","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 2.1% lower than men's (2021/22)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 2.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 48% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"3933923af2ca17f7dafe53df7a134c52","headline":"LEONARDO UK LTD: women's median hourly pay is 17.0% lower than men's (2021/22)","summary":"LEONARDO UK LTD reported a median hourly gender pay gap of 17.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 11.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARDO UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7579/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"45ebcdfe621874e8bd91014f730463c1","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 16.2% lower than men's (2021/22)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 16.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.7%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-17","captured_at":"2026-07-28 21:38:04"},{"signal_id":"fbc80563f986771a699838f484385cc3","headline":"LIDL GREAT BRITAIN LIMITED: there is no median hourly pay gap (2021/22)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 34.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"fbeb7f1e9069d2eaf70c741a4d538ca5","headline":"LIFEWAYS COMMUNITY CARE LIMITED: there is no median hourly pay gap (2021/22)","summary":"LIFEWAYS COMMUNITY CARE LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.2%. Women are 70.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFEWAYS COMMUNITY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7639/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"60f3ecebf382a4a3d47f509beab62a53","headline":"Lincolnshire County Council: women's median hourly pay is 3.3% lower than men's (2021/22)","summary":"Lincolnshire County Council reported a median hourly gender pay gap of 3.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 66.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lincolnshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7662/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-09","captured_at":"2026-07-28 21:38:04"},{"signal_id":"dbbf8f86c32b99e3241baf47924d624f","headline":"Liverpool University Hospitals NHS Foundation Trust: women's median hourly pay is 10.8% lower than men's (2021/22)","summary":"Liverpool University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 10.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 31.6%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20148/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b7b737d5c72eea757d89591bf726eb19","headline":"LLOYDS BANK PLC: women's median hourly pay is 40.9% lower than men's (2021/22)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 40.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 32.6%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-06","captured_at":"2026-07-28 21:38:04"},{"signal_id":"d1b2f26b72c4315b9e309f0921254130","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 34.2% lower than men's (2021/22)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 34.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.9%. Women are 37.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-06","captured_at":"2026-07-28 21:38:04"},{"signal_id":"48fac380f16f8567822c3d115e8a7a62","headline":"DIAMOND DCO TWO LIMITED: women's median hourly pay is 14.7% lower than men's (2021/22)","summary":"DIAMOND DCO TWO LIMITED reported a median hourly gender pay gap of 14.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 32.1%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIAMOND DCO TWO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7731/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"60ba022b0bb1170338a0dd3b5d43a0ee","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 12.5% lower than men's (2021/22)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 12.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 39.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"6664632001a8f505562e608676999e8f","headline":"London Fire Brigade: women's median hourly pay is 4.4% higher than men's (2021/22)","summary":"London Fire Brigade reported a median hourly gender pay gap of -4.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -10.3%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:04"},{"signal_id":"70c29ba147166476fa145f8c1cfd938c","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 3.2% lower than men's (2021/22)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 3.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 8.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:04"},{"signal_id":"1c47ae10721984dc9aec6906c5684416","headline":"London North West University Healthcare Trust: women's median hourly pay is 15.9% lower than men's (2021/22)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 15.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.8%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:04"},{"signal_id":"441e889cca0224e9f3b9eb9df366298a","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 18.1% lower than men's (2021/22)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 18.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 11.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"cb855b785615c6e0d57a4d2126ed51dd","headline":"Manchester City Council: women's median hourly pay is 6.3% lower than men's (2021/22)","summary":"Manchester City Council reported a median hourly gender pay gap of 6.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 61.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"46f6ca88167db4d03b1a9476551aa3a7","headline":"Manchester University NHS Foundation Trust: women's median hourly pay is 12.0% lower than men's (2021/22)","summary":"Manchester University NHS Foundation Trust reported a median hourly gender pay gap of 12.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 24.0%. Women are 68.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18830/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:04"},{"signal_id":"51173178ad65efc8e5a352d56ec8e058","headline":"MANPOWER UK LIMITED: women's median hourly pay is 6.1% lower than men's (2021/22)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 6.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.4%. Women are 30.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"2e2734527fdcad95274dd2ed11f1f1d5","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 4.8% lower than men's (2021/22)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 4.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b0c63b2c1a8197fa0981db7ba2c9177c","headline":"MARSH SERVICES LIMITED: women's median hourly pay is 30.8% lower than men's (2021/22)","summary":"MARSH SERVICES LIMITED reported a median hourly gender pay gap of 30.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 33.5%. Women are 24.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSH SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8136/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"29da111a818cbc7ebdc31fcb610f9f55","headline":"MARSTON'S TRADING LIMITED: there is no median hourly pay gap (2021/22)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b378a5baa95c01ba8b19732692b748f6","headline":"MARTIN MCCOLL LIMITED: there is no median hourly pay gap (2021/22)","summary":"MARTIN MCCOLL LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 54.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARTIN MCCOLL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8154/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-10","captured_at":"2026-07-28 21:38:04"},{"signal_id":"9d4cc7ec34813c7971fc47368cba571a","headline":"MATALAN RETAIL LTD.: women's median hourly pay is 5.1% lower than men's (2021/22)","summary":"MATALAN RETAIL LTD. reported a median hourly gender pay gap of 5.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MATALAN RETAIL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8179/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b9c638dce0eefcf4ad3792a1e7cc2dc0","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2021/22)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"937e1615462a74f781dd8bcb12ad4cda","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 1.4% lower than men's (2021/22)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 1.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 37.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-18","captured_at":"2026-07-28 21:38:04"},{"signal_id":"847f92763a3afef78025e7be42ece372","headline":"Mersey Care Nhs Foundation Trust: women's median hourly pay is 1.7% higher than men's (2021/22)","summary":"Mersey Care Nhs Foundation Trust reported a median hourly gender pay gap of -1.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 77.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey Care Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8363/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-18","captured_at":"2026-07-28 21:38:04"},{"signal_id":"e7d3cad9b2d325fed42c9517b281155a","headline":"METHODIST HOMES: women's median hourly pay is 1.3% lower than men's (2021/22)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 1.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.0%. Women are 84.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-25","captured_at":"2026-07-28 21:38:04"},{"signal_id":"dd9bef576aa782a52bc7f5d9541da1ce","headline":"Metropolitan Police Service: women's median hourly pay is 9.6% lower than men's (2021/22)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 9.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 27.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-11","captured_at":"2026-07-28 21:38:04"},{"signal_id":"066152cb24c9dfe14aab76e930c47cbe","headline":"MICROSOFT LIMITED: women's median hourly pay is 6.9% lower than men's (2021/22)","summary":"MICROSOFT LIMITED reported a median hourly gender pay gap of 6.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 25.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MICROSOFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8428/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b28b93664679988bf8de67600c6de49b","headline":"Mid and South Essex NHS Foundation Trust: women's median hourly pay is 18.2% lower than men's (2021/22)","summary":"Mid and South Essex NHS Foundation Trust reported a median hourly gender pay gap of 18.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.2%. Women are 62.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid and South Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20298/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:04"},{"signal_id":"37d8d9f2ad4c1def756ee81db39f3278","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 16.7% lower than men's (2021/22)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 16.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 26.8%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"d93812336b672556c5bbfe890ee5b59d","headline":"Midlands Partnership NHS Foundation Trust: women's median hourly pay is 5.4% lower than men's (2021/22)","summary":"Midlands Partnership NHS Foundation Trust reported a median hourly gender pay gap of 5.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.3%. Women are 77.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Midlands Partnership NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18582/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"815a17a58957f88c1534f596e2c533d2","headline":"Ministry Of Defence: women's median hourly pay is 8.8% lower than men's (2021/22)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 8.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:04"},{"signal_id":"a5a8dab095263c5bb196d59e5b1e08c5","headline":"Ministry of Justice: women's median hourly pay is 13.6% lower than men's (2021/22)","summary":"Ministry of Justice reported a median hourly gender pay gap of 13.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 52.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry of Justice","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8499/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-27","captured_at":"2026-07-28 21:38:04"},{"signal_id":"38d5e4257b8a691e30d387232870130a","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: there is no median hourly pay gap (2021/22)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0.0%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"8787663c034f51c252745b35b523b1e2","headline":"MITIE FM LIMITED: women's median hourly pay is 9.4% lower than men's (2021/22)","summary":"MITIE FM LIMITED reported a median hourly gender pay gap of 9.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 35.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE FM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6729/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"f8059d1ddd464fa730b37ca7c47460cb","headline":"MITIE LIMITED: women's median hourly pay is 4.8% lower than men's (2021/22)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 4.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 26.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"f96730a5b5b4a069c9cb64e2e92ab2e0","headline":"MORGAN SINDALL GROUP PLC: women's median hourly pay is 29.6% lower than men's (2021/22)","summary":"MORGAN SINDALL GROUP PLC reported a median hourly gender pay gap of 29.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.9%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORGAN SINDALL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8631/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:04"},{"signal_id":"256d5f2999336f07ec8fb99bc20219e8","headline":"MOTO HOSPITALITY LIMITED: women's median hourly pay is 1.3% lower than men's (2021/22)","summary":"MOTO HOSPITALITY LIMITED reported a median hourly gender pay gap of 1.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTO HOSPITALITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8660/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"6e81345529e38a1feb4eff3c35553189","headline":"MOTT MACDONALD LIMITED: women's median hourly pay is 20.2% lower than men's (2021/22)","summary":"MOTT MACDONALD LIMITED reported a median hourly gender pay gap of 20.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 16.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTT MACDONALD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8672/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"5b68cf16280a6271de7d48b09445cc0e","headline":"MOY PARK LIMITED: women's median hourly pay is 5.4% lower than men's (2021/22)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 5.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 28.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:04"},{"signal_id":"7cda8a655bd398246cda0d6a6835bf5b","headline":"MULLER UK & IRELAND GROUP LLP: women's median hourly pay is 3% lower than men's (2021/22)","summary":"MULLER UK & IRELAND GROUP LLP reported a median hourly gender pay gap of 3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0%. Women are 10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MULLER UK & IRELAND GROUP LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8714/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"af6e59095d59d9288e60263331166a2f","headline":"NANDO'S CHICKENLAND LIMITED: women's median hourly pay is 6.3% lower than men's (2021/22)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 6.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.8%. Women are 41.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"26cae7d09873424e84bdd7286b8a682c","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 4.4% lower than men's (2021/22)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 4.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 29.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"270a95456f86e99e426db3a5f1d170d1","headline":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY: women's median hourly pay is 34.2% lower than men's (2021/22)","summary":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 34.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30.1%. Women are 31.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8819/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-18","captured_at":"2026-07-28 21:38:04"},{"signal_id":"58d9904a1fae1c8a53b31b3412945c64","headline":"Nationwide Building Society: women's median hourly pay is 34.3% lower than men's (2021/22)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 34.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30%. Women are 36.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"7febfa8faa0ff362e5374136188c294f","headline":"NAVOLIO LIMITED: women's median hourly pay is 3.9% lower than men's (2021/22)","summary":"NAVOLIO LIMITED reported a median hourly gender pay gap of 3.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 35.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NAVOLIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16816/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-06-08","captured_at":"2026-07-28 21:38:04"},{"signal_id":"ad0aa447349a7654fb940e223315a74e","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 12.9% lower than men's (2021/22)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 12.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 13.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-02","captured_at":"2026-07-28 21:38:04"},{"signal_id":"8ac52c9e2a06af7e1ca3bc70c15fa5ae","headline":"NEW LOOK RETAILERS LIMITED: there is no median hourly pay gap (2021/22)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 57.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:04"},{"signal_id":"33d2dbac17092d9b9268d1eefeca5dfa","headline":"Newcastle City Council: women's median hourly pay is 6.8% lower than men's (2021/22)","summary":"Newcastle City Council reported a median hourly gender pay gap of 6.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.7%. Women are 58.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-09-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b00aa6d69343fe788622c580435b55ec","headline":"Newcastle University: women's median hourly pay is 16.2% lower than men's (2021/22)","summary":"Newcastle University reported a median hourly gender pay gap of 16.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 40.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:04"},{"signal_id":"99073f49da33267bcb650d7baec41965","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 0.8% lower than men's (2021/22)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 0.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:04"},{"signal_id":"d93d9e5a841e03c4d3f8ac117b11394d","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 26.9% lower than men's (2021/22)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 26.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:04"},{"signal_id":"03ba6fb444a887cc7e2daad4df479b60","headline":"NHS Blood and Transplant: women's median hourly pay is 3.8% lower than men's (2021/22)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 3.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 65.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"4dc9afb080c5b34d8ec35d6115235673","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 14.4% higher than men's (2021/22)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -14.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -6.0%. Women are 85.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-13","captured_at":"2026-07-28 21:38:04"},{"signal_id":"9d4953eb690c3a9408fd4a55a6ef28c4","headline":"NHS PROPERTY SERVICES LIMITED: women's median hourly pay is 18.0% lower than men's (2021/22)","summary":"NHS PROPERTY SERVICES LIMITED reported a median hourly gender pay gap of 18.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROPERTY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8974/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"dfb0415df5d115dac10aa40e30cc960a","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2021/22)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.0%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-18","captured_at":"2026-07-28 21:38:04"},{"signal_id":"d0176fabbfaeca91853eadda73e48c84","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 6.4% lower than men's (2021/22)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of 6.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 14.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:04"},{"signal_id":"58d4fdd1e3e8a3e59554e722518ed44d","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 21.8% lower than men's (2021/22)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 21.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.9%. Women are 63.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:04"},{"signal_id":"a622d5c3fd4fb99f2f0f3146ddb7cdc6","headline":"Norfolk County Council: women's median hourly pay is 8.6% lower than men's (2021/22)","summary":"Norfolk County Council reported a median hourly gender pay gap of 8.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 66.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-07","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b0a12266fa9662904cceb7840aceab22","headline":"North Bristol N H S Trust: women's median hourly pay is 2.3% lower than men's (2021/22)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of 2.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 66.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-17","captured_at":"2026-07-28 21:38:04"},{"signal_id":"91d31a3aa389ad3898fe3e690eae8c86","headline":"North Cumbria Integrated Care NHS Foundation Trust: women's median hourly pay is 20.0% lower than men's (2021/22)","summary":"North Cumbria Integrated Care NHS Foundation Trust reported a median hourly gender pay gap of 20.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 31.0%. Women are 74.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Cumbria Integrated Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19495/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-17","captured_at":"2026-07-28 21:38:04"},{"signal_id":"3737760dcfe6fb9161557c533ceaeb9b","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 12.0% lower than men's (2021/22)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 12.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 73.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-16","captured_at":"2026-07-28 21:38:04"},{"signal_id":"85799d81191601129b39794b5acbfc7c","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 16% lower than men's (2021/22)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 16% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:04"},{"signal_id":"329d41308eae35a12e12a802be043f5b","headline":"North Yorkshire Council: women's median hourly pay is 16.3% lower than men's (2021/22)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 16.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 68.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"6e2dc9f668f7021c067024cdfa263a07","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 12.5% lower than men's (2021/22)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 12.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 32.0%. Women are 67.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:04"},{"signal_id":"c283ff7b1541ff9b10da015e7a0b9636","headline":"Northamptonshire Healthcare Nhs Foundation Trust: women's median hourly pay is 6.8% lower than men's (2021/22)","summary":"Northamptonshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 6.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.6%. Women are 88.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northamptonshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9115/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:04"},{"signal_id":"d9dfeb934e5ad79842450fee8380f738","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 24.7% lower than men's (2021/22)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 24.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 32.4%. Women are 66.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"15936dcf883196c32e21d8539b3557d0","headline":"Northern Trains Limited: women's median hourly pay is 27.3% lower than men's (2021/22)","summary":"Northern Trains Limited reported a median hourly gender pay gap of 27.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.6%. Women are 7.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Trains Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19888/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"3fa82f31cc4077d53d2aec41e97c6b12","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 9.2% lower than men's (2021/22)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 9.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.4%. Women are 74.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:04"},{"signal_id":"7bf6384fb6a371c4006f2c8aceebd95e","headline":"Northumbria Police: women's median hourly pay is 24.9% lower than men's (2021/22)","summary":"Northumbria Police reported a median hourly gender pay gap of 24.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.3%. Women are 32.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:04"},{"signal_id":"4fb6c814e69ad37e324c9539e72000d8","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 7.3% lower than men's (2021/22)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 7.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.3%. Women are 78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-01","captured_at":"2026-07-28 21:38:04"},{"signal_id":"68bb81034d2ce7db186738f05ef88132","headline":"Nottinghamshire County Council: women's median hourly pay is 16.8% lower than men's (2021/22)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 16.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 74.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-04","captured_at":"2026-07-28 21:38:04"},{"signal_id":"abcd6d161e17cc4ead28980e4231abae","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 6.4% higher than men's (2021/22)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -6.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 73.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:04"},{"signal_id":"4be831a748f2eadc28b5397116450309","headline":"NUFFIELD HEALTH: women's median hourly pay is 0.9% lower than men's (2021/22)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of 0.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:04"},{"signal_id":"b89f7f619b44b21991ef07aadebf2c18","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 2.0% lower than men's (2021/22)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of 2.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -3.0%. Women are 21.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-08","captured_at":"2026-07-28 21:38:04"},{"signal_id":"336091ccefd57070ad1a2fef8a4eb35e","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 4.6% lower than men's (2021/22)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 4.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 38.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:04"},{"signal_id":"65cff347877536ad7e362896a21ac61a","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 2.6% lower than men's (2021/22)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 2.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 50.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:05"},{"signal_id":"55fec5451dabd386c99764a5549707b2","headline":"OPENREACH LIMITED: women's median hourly pay is 14.2% higher than men's (2021/22)","summary":"OPENREACH LIMITED reported a median hourly gender pay gap of -14.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -10.6%. Women are 15.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OPENREACH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19362/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"198800c478dca7751e26f2a1ff34857b","headline":"OUTCOMES FIRST MIDCO LIMITED: women's median hourly pay is 1.8% lower than men's (2021/22)","summary":"OUTCOMES FIRST MIDCO LIMITED reported a median hourly gender pay gap of 1.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OUTCOMES FIRST MIDCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9453/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"cf64cf4f506c0d6d8f5683cba2ae90d1","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 15.7% lower than men's (2021/22)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 15.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 27.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-21","captured_at":"2026-07-28 21:38:05"},{"signal_id":"e31d972e0038603da39e66c704439b0f","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 5.6% lower than men's (2021/22)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of 5.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.5%. Women are 72.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-13","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ebbc60442d7fa13616620a639d0d717c","headline":"Oxfordshire County Council: there is no median hourly pay gap (2021/22)","summary":"Oxfordshire County Council reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.8%. Women are 67.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9479/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-07","captured_at":"2026-07-28 21:38:05"},{"signal_id":"531ac3146d0069b4093c6028dd3826f3","headline":"PARASOL LIMITED: women's median hourly pay is 27.1% lower than men's (2021/22)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 27.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 37.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"6afdd74d7c4b07008a6c5fa2c70f5cc2","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 27.0% lower than men's (2021/22)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of 27.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.0%. Women are 22.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-05","captured_at":"2026-07-28 21:38:05"},{"signal_id":"2eabfee378e82f9c73d1a6e3b55aeeea","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 7.6% lower than men's (2021/22)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of 7.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 25.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"7930ef52f938c239937924d55c1210a9","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 30.2% lower than men's (2021/22)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 30.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 49.7%. Women are 83.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"02b820d29161103bf5fb443174780689","headline":"PETS AT HOME LTD: women's median hourly pay is 9.7% lower than men's (2021/22)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 9.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d6c9ec25a2d7f86736bb2495598d9642","headline":"PHOENIX GROUP OF COMPANIES LIMITED: women's median hourly pay is 28.8% lower than men's (2021/22)","summary":"PHOENIX GROUP OF COMPANIES LIMITED reported a median hourly gender pay gap of 28.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.8%. Women are 36.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PHOENIX GROUP OF COMPANIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21181/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d241bad0f12571b842291474ebab038b","headline":"PILGRIM'S PRIDE LTD.: women's median hourly pay is 0.5% lower than men's (2021/22)","summary":"PILGRIM'S PRIDE LTD. reported a median hourly gender pay gap of 0.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PILGRIM'S PRIDE LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13003/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"dc90101423decfc4dd87a577e9e39f24","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 23.9% lower than men's (2021/22)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of 23.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 26.7%. Women are 30.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"bf5e3035f2e08cd280dbffd0ec796967","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 14.1% lower than men's (2021/22)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 14.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.7%. Women are 58.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"e54c46720a4b9f72ae2666a10b8c2163","headline":"IF TRADE CO LIMITED: women's median hourly pay is 2.1% lower than men's (2021/22)","summary":"IF TRADE CO LIMITED reported a median hourly gender pay gap of 2.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0.4%. Women are 30.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IF TRADE CO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14915/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"87b2d7d56258d7d243afc4b113adde7c","headline":"Portsmouth City Council: women's median hourly pay is 13.6% lower than men's (2021/22)","summary":"Portsmouth City Council reported a median hourly gender pay gap of 13.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/156/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"74883efa8a1bcc802e2bbae92eadeacc","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 20.3% lower than men's (2021/22)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 20.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.4%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-18","captured_at":"2026-07-28 21:38:05"},{"signal_id":"9209e9773ac0eb92b9a15a80e22b00d5","headline":"POUNDLAND LIMITED: women's median hourly pay is 3.7% lower than men's (2021/22)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 3.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 45.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-18","captured_at":"2026-07-28 21:38:05"},{"signal_id":"4918bd2966eec63a8c535c5331ad19c0","headline":"Powys Council: women's median hourly pay is 4.1% lower than men's (2021/22)","summary":"Powys Council reported a median hourly gender pay gap of 4.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 58.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Powys Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16407/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:05"},{"signal_id":"0353a524820b21af5599e2740adb07cc","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 7.3% lower than men's (2021/22)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 7.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 40.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-24","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ad129cd355265dd84c4eed7afa58ba19","headline":"PRIMARK STORES LIMITED: there is no median hourly pay gap (2021/22)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.4%. Women are 65.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:05"},{"signal_id":"9e1aaa5f4a613ce710648e9328c8d584","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 9.1% higher than men's (2021/22)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of -9.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"c6c2d0f8f95d7db0e14b527c4a307afd","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 10.3% lower than men's (2021/22)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 10.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.3%. Women are 39.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"5d657793014eb5048836c595a6788624","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 8.1% lower than men's (2021/22)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 8.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 74.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"283ce5943d5b3027f4c68fc3544ca8eb","headline":"REED STAFFING SERVICES LIMITED: women's median hourly pay is 6.1% higher than men's (2021/22)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of -6.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -14.6%. Women are 74.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"1b93aeab307458cb6590d7be673431af","headline":"Rhondda Cynon Taf Council: women's median hourly pay is 19.6% lower than men's (2021/22)","summary":"Rhondda Cynon Taf Council reported a median hourly gender pay gap of 19.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 70.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rhondda Cynon Taf Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19155/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-16","captured_at":"2026-07-28 21:38:05"},{"signal_id":"5dc10bf8a5238ddcceb4a031dd25e7c7","headline":"RIVER ISLAND CLOTHING CO. LIMITED: women's median hourly pay is 10.9% lower than men's (2021/22)","summary":"RIVER ISLAND CLOTHING CO. LIMITED reported a median hourly gender pay gap of 10.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.5%. Women are 54.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RIVER ISLAND CLOTHING CO. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10521/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-19","captured_at":"2026-07-28 21:38:05"},{"signal_id":"86215ee3c1599bbc5b2b38079d682afc","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 2.6% lower than men's (2021/22)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 2.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-14","captured_at":"2026-07-28 21:38:05"},{"signal_id":"a4fc7516eae8dc7511d566e444226c8f","headline":"Rotherham Metropolitan Borough Council: women's median hourly pay is 11.2% lower than men's (2021/22)","summary":"Rotherham Metropolitan Borough Council reported a median hourly gender pay gap of 11.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 64.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10624/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-25","captured_at":"2026-07-28 21:38:05"},{"signal_id":"b05d50ccfbbe04ed6e21d88887e423cb","headline":"INTACT INSURANCE UK LIMITED: women's median hourly pay is 28.3% lower than men's (2021/22)","summary":"INTACT INSURANCE UK LIMITED reported a median hourly gender pay gap of 28.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.8%. Women are 38.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INTACT INSURANCE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10638/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"bc60163f7cda5cea79185bc79eff0776","headline":"Royal Berkshire Nhs Foundation Trust: women's median hourly pay is 0.4% lower than men's (2021/22)","summary":"Royal Berkshire Nhs Foundation Trust reported a median hourly gender pay gap of 0.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.3%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Berkshire Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10644/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-07","captured_at":"2026-07-28 21:38:05"},{"signal_id":"651f3daec1fa6adc19b4839bab69ef59","headline":"Royal Devon And Exeter Nhs Foundation Trust General Charity: women's median hourly pay is 9.3% lower than men's (2021/22)","summary":"Royal Devon And Exeter Nhs Foundation Trust General Charity reported a median hourly gender pay gap of 9.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.2%. Women are 68.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon And Exeter Nhs Foundation Trust General Charity","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10652/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-02","captured_at":"2026-07-28 21:38:05"},{"signal_id":"adcfd33645e56ee0e0d59caae452a461","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 11.8% lower than men's (2021/22)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 11.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 62.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-03","captured_at":"2026-07-28 21:38:05"},{"signal_id":"5484d4f5a1958bc01883d115ba9c0c1a","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 3.0% lower than men's (2021/22)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 3.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 16.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-25","captured_at":"2026-07-28 21:38:05"},{"signal_id":"83d02552d5183931156a46d112e3d456","headline":"ROYAL MENCAP SOCIETY: women's median hourly pay is 0.4% lower than men's (2021/22)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 0.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.2%. Women are 72.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-07","captured_at":"2026-07-28 21:38:05"},{"signal_id":"a6d39e3dfa3da9f3356a5238304eabce","headline":"Royal Surrey County NHS Foundation Trust: women's median hourly pay is 9.5% lower than men's (2021/22)","summary":"Royal Surrey County NHS Foundation Trust reported a median hourly gender pay gap of 9.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.1%. Women are 66.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Surrey County NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15966/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:05"},{"signal_id":"fafed6b64eb44c48067dbcd15445c65c","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 2.5% higher than men's (2021/22)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of -2.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.0%. Women are 68.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-06","captured_at":"2026-07-28 21:38:05"},{"signal_id":"a4cde42f56488f7d8e71bba8457f7845","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 4.3% lower than men's (2021/22)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 4.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 40.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-15","captured_at":"2026-07-28 21:38:05"},{"signal_id":"c1620ae0034abbb47a59f73d1496a9bc","headline":"Salford Royal Foundation Trust: women's median hourly pay is 10.0% lower than men's (2021/22)","summary":"Salford Royal Foundation Trust reported a median hourly gender pay gap of 10.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 24.2%. Women are 65.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Salford Royal Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10832/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-08","captured_at":"2026-07-28 21:38:05"},{"signal_id":"2921f7dc617edd7f45c023f2bd1ca3b1","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 6.6% lower than men's (2021/22)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 6.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 26.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"2d66f595b4e68764f01718e9e96de21c","headline":"SANCTUARY CARE LIMITED: women's median hourly pay is 1.9% lower than men's (2021/22)","summary":"SANCTUARY CARE LIMITED reported a median hourly gender pay gap of 1.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 82% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANCTUARY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10848/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"eec671ee7dd75e626e76025e07a61397","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 13.7% lower than men's (2021/22)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 13.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.1%. Women are 64.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"8a396d21bb08253e3d04e147a3eea2b2","headline":"SANTANDER UK PLC: women's median hourly pay is 30.4% lower than men's (2021/22)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 30.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 32.6%. Women are 39.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"5e8ab422814df59fe5375d975ae506f5","headline":"SANTIO LIMITED: women's median hourly pay is 1% lower than men's (2021/22)","summary":"SANTIO LIMITED reported a median hourly gender pay gap of 1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19326/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"b8223eaffc06bc16bcbe79e2a222361b","headline":"SAVILLS (UK) LIMITED: women's median hourly pay is 41.1% lower than men's (2021/22)","summary":"SAVILLS (UK) LIMITED reported a median hourly gender pay gap of 41.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 39.6%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAVILLS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/654/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"7b896d9f17a76de351434c7cb4ba6d42","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 1.6% lower than men's (2021/22)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 1.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 36.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"1224477ef7ca02cb2e863f7d28be3c2b","headline":"SECURITAS SECURITY SERVICES (UK) LIMITED: women's median hourly pay is 6.2% higher than men's (2021/22)","summary":"SECURITAS SECURITY SERVICES (UK) LIMITED reported a median hourly gender pay gap of -6.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -6.2%. Women are 18.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SECURITAS SECURITY SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10987/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-03","captured_at":"2026-07-28 21:38:05"},{"signal_id":"0ec6bc5b6253d9feaf516b0cbfa244b3","headline":"SELLAFIELD LIMITED: women's median hourly pay is 11.2% lower than men's (2021/22)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 11.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.7%. Women are 16.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"0daa8d0d3ab4e3fd4c86e2e16dfef6d9","headline":"SERCO LIMITED: women's median hourly pay is 6.7% lower than men's (2021/22)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 6.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 36.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-21","captured_at":"2026-07-28 21:38:05"},{"signal_id":"72764cde2a50eb8580eb113621eaf0e3","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 9.1% lower than men's (2021/22)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 9.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 27.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-11-23","captured_at":"2026-07-28 21:38:05"},{"signal_id":"918f4b8fa7d65384222836678957b498","headline":"Sheffield City Council HQ: women's median hourly pay is 3.1% lower than men's (2021/22)","summary":"Sheffield City Council HQ reported a median hourly gender pay gap of 3.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 0%. Women are 63.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield City Council HQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11107/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"e77400613bb9a2b4f78c219830f4e790","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 11.0% lower than men's (2021/22)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 11.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.5%. Women are 63.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"a44af22b79ccf029e026c5c1e5ed418a","headline":"Sherwood Forest Hospitals NHS Foundation Trust: women's median hourly pay is 20.5% lower than men's (2021/22)","summary":"Sherwood Forest Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 20.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 34.2%. Women are 67.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sherwood Forest Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16207/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"01e521dee996e96eeeff3dde10723210","headline":"SINGLE RESOURCE LIMITED: women's median hourly pay is 3.2% lower than men's (2021/22)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 3.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 28.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"5c9b17105b7e48a5020455b50027f0bc","headline":"FOUNDEVER GB LIMITED: there is no median hourly pay gap (2021/22)","summary":"FOUNDEVER GB LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.8%. Women are 29.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FOUNDEVER GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11218/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"5f94360645bc2d87bef0824fd2382d83","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 1.2% lower than men's (2021/22)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 1.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.0%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:05"},{"signal_id":"961be78a803b428812b9c9fc11c14909","headline":"SKY UK LIMITED: women's median hourly pay is 11% lower than men's (2021/22)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 11% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:05"},{"signal_id":"8a9922930ed7c6864038d2b7a2879c50","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 9.9% lower than men's (2021/22)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of 9.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"bc2860ec9998e3ef1bf7bfa77676f9a0","headline":"SODEXO LIMITED: women's median hourly pay is 10.9% lower than men's (2021/22)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 10.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:05"},{"signal_id":"e632a3023466db744b1a520cd995fa31","headline":"Somerset NHS Foundation Trust: women's median hourly pay is 11.5% lower than men's (2021/22)","summary":"Somerset NHS Foundation Trust reported a median hourly gender pay gap of 11.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.3%. Women are 72.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Somerset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21437/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-11","captured_at":"2026-07-28 21:38:05"},{"signal_id":"f3649f1a5bdac3a6c6943e2c13b958e2","headline":"South London And Maudsley Nhs Foundation Trust: women's median hourly pay is 4.3% lower than men's (2021/22)","summary":"South London And Maudsley Nhs Foundation Trust reported a median hourly gender pay gap of 4.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South London And Maudsley Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11381/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"8e6abc5e2226b3ae8e94497d79f484c9","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 19.2% lower than men's (2021/22)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 19.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 31.9%. Women are 67.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"6fcfcb2a808f21157b5d093ad69e9afa","headline":"South Tyneside and Sunderland NHS Foundation Trust: women's median hourly pay is 11.7% lower than men's (2021/22)","summary":"South Tyneside and Sunderland NHS Foundation Trust reported a median hourly gender pay gap of 11.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 31.7%. Women are 72.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tyneside and Sunderland NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20267/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-07","captured_at":"2026-07-28 21:38:05"},{"signal_id":"dbd7b9aa99613d5958ee1ffe96066a4d","headline":"South Wales Police: women's median hourly pay is 20.4% lower than men's (2021/22)","summary":"South Wales Police reported a median hourly gender pay gap of 20.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 28.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"54fabc199710463559cccef05ce7a87c","headline":"South West Yorkshire Partnership N H S Foundation Trust: women's median hourly pay is 13.8% lower than men's (2021/22)","summary":"South West Yorkshire Partnership N H S Foundation Trust reported a median hourly gender pay gap of 13.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.1%. Women are 67.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South West Yorkshire Partnership N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11404/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-10","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ce05f6cf61b1abd32a0813f2f7923965","headline":"Southern Health Nhs Foundation Trust: women's median hourly pay is 7.7% lower than men's (2021/22)","summary":"Southern Health Nhs Foundation Trust reported a median hourly gender pay gap of 7.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.6%. Women are 73.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Southern Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11421/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-10","captured_at":"2026-07-28 21:38:05"},{"signal_id":"30fe257940c1fd24e30a996a929d6976","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 7.1% lower than men's (2021/22)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 7.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 74.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d7f03e2cdb849b8db85ee1e092d58f46","headline":"FRASERS GROUP TRADING LIMITED: there is no median hourly pay gap (2021/22)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"c4869000c80ba26c8dcaf47b83817f3c","headline":"SSE PLC: women's median hourly pay is 18.3% lower than men's (2021/22)","summary":"SSE PLC reported a median hourly gender pay gap of 18.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.5%. Women are 15.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-13","captured_at":"2026-07-28 21:38:05"},{"signal_id":"6fcb680ff3ca32beb598311a0ae7bab7","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 7.9% lower than men's (2021/22)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 7.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d88e99958effcba15f5d85e71f847c32","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 4.9% lower than men's (2021/22)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 4.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 16.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-11","captured_at":"2026-07-28 21:38:05"},{"signal_id":"f592fcdbe3d92df4d3eb5212314b3b35","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 39.2% lower than men's (2021/22)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 39.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30.8%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d111c158674a09abf0adf81771f23858","headline":"SUEZ RECYCLING AND RECOVERY UK LTD: women's median hourly pay is 5.2% lower than men's (2021/22)","summary":"SUEZ RECYCLING AND RECOVERY UK LTD reported a median hourly gender pay gap of 5.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -3.7%. Women are 18.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUEZ RECYCLING AND RECOVERY UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11785/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d67e76bf3c72e3af06e8c30c17d38521","headline":"Suffolk County Council: women's median hourly pay is 14.8% lower than men's (2021/22)","summary":"Suffolk County Council reported a median hourly gender pay gap of 14.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 65.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-24","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d2f2c7c74a3a3869fb670aa9dd9bace7","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 7.7% lower than men's (2021/22)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 7.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.7%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-03","captured_at":"2026-07-28 21:38:05"},{"signal_id":"634ea1aa418d3aa556d820c8c9c8db8d","headline":"Surrey County Council: women's median hourly pay is 12.5% lower than men's (2021/22)","summary":"Surrey County Council reported a median hourly gender pay gap of 12.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 66.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:05"},{"signal_id":"cc2f9ea0603d57bffcd66198735ca95a","headline":"Sussex Community NHS Foundation Trust: women's median hourly pay is 2.1% higher than men's (2021/22)","summary":"Sussex Community NHS Foundation Trust reported a median hourly gender pay gap of -2.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 80.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Community NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11847/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"e0272ddcda438ae165ca60844b35d31e","headline":"Sussex Partnership Nhs Foundation Trust: women's median hourly pay is 6% lower than men's (2021/22)","summary":"Sussex Partnership Nhs Foundation Trust reported a median hourly gender pay gap of 6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.1%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Partnership Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11849/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:05"},{"signal_id":"779a75c0bfad83e15760a88e85e9c246","headline":"Sussex Police: women's median hourly pay is 15.3% lower than men's (2021/22)","summary":"Sussex Police reported a median hourly gender pay gap of 15.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8%. Women are 31.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11850/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:05"},{"signal_id":"fa82f15dda8b5aee38fc54beabbafe4a","headline":"Swansea Council: women's median hourly pay is 13.6% lower than men's (2021/22)","summary":"Swansea Council reported a median hourly gender pay gap of 13.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 58.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-09","captured_at":"2026-07-28 21:38:05"},{"signal_id":"6aaa42ff36dfd384856dabd62ae24aa1","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 22.7% lower than men's (2021/22)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 22.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.2%. Women are 15.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"029fbf771ecc80e7017d3e3a86180c20","headline":"T. J. MORRIS LIMITED: women's median hourly pay is 7.8% lower than men's (2021/22)","summary":"T. J. MORRIS LIMITED reported a median hourly gender pay gap of 7.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 53.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T. J. MORRIS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11950/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"67ba0de0bd3ca6be6bc8c9c678139eab","headline":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED: there is no median hourly pay gap (2021/22)","summary":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -9.7%. Women are 0.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11961/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"60b089742ce6b51aa5e75fc4bdd174fc","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 7.5% lower than men's (2021/22)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 7.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 8.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d2816531c0a19c6eadc4ea79151ce053","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 6.8% lower than men's (2021/22)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 6.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.5%. Women are 11.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:05"},{"signal_id":"6b4ac7e5ab3331f83edc86bab852f394","headline":"TAYLOR WIMPEY UK LIMITED: women's median hourly pay is 5% higher than men's (2021/22)","summary":"TAYLOR WIMPEY UK LIMITED reported a median hourly gender pay gap of -5.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -7.0%. Women are 35.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TAYLOR WIMPEY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12039/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:05"},{"signal_id":"dce3a6b759810575f8bfc95d1f6d0d49","headline":"TEACHING PERSONNEL LIMITED: women's median hourly pay is 13.6% lower than men's (2021/22)","summary":"TEACHING PERSONNEL LIMITED reported a median hourly gender pay gap of 13.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TEACHING PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12060/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:05"},{"signal_id":"2165bb47c3c15c6403caf667d8a9fcec","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 7.3% lower than men's (2021/22)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 7.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 75.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-14","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ee9ed31b06e12a38082f38893cf9d0ec","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 4.6% lower than men's (2021/22)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of 4.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 43.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"c885932e6570204ab71cc60248261f3e","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 20.6% lower than men's (2021/22)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 20.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-06-23","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ff99e366293cce2d153d8085ab6e4330","headline":"TELEPERFORMANCE LIMITED: there is no median hourly pay gap (2021/22)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of 0.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 48.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"971f07a84fefcd17d8334c563117efe6","headline":"TESCO STORES LIMITED: women's median hourly pay is 6.3% lower than men's (2021/22)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 6.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 40.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-15","captured_at":"2026-07-28 21:38:05"},{"signal_id":"36ea818a0b2966de98521a9c607a7753","headline":"Thames Valley Police: women's median hourly pay is 20.0% lower than men's (2021/22)","summary":"Thames Valley Police reported a median hourly gender pay gap of 20.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 29.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-03","captured_at":"2026-07-28 21:38:05"},{"signal_id":"502a167875d6f81d149adc15b446104f","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 15.1% lower than men's (2021/22)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 15.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 27.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-07-06","captured_at":"2026-07-28 21:38:05"},{"signal_id":"551bf1793f6e934bf1cead7fb74bbf99","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 2.9% lower than men's (2021/22)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 2.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 16.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:05"},{"signal_id":"f2e5855cbef209e3c2dcbbdaca603edd","headline":"The Dudley Group NHS Foundation Trust: women's median hourly pay is 23.3% lower than men's (2021/22)","summary":"The Dudley Group NHS Foundation Trust reported a median hourly gender pay gap of 23.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 35.4%. Women are 64.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Dudley Group NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12332/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ce12a810e4e8cc1b8754012676fad5c4","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 2.2% lower than men's (2021/22)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 2.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 57.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-09","captured_at":"2026-07-28 21:38:05"},{"signal_id":"0d5cf91c54e3d3b787efed2226809ab0","headline":"The National Crime Agency: women's median hourly pay is 10.4% lower than men's (2021/22)","summary":"The National Crime Agency reported a median hourly gender pay gap of 10.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 31.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Crime Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12475/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"09165eb6baffb513cf43a786e8b30116","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 8.9% lower than men's (2021/22)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 8.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 58.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"705d72fe9f641f0adfdc4e5ef31fad1a","headline":"The Open University: women's median hourly pay is 13.3% lower than men's (2021/22)","summary":"The Open University reported a median hourly gender pay gap of 13.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"a3742e474fe4e1510e9c9b8999947ffe","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 17.2% lower than men's (2021/22)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 17.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.0%. Women are 61.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"3d2c5349cb03b743bf03930191ba0b4e","headline":"The Pennine Acute Hospitals NHS Trust: women's median hourly pay is 6.8% lower than men's (2021/22)","summary":"The Pennine Acute Hospitals NHS Trust reported a median hourly gender pay gap of 6.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.1%. Women are 70.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Pennine Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12512/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-08","captured_at":"2026-07-28 21:38:05"},{"signal_id":"b668da3a128d77f05f16f1fa74377874","headline":"The Royal Bournemouth and Christchurch Hospitals NHS Foundation Trust: women's median hourly pay is 7.0% lower than men's (2021/22)","summary":"The Royal Bournemouth and Christchurch Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 7.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.0%. Women are 65.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Bournemouth and Christchurch Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16219/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-07","captured_at":"2026-07-28 21:38:05"},{"signal_id":"68adb308707fd4eb6202fb45745c2fb4","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 18.3% lower than men's (2021/22)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 18.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.2%. Women are 67.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"8311ac64b39632a855a01ded6a868495","headline":"The Shrewsbury and Telford Hospital NHS Trust: women's median hourly pay is 10.8% lower than men's (2021/22)","summary":"The Shrewsbury and Telford Hospital NHS Trust reported a median hourly gender pay gap of 10.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 26.5%. Women are 70.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Shrewsbury and Telford Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15713/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"d2fafe939e9dd802067f9830a5aa6d54","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 11.1% lower than men's (2021/22)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 11.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 41.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-27","captured_at":"2026-07-28 21:38:05"},{"signal_id":"26332bbe1a6b6f1c1eb2dd7c37e638f4","headline":"TJX UK: women's median hourly pay is 4.3% lower than men's (2021/22)","summary":"TJX UK reported a median hourly gender pay gap of 4.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"dc5eeb44031b8179173487d395d8b1aa","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 3.8% lower than men's (2021/22)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 3.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.9%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-10","captured_at":"2026-07-28 21:38:05"},{"signal_id":"dd1345e9a2a9d1259180894ad20d6be5","headline":"Transport for London: women's median hourly pay is 9.2% lower than men's (2021/22)","summary":"Transport for London reported a median hourly gender pay gap of 9.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 26.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"0764819cd8120232e906a45848e27677","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 5.1% lower than men's (2021/22)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 5.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 41.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-25","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ef7fd5aab6517a9ac15f6b1a11c5a060","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 2.9% lower than men's (2021/22)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 2.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5%. Women are 20.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"02214f1610774bcc43df93dd80dad95d","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: there is no median hourly pay gap (2021/22)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of 0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -2.6%. Women are 18.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:05"},{"signal_id":"ced7721c41e6e5784b1d5a4f37a968cb","headline":"TSB BANK PLC: women's median hourly pay is 25.6% lower than men's (2021/22)","summary":"TSB BANK PLC reported a median hourly gender pay gap of 25.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 31.8%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TSB BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/355/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:05"},{"signal_id":"0de4db6d5b61e74f18e28f36b4e999ac","headline":"UBER BRITANNIA LIMITED: women's median hourly pay is 5.4% higher than men's (2021/22)","summary":"UBER BRITANNIA LIMITED reported a median hourly gender pay gap of -5.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -4.4%. Women are 1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER BRITANNIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21077/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"75558ea896e73c27ba6187654add079f","headline":"UBER LONDON LIMITED: women's median hourly pay is 5.7% lower than men's (2021/22)","summary":"UBER LONDON LIMITED reported a median hourly gender pay gap of 5.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -3.9%. Women are 0.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER LONDON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18798/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:05"},{"signal_id":"2e2612c29e2952d795302e72db0236e3","headline":"UCL: women's median hourly pay is 7.8% lower than men's (2021/22)","summary":"UCL reported a median hourly gender pay gap of 7.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"3b3779413b85ddc7cdc9d70b6f909043","headline":"UK Armed Forces: women's median hourly pay is 2.3% lower than men's (2021/22)","summary":"UK Armed Forces reported a median hourly gender pay gap of 2.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 2.2%. Women are 10.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"6766a6e687776daba51531470485d0ea","headline":"UK POWER NETWORKS (OPERATIONS) LIMITED: women's median hourly pay is 14% lower than men's (2021/22)","summary":"UK POWER NETWORKS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 14% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17%. Women are 10.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK POWER NETWORKS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13073/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:05"},{"signal_id":"36cc08c20eee74927aabea3d97c54ca2","headline":"UK Statistics Authority: women's median hourly pay is 10.6% lower than men's (2021/22)","summary":"UK Statistics Authority reported a median hourly gender pay gap of 10.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 1.7%. Women are 49.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Statistics Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13077/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-10-15","captured_at":"2026-07-28 21:38:05"},{"signal_id":"f5399a7765ba3095d18c4fce4841663a","headline":"UMBRELLA-COMPANY LIMITED: women's median hourly pay is 3% higher than men's (2021/22)","summary":"UMBRELLA-COMPANY LIMITED reported a median hourly gender pay gap of -3.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 16.0%. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UMBRELLA-COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13096/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:05"},{"signal_id":"382d076d4476ce13ce297230a7ef55fd","headline":"United Kingdom Research and Innovation: women's median hourly pay is 12.3% lower than men's (2021/22)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 12.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:05"},{"signal_id":"13d0e476395b332a2e56235e557e6568","headline":"UNITED LEARNING TRUST: women's median hourly pay is 18.8% lower than men's (2021/22)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 18.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 65.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:05"},{"signal_id":"dc3a1e00a3a10616c26b8314fc3ba65b","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 14.6% lower than men's (2021/22)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 14.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.6%. Women are 67.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-10","captured_at":"2026-07-28 21:38:05"},{"signal_id":"8cd3e94041e97aba3c70b3878608ad3b","headline":"UNITED UTILITIES GROUP PLC: women's median hourly pay is 14.7% lower than men's (2021/22)","summary":"UNITED UTILITIES GROUP PLC reported a median hourly gender pay gap of 14.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13144/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-13","captured_at":"2026-07-28 21:38:05"},{"signal_id":"45c74ff5265a212782d37cc75177d00a","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 15.1% lower than men's (2021/22)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 15.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 29.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-13","captured_at":"2026-07-28 21:38:06"},{"signal_id":"393be8aac18d9ae912fc252132b0f6ef","headline":"University College Hospital NHS Trust: women's median hourly pay is 8.9% lower than men's (2021/22)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 8.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 57.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:06"},{"signal_id":"734718a0d312140991a6afefe44b3593","headline":"University Hospital Southampton NHS Foundation Trust: women's median hourly pay is 11.5% lower than men's (2021/22)","summary":"University Hospital Southampton NHS Foundation Trust reported a median hourly gender pay gap of 11.5% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 24.2%. Women are 62.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Southampton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17217/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-10","captured_at":"2026-07-28 21:38:06"},{"signal_id":"efe87621b825e51f671e50df5128b939","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 10.7% lower than men's (2021/22)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 10.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 26.7%. Women are 62.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"95dbabd931cfe5ebd97503a17752cb29","headline":"University Hospitals Bristol and Weston NHS Foundation Trust: women's median hourly pay is 4.2% lower than men's (2021/22)","summary":"University Hospitals Bristol and Weston NHS Foundation Trust reported a median hourly gender pay gap of 4.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 67.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol and Weston NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20028/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"ec8ecc8478bccd416acd237b9dd34ee6","headline":"University Hospitals Dorset NHS Foundation Trust: women's median hourly pay is 6.6% lower than men's (2021/22)","summary":"University Hospitals Dorset NHS Foundation Trust reported a median hourly gender pay gap of 6.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 64.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Dorset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20710/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-09","captured_at":"2026-07-28 21:38:06"},{"signal_id":"7f854475acf22509ac697cfeacf6e488","headline":"University Hospitals of Derby and Burton NHS Foundation Trust: women's median hourly pay is 16.9% lower than men's (2021/22)","summary":"University Hospitals of Derby and Burton NHS Foundation Trust reported a median hourly gender pay gap of 16.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 29.0%. Women are 68.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals of Derby and Burton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19430/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-11","captured_at":"2026-07-28 21:38:06"},{"signal_id":"695ec16ec76005446e319b37a8be6759","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 13% lower than men's (2021/22)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 13% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:06"},{"signal_id":"8db67c6f7d47896f3831ae2282eb0c46","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 9.6% lower than men's (2021/22)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 9.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 28.9%. Women are 70.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-08-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"e996381c32346595dc4bf842797178b0","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 13.3% lower than men's (2021/22)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 13.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.5%. Women are 65.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"725440e718cd0f0066990de2b9918f8c","headline":"THE UNIVERSITY OF BIRMINGHAM: women's median hourly pay is 17.6% lower than men's (2021/22)","summary":"THE UNIVERSITY OF BIRMINGHAM reported a median hourly gender pay gap of 17.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 38.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF BIRMINGHAM","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13169/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"8b234b68b571d3e3c1b513b7b4d37229","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 11.1% lower than men's (2021/22)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 11.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.0%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:06"},{"signal_id":"e4016f522b97428b5aa6ac2bf3000259","headline":"University Of Cambridge: women's median hourly pay is 9.0% lower than men's (2021/22)","summary":"University Of Cambridge reported a median hourly gender pay gap of 9.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:06"},{"signal_id":"932eb51657e8dd0e107eb710abf0288f","headline":"University of Exeter: women's median hourly pay is 21.7% lower than men's (2021/22)","summary":"University of Exeter reported a median hourly gender pay gap of 21.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.6%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"ea21d1e4f664a1554150a2b5e31af844","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 12.9% lower than men's (2021/22)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 12.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.9%. Women are 40.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-02","captured_at":"2026-07-28 21:38:06"},{"signal_id":"906b861249c85a46a2c8e12cd760d955","headline":"UNIVERSITY OF LIVERPOOL: women's median hourly pay is 14.2% lower than men's (2021/22)","summary":"UNIVERSITY OF LIVERPOOL reported a median hourly gender pay gap of 14.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.5%. Women are 41.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LIVERPOOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13184/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-08-22","captured_at":"2026-07-28 21:38:06"},{"signal_id":"d1fe561c384fd59dc9c88f9c7e623fc4","headline":"University of Nottingham: women's median hourly pay is 17.7% lower than men's (2021/22)","summary":"University of Nottingham reported a median hourly gender pay gap of 17.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 20.1%. Women are 39.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Nottingham","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15824/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"bd3a36ec02c3b5b4a9bcb38e771e7b3c","headline":"University of Oxford: women's median hourly pay is 11.1% lower than men's (2021/22)","summary":"University of Oxford reported a median hourly gender pay gap of 11.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 40.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Oxford","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14396/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"843d35bf85d2bc69caec3ee4212c197e","headline":"UNIVERSITY OF READING: women's median hourly pay is 25.4% lower than men's (2021/22)","summary":"UNIVERSITY OF READING reported a median hourly gender pay gap of 25.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.1%. Women are 48.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF READING","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13188/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"2bd5d718b5cb5c4001a708b110ec80fc","headline":"UNIVERSITY OF SHEFFIELD: women's median hourly pay is 8.4% lower than men's (2021/22)","summary":"UNIVERSITY OF SHEFFIELD reported a median hourly gender pay gap of 8.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 42.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF SHEFFIELD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16119/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:06"},{"signal_id":"9fa85063c352d13d6bbaf0dc55d0e479","headline":"University of Southampton: women's median hourly pay is 13.7% lower than men's (2021/22)","summary":"University of Southampton reported a median hourly gender pay gap of 13.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.9%. Women are 37.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Southampton","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/163/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:06"},{"signal_id":"48a7266a5bb8bceaa22b85eb48be7c08","headline":"University of the Arts, London: women's median hourly pay is 5.2% lower than men's (2021/22)","summary":"University of the Arts, London reported a median hourly gender pay gap of 5.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 59.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of the Arts, London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/192/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-08","captured_at":"2026-07-28 21:38:06"},{"signal_id":"b669aac8c3e55092484a270c7b185c07","headline":"University of Warwick: women's median hourly pay is 19.9% lower than men's (2021/22)","summary":"University of Warwick reported a median hourly gender pay gap of 19.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.9%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:06"},{"signal_id":"756d10a57d33409c88e04707577fb6f3","headline":"University of York: women's median hourly pay is 14.8% lower than men's (2021/22)","summary":"University of York reported a median hourly gender pay gap of 14.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of York","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/296/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-17","captured_at":"2026-07-28 21:38:06"},{"signal_id":"c4ec22153654307532a191eb60d6575b","headline":"UPS LIMITED: women's median hourly pay is 8.7% lower than men's (2021/22)","summary":"UPS LIMITED reported a median hourly gender pay gap of 8.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 12.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:06"},{"signal_id":"2720b35061daf93f4cf5765b7914c6fa","headline":"UTILITY WAREHOUSE LIMITED: women's median hourly pay is 8% lower than men's (2021/22)","summary":"UTILITY WAREHOUSE LIMITED reported a median hourly gender pay gap of 8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UTILITY WAREHOUSE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17870/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"be2ccc60a71d459c1b2b36348fd939e0","headline":"VEOLIA ES (UK) LIMITED: women's median hourly pay is 0.8% higher than men's (2021/22)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of -0.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is -8.5%. Women are 17.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:06"},{"signal_id":"56d981950cd9f6691b5f2043acb01dc4","headline":"VETPARTNERS PRACTICES LIMITED: women's median hourly pay is 41% lower than men's (2021/22)","summary":"VETPARTNERS PRACTICES LIMITED reported a median hourly gender pay gap of 41% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 36%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VETPARTNERS PRACTICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19265/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"86500a9c1db57c29b3b1ff183e881b9c","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 3.9% lower than men's (2021/22)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of 3.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 2.0%. Women are 28.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"6b440032fa7fecf5381a574bcfeb1fa8","headline":"VODAFONE LIMITED: women's median hourly pay is 16.1% lower than men's (2021/22)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 16.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 27.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"881b2fd0fe83f07ac7652bdf838b4fea","headline":"WAGAMAMA LIMITED: women's median hourly pay is 9% lower than men's (2021/22)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of 9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4.4%. Women are 37.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-28","captured_at":"2026-07-28 21:38:06"},{"signal_id":"76d2b6063768eb14533a2c214a6f2b72","headline":"Wakefield Metropolitan District Council: women's median hourly pay is 1.8% higher than men's (2021/22)","summary":"Wakefield Metropolitan District Council reported a median hourly gender pay gap of -1.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 66.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wakefield Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13450/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-01-17","captured_at":"2026-07-28 21:38:06"},{"signal_id":"9cc49ddc52eae7a0a6a254befa9f059a","headline":"West Hertfordshire Hospitals NHS Trust: women's median hourly pay is 11.7% lower than men's (2021/22)","summary":"West Hertfordshire Hospitals NHS Trust reported a median hourly gender pay gap of 11.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 27.2%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Hertfordshire Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13618/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-08","captured_at":"2026-07-28 21:38:06"},{"signal_id":"d5ccb28963517b69fd14286afdbe727e","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 12.8% lower than men's (2021/22)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 12.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 40.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-16","captured_at":"2026-07-28 21:38:06"},{"signal_id":"b83aa0856b3695fa0bc516a3d5d36bef","headline":"West Midlands Police: women's median hourly pay is 11.8% lower than men's (2021/22)","summary":"West Midlands Police reported a median hourly gender pay gap of 11.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 29.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-09","captured_at":"2026-07-28 21:38:06"},{"signal_id":"197299ae1aad8fef72adc51ed8430c40","headline":"West Suffolk Nhs Foundation Trust: women's median hourly pay is 7.1% lower than men's (2021/22)","summary":"West Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 7.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.3%. Women are 71.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13635/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-28","captured_at":"2026-07-28 21:38:06"},{"signal_id":"fb4cfff779ca690d51eede99d3e8b796","headline":"West Sussex County Council: women's median hourly pay is 3.2% lower than men's (2021/22)","summary":"West Sussex County Council reported a median hourly gender pay gap of 3.2% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 3.1%. Women are 69.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-22","captured_at":"2026-07-28 21:38:06"},{"signal_id":"e9a8888cd44e05712789eab3a976c8f8","headline":"West Yorkshire Police: women's median hourly pay is 16.1% lower than men's (2021/22)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 16.1% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 29.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-25","captured_at":"2026-07-28 21:38:06"},{"signal_id":"38f5f7d27afa1f399e9666f92caa020e","headline":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC: women's median hourly pay is 11% lower than men's (2021/22)","summary":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC reported a median hourly gender pay gap of 11% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 14.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL GRID ELECTRICITY DISTRIBUTION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13655/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:06"},{"signal_id":"d7212f573f4e49a304adb6d5861ef2f2","headline":"Western Sussex Hospitals Nhs Foundation Trust: women's median hourly pay is 2.9% lower than men's (2021/22)","summary":"Western Sussex Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 2.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 19.8%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Western Sussex Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13657/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-02-22","captured_at":"2026-07-28 21:38:06"},{"signal_id":"de6e79f962fceb7f1fd89b607f154eb3","headline":"TG JONES RETAIL HOLDINGS LIMITED: women's median hourly pay is 2.7% lower than men's (2021/22)","summary":"TG JONES RETAIL HOLDINGS LIMITED reported a median hourly gender pay gap of 2.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 22.1%. Women are 53.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TG JONES RETAIL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13701/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-11","captured_at":"2026-07-28 21:38:06"},{"signal_id":"12e9374b55af87ea0125dff90db150ae","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 3.0% lower than men's (2021/22)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 3.0% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.5%. Women are 50.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"331cbc9858145a40a566650944e01609","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 8.4% lower than men's (2021/22)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 8.4% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 27.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2021-12-15","captured_at":"2026-07-28 21:38:06"},{"signal_id":"7d637c216906d1a9507daa09c4a808f0","headline":"WL REALISATIONS (2023) LIMITED: women's median hourly pay is 3.9% lower than men's (2021/22)","summary":"WL REALISATIONS (2023) LIMITED reported a median hourly gender pay gap of 3.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 54.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WL REALISATIONS (2023) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13776/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"69d37bdf487ce5f78b1a10ae75269e17","headline":"WILSON JAMES LIMITED: women's median hourly pay is 9% lower than men's (2021/22)","summary":"WILSON JAMES LIMITED reported a median hourly gender pay gap of 9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILSON JAMES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/295/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:06"},{"signal_id":"f3a12b8242095a35a37ad7be5f474575","headline":"WINCANTON GROUP LIMITED: women's median hourly pay is 6% lower than men's (2021/22)","summary":"WINCANTON GROUP LIMITED reported a median hourly gender pay gap of 6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18851/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"e7907fbca10858570569b3a1ab2d9aa4","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 8.8% lower than men's (2021/22)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 8.8% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 21.1%. Women are 72.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"8b0c4dda250776ce5862f1ca90eb046f","headline":"WOOD GROUP UK LIMITED: women's median hourly pay is 34.9% lower than men's (2021/22)","summary":"WOOD GROUP UK LIMITED reported a median hourly gender pay gap of 34.9% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 26.3%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WOOD GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13887/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-01","captured_at":"2026-07-28 21:38:06"},{"signal_id":"a162654582907d07c2ca8a8e9d9e36dd","headline":"WPP 2005 LIMITED: women's median hourly pay is 23.6% lower than men's (2021/22)","summary":"WPP 2005 LIMITED reported a median hourly gender pay gap of 23.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 23.8%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WPP 2005 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14266/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"89d6663f1a206f44e251ff74c5ef9e77","headline":"WREN KITCHENS LIMITED: women's median hourly pay is 9.3% lower than men's (2021/22)","summary":"WREN KITCHENS LIMITED reported a median hourly gender pay gap of 9.3% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 23.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WREN KITCHENS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13926/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"ee31313affa00d95373dfed8dd7d68c9","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 15% lower than men's (2021/22)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 15% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30.2%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"60578697c830f0f94dbc7a93854d6c80","headline":"WSP UK LIMITED: women's median hourly pay is 24.7% lower than men's (2021/22)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 24.7% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 25.6%. Women are 15.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"8341934b69be1c42903be0f37e637269","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 21.6% lower than men's (2021/22)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 21.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 30.9%. Women are 68.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"569c0bfba2433730449556e9abe02baf","headline":"Yorkshire Ambulance Service Nhs Trust: women's median hourly pay is 10.6% lower than men's (2021/22)","summary":"Yorkshire Ambulance Service Nhs Trust reported a median hourly gender pay gap of 10.6% for the 2021/22 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 44.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Yorkshire Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14030/reporting-year-2021/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-03-23","captured_at":"2026-07-28 21:38:06"},{"signal_id":"2e511b1a461496e95956c6c05568a60b","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 6.2% lower than men's (2022/23)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 6.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 30.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"f30fcf0ed70790ea353ff00cab301696","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 6.3% lower than men's (2022/23)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 6.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14%. Women are 25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"54c2c0ed3a2b6f8252399bb1afa96b5a","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 16.4% lower than men's (2022/23)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 16.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"1cc24e41a201bd677d013a67272bd342","headline":"ACHIEVE TOGETHER LIMITED: there is no median hourly pay gap (2022/23)","summary":"ACHIEVE TOGETHER LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.1%. Women are 70.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACHIEVE TOGETHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12541/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-06","captured_at":"2026-07-28 21:38:06"},{"signal_id":"369cbb52564a359ad2c0d77a21305296","headline":"ACORN CARE AND EDUCATION LIMITED: women's median hourly pay is 11.8% lower than men's (2022/23)","summary":"ACORN CARE AND EDUCATION LIMITED reported a median hourly gender pay gap of 11.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 62.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACORN CARE AND EDUCATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/23243/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"db06e1e77cc45ba58ac6adab26bc65b7","headline":"ADECCO UK LIMITED: women's median hourly pay is 3.5% lower than men's (2022/23)","summary":"ADECCO UK LIMITED reported a median hourly gender pay gap of 3.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -2.9%. Women are 47.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADECCO UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/899/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"45638a0c4ed6c1758f67e13d6b044daa","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 6.5% lower than men's (2022/23)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 6.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"4e764da6cd2837950e3f68f00e888cc3","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 17.7% higher than men's (2022/23)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -17.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -4.2%. Women are 12.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:06"},{"signal_id":"13edc1bc17ccfb0dc9163896dd73a676","headline":"ALDI STORES LIMITED: women's median hourly pay is 8.7% lower than men's (2022/23)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 8.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.0%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:06"},{"signal_id":"a21923105a689b33a10c8e0c9af08562","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 7.2% lower than men's (2022/23)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 7.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 32.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"46638ed587a42776b1bcd8d1e67bb0b8","headline":"ALTRAD EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 25% lower than men's (2022/23)","summary":"ALTRAD EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 25% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 3.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALTRAD EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21061/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-05-11","captured_at":"2026-07-28 21:38:06"},{"signal_id":"c1a9b7be45853abc7cd4b9b875320298","headline":"AMAZON UK SERVICES LTD.: there is no median hourly pay gap (2022/23)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of 0.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -1.7%. Women are 34.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"10bce42b6b0ddaf2bd34c8944507cb69","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 33.69% lower than men's (2022/23)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 33.69% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.72%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"690272e3b9c8776bb00e78158e41797f","headline":"ANCHOR HANOVER GROUP: women's median hourly pay is 6.8% lower than men's (2022/23)","summary":"ANCHOR HANOVER GROUP reported a median hourly gender pay gap of 6.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 74.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR HANOVER GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19327/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"d814b2150b736ce0dd0ba8ac3db13c18","headline":"Aneurin Bevan University Health Board: women's median hourly pay is 18.72% lower than men's (2022/23)","summary":"Aneurin Bevan University Health Board reported a median hourly gender pay gap of 18.72% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.7%. Women are 73.65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Aneurin Bevan University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20586/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-07","captured_at":"2026-07-28 21:38:06"},{"signal_id":"7790847bf659b8b4ac71bf696aba21c9","headline":"ANGARD STAFFING SOLUTIONS LIMITED: women's median hourly pay is 3.9% higher than men's (2022/23)","summary":"ANGARD STAFFING SOLUTIONS LIMITED reported a median hourly gender pay gap of -3.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -2.9%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGARD STAFFING SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14907/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"a978bdc6f201b30f19627d92381b5cf3","headline":"ANGLIAN WATER SERVICES LIMITED: women's median hourly pay is 16.4% lower than men's (2022/23)","summary":"ANGLIAN WATER SERVICES LIMITED reported a median hourly gender pay gap of 16.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 32.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLIAN WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1285/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-23","captured_at":"2026-07-28 21:38:06"},{"signal_id":"fd5c1a4944f7a47b8867550e93717cf4","headline":"ARAMARK LIMITED: women's median hourly pay is 33.9% lower than men's (2022/23)","summary":"ARAMARK LIMITED reported a median hourly gender pay gap of 33.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.9%. Women are 22.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARAMARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1361/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"eb446b6d5affdd63970c4a1b4eed3ecf","headline":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD: women's median hourly pay is 1.2% lower than men's (2022/23)","summary":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD reported a median hourly gender pay gap of 1.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARC HOSPITALITY RECRUITMENT SOLUTIONS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17877/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-09-28","captured_at":"2026-07-28 21:38:06"},{"signal_id":"d67f909138d25b2bfc88505916737166","headline":"ARCADIS HUMAN RESOURCES LIMITED: women's median hourly pay is 25.3% lower than men's (2022/23)","summary":"ARCADIS HUMAN RESOURCES LIMITED reported a median hourly gender pay gap of 25.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 17.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARCADIS HUMAN RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1372/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"1abcab5069184f369f3b05a4556b2375","headline":"ARGOS LIMITED: women's median hourly pay is 5.6% lower than men's (2022/23)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 5.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 33.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"0a5af784fd81ac37b9a7f71afb769733","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 5.8% lower than men's (2022/23)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 5.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 15.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-28","captured_at":"2026-07-28 21:38:06"},{"signal_id":"8b98c49d3afd8ecb29b7af23de21c7ce","headline":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED: women's median hourly pay is 39.6% lower than men's (2022/23)","summary":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED reported a median hourly gender pay gap of 39.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 52.6%. Women are 20.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1454/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"7777f80c601beff6aac9222f7f1b6b88","headline":"ASDA STORES LIMITED: women's median hourly pay is 4.7% lower than men's (2022/23)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 4.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 38.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-13","captured_at":"2026-07-28 21:38:06"},{"signal_id":"9f45283d0e2304733f4d114ecbc8c5cf","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 9.1% lower than men's (2022/23)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 9.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.0%. Women are 41.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:06"},{"signal_id":"90cb5158702616ee63dae0a7158051c3","headline":"OCS UK&I LIMITED: there is no median hourly pay gap (2022/23)","summary":"OCS UK&I LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.89%. Women are 47.39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS UK&I LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11044/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"28cec7a3a145cdb5af024b7599bc6692","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 17.2% lower than men's (2022/23)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 17.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.0%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"216da1e92a84f143c38be3ee36fa74d7","headline":"ATLAS CLEANING DATCHET LIMITED: women's median hourly pay is 2.8% lower than men's (2022/23)","summary":"ATLAS CLEANING DATCHET LIMITED reported a median hourly gender pay gap of 2.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 49.91% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATLAS CLEANING DATCHET LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1570/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:06"},{"signal_id":"139f7f554713a86dfd3c5bc3c967683a","headline":"ATOS IT SERVICES UK LIMITED: women's median hourly pay is 29.40% lower than men's (2022/23)","summary":"ATOS IT SERVICES UK LIMITED reported a median hourly gender pay gap of 29.40% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31.24%. Women are 22.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1576/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"9485639cf60205b1452886aafd0b5c83","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 23.6% lower than men's (2022/23)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 23.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 25.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"3ce061cbd26bbe83035c0330ed5a2225","headline":"AVEVA SOLUTIONS LIMITED: women's median hourly pay is 15.6% lower than men's (2022/23)","summary":"AVEVA SOLUTIONS LIMITED reported a median hourly gender pay gap of 15.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVEVA SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/637/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:06"},{"signal_id":"8daef029b57910d58aaef2fb2da98c45","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 25.1% lower than men's (2022/23)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 25.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.3%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-14","captured_at":"2026-07-28 21:38:06"},{"signal_id":"c2ba9b87b1a9c9da33858a9c668b44c4","headline":"AVIVA PLC: women's median hourly pay is 25.1% lower than men's (2022/23)","summary":"AVIVA PLC reported a median hourly gender pay gap of 25.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.3%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1646/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-14","captured_at":"2026-07-28 21:38:06"},{"signal_id":"d150e81d602ec9181755529d501cc42f","headline":"Avon and Somerset Police: women's median hourly pay is 11.2% lower than men's (2022/23)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 11.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 37.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:06"},{"signal_id":"fffe1ed09a251420e4c2987f8a81bc6e","headline":"AWE PLC: women's median hourly pay is 18.6% lower than men's (2022/23)","summary":"AWE PLC reported a median hourly gender pay gap of 18.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 15.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"4f0b4e49404795376d1cd2646aa01ec7","headline":"3011MAPLESIGN LTD: women's median hourly pay is 16.87% higher than men's (2022/23)","summary":"3011MAPLESIGN LTD reported a median hourly gender pay gap of -16.87% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -3.8%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"3011MAPLESIGN LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1691/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-10","captured_at":"2026-07-28 21:38:06"},{"signal_id":"4fcb75525d5c8434d3602b0e865dc9d9","headline":"B&Q LIMITED: women's median hourly pay is 0.7% lower than men's (2022/23)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 0.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 42.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"db3897058ea77f418f9d1238f6666c34","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 7.3% lower than men's (2022/23)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 7.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 13.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"ce1eda37af045c91f03baa9650782f72","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 11.9% lower than men's (2022/23)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 11.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 14.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"090dc62da2a73b49f46bd1c1bb567be9","headline":"BAE SYSTEMS PLC: women's median hourly pay is 14.4% lower than men's (2022/23)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 14.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 21.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"40bbad2f8e7ddff2b6449f2e1f662c88","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 4.4% lower than men's (2022/23)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 4.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.6%. Women are 15.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"db99628afd7e0ecb44c693983ffb989d","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 24.74% lower than men's (2022/23)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 24.74% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"3c0cb5e68084d19acd28a2ad29973a43","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 3.1% lower than men's (2022/23)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 3.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 77.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"2bf517077a0b278515570c0e338721bf","headline":"BARCLAYS BANK PLC: women's median hourly pay is 35.0% lower than men's (2022/23)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 35.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 42.9%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-15","captured_at":"2026-07-28 21:38:06"},{"signal_id":"641620ae64afb1e17fe23372b89e65ac","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 14.8% lower than men's (2022/23)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 14.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 25.0%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-15","captured_at":"2026-07-28 21:38:06"},{"signal_id":"ba414383bed027016106e5946c2f2fb7","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 25.0% lower than men's (2022/23)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 25.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.3%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-15","captured_at":"2026-07-28 21:38:06"},{"signal_id":"67214bcd7aced10187264e92741fbf93","headline":"Barking, Havering & Redbridge University Hospitals NHS Trust: women's median hourly pay is 19.46% lower than men's (2022/23)","summary":"Barking, Havering & Redbridge University Hospitals NHS Trust reported a median hourly gender pay gap of 19.46% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.85%. Women are 57.84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barking, Havering & Redbridge University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15028/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:06"},{"signal_id":"1f3c20916cf68d2919022186861a5b8d","headline":"BARNARDO'S: women's median hourly pay is 5.69% lower than men's (2022/23)","summary":"BARNARDO'S reported a median hourly gender pay gap of 5.69% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.29%. Women are 82.83% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"1e37616674554dee517283508af2fcc9","headline":"Barts Health Nhs Trust: women's median hourly pay is 11.7% lower than men's (2022/23)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 11.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 55.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"7d23171263dd5eff43bd22aad57bf0e4","headline":"BDO SERVICES LIMITED: women's median hourly pay is 11.35% lower than men's (2022/23)","summary":"BDO SERVICES LIMITED reported a median hourly gender pay gap of 11.35% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.59%. Women are 39.17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/127/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-07","captured_at":"2026-07-28 21:38:06"},{"signal_id":"fd7e20fa54c1e8bc641bcf9229ec2fad","headline":"BDW TRADING LIMITED: women's median hourly pay is 5.8% lower than men's (2022/23)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of 5.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 30.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-12","captured_at":"2026-07-28 21:38:06"},{"signal_id":"f0f25ad31b8d9b0b904939a93876fdc3","headline":"Bedfordshire Hospitals NHS Foundation Trust: women's median hourly pay is 18.5% lower than men's (2022/23)","summary":"Bedfordshire Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 18.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 27.2%. Women are 63.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bedfordshire Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21232/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:06"},{"signal_id":"0b26b31455c5799f2ebf8a6c68c99ee4","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 0.8% lower than men's (2022/23)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 0.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 73.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:06"},{"signal_id":"2ba2f4a5bdcb459f5899fd66efb17441","headline":"Betsi Cadwaladr University Health Board: women's median hourly pay is 6.7% lower than men's (2022/23)","summary":"Betsi Cadwaladr University Health Board reported a median hourly gender pay gap of 6.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 25.70%. Women are 72.05% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Betsi Cadwaladr University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22400/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"fdcd82958c070923e254de72760837b8","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 7.8% lower than men's (2022/23)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 7.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-07-07","captured_at":"2026-07-28 21:38:06"},{"signal_id":"eb815c07228c5bbb0409b220c27f0d59","headline":"BIFFA WASTE SERVICES LIMITED: women's median hourly pay is 14.9% lower than men's (2022/23)","summary":"BIFFA WASTE SERVICES LIMITED reported a median hourly gender pay gap of 14.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -3.9%. Women are 19.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIFFA WASTE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/656/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"6c5813f3d8736c714484196d893b895f","headline":"Birmingham City Council: women's median hourly pay is 4.4% lower than men's (2022/23)","summary":"Birmingham City Council reported a median hourly gender pay gap of 4.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.1%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:06"},{"signal_id":"bdf8cf5bc4272fbf69194a4c42afaca4","headline":"Birmingham Community Healthcare NHS Foundation Trust: women's median hourly pay is 4.76% lower than men's (2022/23)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 4.76% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.4%. Women are 78.96% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-30","captured_at":"2026-07-28 21:38:06"},{"signal_id":"52a02a4fdba6c48d839d653085de6245","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 14.7% lower than men's (2022/23)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 14.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 23.0%. Women are 70.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-01","captured_at":"2026-07-28 21:38:06"},{"signal_id":"d249d7eaec3b222eee081467002f9dd4","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 5.7% lower than men's (2022/23)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 5.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.4%. Women are 70.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-26","captured_at":"2026-07-28 21:38:06"},{"signal_id":"43a8fb1a8d3d76b6028460e805ab8e39","headline":"BLUE ARROW LTD.: women's median hourly pay is 4.4% lower than men's (2022/23)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 4.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.4%. Women are 29.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"7d911ed15a99611872d41a8f5ea9c17f","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 14.5% lower than men's (2022/23)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 14.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.3%. Women are 77.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:06"},{"signal_id":"69f8435bb69cf1ef5c5c1db51a98232e","headline":"BOOHOO.COM UK LIMITED: women's median hourly pay is 2.2% higher than men's (2022/23)","summary":"BOOHOO.COM UK LIMITED reported a median hourly gender pay gap of -2.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -4.3%. Women are 61.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOHOO.COM UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2223/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:06"},{"signal_id":"3ecdd5b622ae57282897ab17e44e67a0","headline":"BOOKER LIMITED: women's median hourly pay is 15.9% lower than men's (2022/23)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 15.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.80%. Women are 18.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:06"},{"signal_id":"f656545b47d6ff67162c789e1274f16f","headline":"BOOTS MANAGEMENT SERVICES LIMITED: there is no median hourly pay gap (2022/23)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 69.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:06"},{"signal_id":"b0305bbe528d4de96f11e6f1b85eb15d","headline":"Bournemouth, Christchurch & Poole Council: women's median hourly pay is 6.1% higher than men's (2022/23)","summary":"Bournemouth, Christchurch & Poole Council reported a median hourly gender pay gap of -6.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.2%. Women are 64.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bournemouth, Christchurch & Poole Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20150/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-08","captured_at":"2026-07-28 21:38:06"},{"signal_id":"3355a0163d56cf470828d6313c8c186e","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 7.3% lower than men's (2022/23)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 7.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-07","captured_at":"2026-07-28 21:38:06"},{"signal_id":"df4250c4027d9cd315f50d103579b1df","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 7.65% lower than men's (2022/23)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 7.65% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26.06%. Women are 65.23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:06"},{"signal_id":"ff1890290bede3d5acaf95d4c85ebeb6","headline":"SYSCO GB LIMITED: women's median hourly pay is 10.4% lower than men's (2022/23)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 10.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -6.2%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:06"},{"signal_id":"74547e3921a7026d5749cf56f341aa57","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 9.3% lower than men's (2022/23)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 9.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.3%. Women are 89.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:06"},{"signal_id":"cc5c92a11de53765754179f434c56357","headline":"Bristol City Council: women's median hourly pay is 11.05% lower than men's (2022/23)","summary":"Bristol City Council reported a median hourly gender pay gap of 11.05% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.41%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-09","captured_at":"2026-07-28 21:38:06"},{"signal_id":"f014538fd5727fb7021afa855564279f","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 32% lower than men's (2022/23)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 32% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 67%. Women are 16.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:06"},{"signal_id":"ae2ccea3b4713ca83c1e399c34ea5541","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 5.9% lower than men's (2022/23)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 5.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 42.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-09-09","captured_at":"2026-07-28 21:38:06"},{"signal_id":"677874f18658da4881b333edde237048","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 21.6% lower than men's (2022/23)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 21.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.6%. Women are 3.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:06"},{"signal_id":"919ee2d0ffbe4afeaa77311431f1c67c","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 2.8% lower than men's (2022/23)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 2.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 36.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:07"},{"signal_id":"09ced98bb30e99122f16ada026c31eef","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 13.3% lower than men's (2022/23)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of 13.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 25.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"4ffcff5b228340496ae18b8529e24fd7","headline":"BROOK STREET (UK) LIMITED: there is no median hourly pay gap (2022/23)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 60.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"242c306444a045a249e9a4057a413341","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 17.2% lower than men's (2022/23)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 17.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-07","captured_at":"2026-07-28 21:38:07"},{"signal_id":"9467ac96a4b2cf18251eedb0b7b1f55f","headline":"BUSY BEES NURSERIES LIMITED: women's median hourly pay is 4.7% lower than men's (2022/23)","summary":"BUSY BEES NURSERIES LIMITED reported a median hourly gender pay gap of 4.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 25.6%. Women are 91.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUSY BEES NURSERIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2603/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a86dbca8a6f8d86a7b957a297c1cb9ec","headline":"CADENT GAS LIMITED: women's median hourly pay is 19.44% lower than men's (2022/23)","summary":"CADENT GAS LIMITED reported a median hourly gender pay gap of 19.44% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.51%. Women are 17.42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CADENT GAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15469/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"3fab3a05ff964ebb70fe3a891fab99b0","headline":"Caerphilly County Borough Council: women's median hourly pay is 10.0% lower than men's (2022/23)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of 10.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:07"},{"signal_id":"72f085c9bf8266896912914305472959","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 11.0% lower than men's (2022/23)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 11.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.2%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"bb7d8e52b6f932f6c18ba2fd7fcca695","headline":"CAPGEMINI UK PLC: women's median hourly pay is 17.3% lower than men's (2022/23)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 17.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 16.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"afbf370ed17030d25a3ec4f184a281e2","headline":"CAPITA CUSTOMER MANAGEMENT LIMITED: women's median hourly pay is 14.48% lower than men's (2022/23)","summary":"CAPITA CUSTOMER MANAGEMENT LIMITED reported a median hourly gender pay gap of 14.48% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.32%. Women are 39.03% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA CUSTOMER MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2784/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:07"},{"signal_id":"820e21c903d7184a341f1cdd7aa7edd1","headline":"Cardiff Council: women's median hourly pay is 5.78% lower than men's (2022/23)","summary":"Cardiff Council reported a median hourly gender pay gap of 5.78% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.82%. Women are 71.71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17962/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"bb20d0cd25b926a14983e8f405955c0e","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 11.1% lower than men's (2022/23)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 11.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:07"},{"signal_id":"3418019a25c75aa5be96d64144ba49a7","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 3.3% lower than men's (2022/23)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 3.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 73.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"d915de4d1ccc244efda2fdbd1421f21a","headline":"GUIDANT GLOBAL UK LIMITED: there is no median hourly pay gap (2022/23)","summary":"GUIDANT GLOBAL UK LIMITED reported a median hourly gender pay gap of 0.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.2%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GUIDANT GLOBAL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2876/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a30c74d3c13b39aa8e2d9b1bc0c6f7a4","headline":"CATER LINK LIMITED: women's median hourly pay is 18.2% lower than men's (2022/23)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 18.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.7%. Women are 82.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0e3328508475562711c0a5107ef296e1","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 23.6% lower than men's (2022/23)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 23.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"9686902ff1c3c32f26a3ca6d217925c6","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2022/23)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 57.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"5f0e5667c510b61622b2213bd72336a9","headline":"CENTER PARCS LIMITED: women's median hourly pay is 8.8% lower than men's (2022/23)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 8.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 56.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:07"},{"signal_id":"91162fdfeae1116de28068934d2f8aaa","headline":"Central & North West London N H S: women's median hourly pay is 6.77% lower than men's (2022/23)","summary":"Central & North West London N H S reported a median hourly gender pay gap of 6.77% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 76.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central & North West London N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3031/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-20","captured_at":"2026-07-28 21:38:07"},{"signal_id":"cfb6a94d69ea3b2420419fda480bb09c","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 10.1% lower than men's (2022/23)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 10.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 44.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a5cc2ac7efa7da3f64f15681591d5b7a","headline":"CGI IT UK LIMITED: women's median hourly pay is 9.6% lower than men's (2022/23)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 9.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 17.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:07"},{"signal_id":"d38eae1d8388ba4ca6d4c887f6907446","headline":"CH & CO CATERING LIMITED: women's median hourly pay is 13.2% lower than men's (2022/23)","summary":"CH & CO CATERING LIMITED reported a median hourly gender pay gap of 13.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 38.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CH & CO CATERING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3083/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"dfcf896ca3be105df520f1452d47adde","headline":"CHALLENGE-TRG RECRUITMENT LIMITED: women's median hourly pay is 0.45% higher than men's (2022/23)","summary":"CHALLENGE-TRG RECRUITMENT LIMITED reported a median hourly gender pay gap of -0.45% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.82%. Women are 22.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHALLENGE-TRG RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/567/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"50a54aec9d640d20cd9106ea24f56951","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 12.5% lower than men's (2022/23)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 12.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 74.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a3f6cc611aeb4eee24bb4961f3d5adaf","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 6.35% lower than men's (2022/23)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 6.35% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.35%. Women are 50.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0c78cb54ead1ab63bf6aacf5d5306762","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 1.4% higher than men's (2022/23)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of -1.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 75.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-02","captured_at":"2026-07-28 21:38:07"},{"signal_id":"5db1165e631efaf8600d7b765e4052ef","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 9.4% lower than men's (2022/23)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 9.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 59.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"8c83b5b723a703aa5e67a87441e8c560","headline":"CLYDESDALE BANK LIMITED: women's median hourly pay is 36.1% lower than men's (2022/23)","summary":"CLYDESDALE BANK LIMITED reported a median hourly gender pay gap of 36.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.5%. Women are 36.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLYDESDALE BANK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/85/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-21","captured_at":"2026-07-28 21:38:07"},{"signal_id":"80627e06f31e65163350405686fc900e","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 8.4% lower than men's (2022/23)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 8.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.4%. Women are 32.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"37c33383f7ba92db9f9b82974fa44303","headline":"COGNIZANT WORLDWIDE LIMITED: women's median hourly pay is 11.5% lower than men's (2022/23)","summary":"COGNIZANT WORLDWIDE LIMITED reported a median hourly gender pay gap of 11.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COGNIZANT WORLDWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/164/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"1f05ab683fabfeb7dc9a3441e1f7158d","headline":"COMMUNITY INTEGRATED CARE: women's median hourly pay is 1.2% lower than men's (2022/23)","summary":"COMMUNITY INTEGRATED CARE reported a median hourly gender pay gap of 1.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.0%. Women are 73.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMMUNITY INTEGRATED CARE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3479/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:07"},{"signal_id":"3ef107fa54136348a03b02a109e1b626","headline":"COMPASS GROUP, UK AND IRELAND LIMITED: women's median hourly pay is 12.3% lower than men's (2022/23)","summary":"COMPASS GROUP, UK AND IRELAND LIMITED reported a median hourly gender pay gap of 12.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.3%. Women are 49.57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMPASS GROUP, UK AND IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14481/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"13ef02b0549e48d78648a6ecbe6808aa","headline":"Cornwall Council: women's median hourly pay is 7.2% lower than men's (2022/23)","summary":"Cornwall Council reported a median hourly gender pay gap of 7.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:07"},{"signal_id":"70fcb7e3ba6ec5e99eef477ec87b685b","headline":"COSTA LIMITED: women's median hourly pay is 3.19% lower than men's (2022/23)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 3.19% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.46%. Women are 53.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:07"},{"signal_id":"1f27110e5f6e6af4aa5e49c6d06fe68c","headline":"Countess of Chester Hospital NHS FT: women's median hourly pay is 13.26% lower than men's (2022/23)","summary":"Countess of Chester Hospital NHS FT reported a median hourly gender pay gap of 13.26% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.52%. Women are 85.92% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Countess of Chester Hospital NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15723/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"6057744ee4979c553d0acdb7cf12afba","headline":"COUNTRYWIDE ESTATE AGENTS LIMITED: women's median hourly pay is 26% lower than men's (2022/23)","summary":"COUNTRYWIDE ESTATE AGENTS LIMITED reported a median hourly gender pay gap of 26% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE ESTATE AGENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3639/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"4bfd96dee612e3e3acbeada24eade026","headline":"County Durham And Darlington Nhs Foundation Trust: women's median hourly pay is 20.65% lower than men's (2022/23)","summary":"County Durham And Darlington Nhs Foundation Trust reported a median hourly gender pay gap of 20.65% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 34.25%. Women are 70.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"County Durham And Darlington Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3645/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0dd71186fc71e458030b06ac184e21e9","headline":"Coventry City Council: women's median hourly pay is 2.46% higher than men's (2022/23)","summary":"Coventry City Council reported a median hourly gender pay gap of -2.46% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.13%. Women are 69.66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Coventry City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3655/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a779a5b2264f028077d8afec0872f54f","headline":"CRANSWICK COUNTRY FOODS PLC: women's median hourly pay is 9.2% lower than men's (2022/23)","summary":"CRANSWICK COUNTRY FOODS PLC reported a median hourly gender pay gap of 9.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 25.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CRANSWICK COUNTRY FOODS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3688/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a319159a6450d604db961a47b2a149d8","headline":"Cumbria County Council: women's median hourly pay is 8.47% lower than men's (2022/23)","summary":"Cumbria County Council reported a median hourly gender pay gap of 8.47% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.49%. Women are 65.95% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3812/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-01","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0199d3cefc606569068f3c06e1122a04","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 2.2% lower than men's (2022/23)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of 2.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 72.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-09","captured_at":"2026-07-28 21:38:07"},{"signal_id":"cc7fc0acc826a55780d17e7300e09dd5","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 4.5% lower than men's (2022/23)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 4.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 24.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:07"},{"signal_id":"362b4444aeefbf71a296861c479af170","headline":"CVS (UK) LIMITED: women's median hourly pay is 43.8% lower than men's (2022/23)","summary":"CVS (UK) LIMITED reported a median hourly gender pay gap of 43.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 41.8%. Women are 68.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CVS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3842/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"aa482cca500d7970ff06269809d231be","headline":"Cwm Taf Morgannwg University Health Board: women's median hourly pay is 12% lower than men's (2022/23)","summary":"Cwm Taf Morgannwg University Health Board reported a median hourly gender pay gap of 12% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cwm Taf Morgannwg University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21829/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"652f1f237290a40e3bcda1192bb83577","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 9.4% lower than men's (2022/23)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 9.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.1%. Women are 47.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-20","captured_at":"2026-07-28 21:38:07"},{"signal_id":"66db96d3298fe019cb8e5f93e8bbd953","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 23.1% lower than men's (2022/23)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 23.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31.6%. Women are 19.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"6dd82a8ed871dd10818ff76855b00bbe","headline":"DELAWARE NORTH COMPANIES (UK) LIMITED: there is no median hourly pay gap (2022/23)","summary":"DELAWARE NORTH COMPANIES (UK) LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 40.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELAWARE NORTH COMPANIES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17000/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"de9f44e2ac9f8cbda877e7a8ee2a15fc","headline":"DELOITTE LLP: women's median hourly pay is 13.0% lower than men's (2022/23)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 13.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.9%. Women are 38.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"40c37cee5abf9906ffb949d5d6cd63b4","headline":"DELOITTE MCS LIMITED: women's median hourly pay is 14.8% lower than men's (2022/23)","summary":"DELOITTE MCS LIMITED reported a median hourly gender pay gap of 14.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 28.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE MCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/400/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a3d320b7e8e42e05d90a957168b35531","headline":"Department for Business, Energy & Industrial Strategy: women's median hourly pay is 5.7% lower than men's (2022/23)","summary":"Department for Business, Energy & Industrial Strategy reported a median hourly gender pay gap of 5.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business, Energy & Industrial Strategy","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4028/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-12","captured_at":"2026-07-28 21:38:07"},{"signal_id":"6a9ec31c4384f42c44e46eefb0c9d2f9","headline":"Department for Education: women's median hourly pay is 4.9% lower than men's (2022/23)","summary":"Department for Education reported a median hourly gender pay gap of 4.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 54.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"c86a7866c523254ba26bc8634e03b2dc","headline":"Department For Transport: women's median hourly pay is 12.9% lower than men's (2022/23)","summary":"Department For Transport reported a median hourly gender pay gap of 12.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 38.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-25","captured_at":"2026-07-28 21:38:07"},{"signal_id":"c9a3c977d849908b6bcd604de92e1910","headline":"Department of Health and Social Care: women's median hourly pay is 8.5% lower than men's (2022/23)","summary":"Department of Health and Social Care reported a median hourly gender pay gap of 8.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 57.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department of Health and Social Care","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4035/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"06badd2dc58416a6b5eea9687c517b09","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 6.6% lower than men's (2022/23)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 6.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 50.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"ebe474cf28ea9e62b5983befd8256b28","headline":"Derbyshire County Council: women's median hourly pay is 16.9% lower than men's (2022/23)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 16.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0209776b0321e44d63ebf3cb505e6120","headline":"Devon County Council: women's median hourly pay is 15.24% lower than men's (2022/23)","summary":"Devon County Council reported a median hourly gender pay gap of 15.24% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.32%. Women are 67.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4070/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-08","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0eecc95d29b929fe2a57573abeb48514","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 7.2% lower than men's (2022/23)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 7.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 11.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"738ac95491d1ad4fefa039c6eca7232d","headline":"DHL SERVICES LIMITED: women's median hourly pay is 12% lower than men's (2022/23)","summary":"DHL SERVICES LIMITED reported a median hourly gender pay gap of 12% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DHL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4099/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"70e4d9525efc30ddf6ae2b9b3a11f1bd","headline":"DIMENSIONS (UK) LIMITED: women's median hourly pay is 3.5% lower than men's (2022/23)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 3.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.6%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:07"},{"signal_id":"aaeb8da535d31045ffb8a8d73531fe2d","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 20.3% lower than men's (2022/23)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 20.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.3%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"258002b19e47d38b2472bc7a17210a14","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 28.9024% lower than men's (2022/23)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 28.9024% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 34.7726%. Women are 66.21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:07"},{"signal_id":"de1beebc35e4667dc49303c2ea5a248d","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 3.5% lower than men's (2022/23)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 3.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:07"},{"signal_id":"8c0b5b63d5da4560dedc6ca51bc51ab2","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 6.28% lower than men's (2022/23)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 6.28% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.79%. Women are 77.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-06","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a10a6491c3df25b16e8b3a9f379f4eed","headline":"DPDGROUP UK LTD: women's median hourly pay is 1.2% lower than men's (2022/23)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of 1.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -2.0%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"30c703f4f128f404798b0a3d11f3f83b","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 4.3% lower than men's (2022/23)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 4.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.1%. Women are 50.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"f4bda3c3b3d460b855b10ad766effbdd","headline":"Durham County Council: women's median hourly pay is 5.68% lower than men's (2022/23)","summary":"Durham County Council reported a median hourly gender pay gap of 5.68% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.07%. Women are 62.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-07","captured_at":"2026-07-28 21:38:07"},{"signal_id":"2e649b9958ab2031250f220cd979d0f1","headline":"Durham University: women's median hourly pay is 23.5% lower than men's (2022/23)","summary":"Durham University reported a median hourly gender pay gap of 23.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.1%. Women are 40.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14890/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:07"},{"signal_id":"436bf494d0b87ae86977053b4c34c54f","headline":"E.ON UK LIMITED: women's median hourly pay is 25.1% lower than men's (2022/23)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 25.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 35.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"79f2f70d885641b9772ecb000549c584","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 8.2% lower than men's (2022/23)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 8.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.8%. Women are 64.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:07"},{"signal_id":"b5883ef79a17d555975716e5a61ea9f1","headline":"East Dunbartonshire Council: women's median hourly pay is 2.28% lower than men's (2022/23)","summary":"East Dunbartonshire Council reported a median hourly gender pay gap of 2.28% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.77%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Dunbartonshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19209/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"e7022c5ac02d284a64a8058e6882d3fc","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 22.1621% lower than men's (2022/23)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 22.1621% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 32.4735%. Women are 60.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:07"},{"signal_id":"ebf3695ef2d37316188789df23964ded","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 7% lower than men's (2022/23)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of 7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 23%. Women are 79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-10","captured_at":"2026-07-28 21:38:07"},{"signal_id":"8bb2079f1b54e16d8b40610036740e77","headline":"East London NHS Foundation Trust: women's median hourly pay is 4.2% lower than men's (2022/23)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 4.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:07"},{"signal_id":"85e78f2f231aa8905ffb28e94bdbd650","headline":"East Of England Ambulance Service Nhs Trust: women's median hourly pay is 11.9% lower than men's (2022/23)","summary":"East Of England Ambulance Service Nhs Trust reported a median hourly gender pay gap of 11.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 40.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Of England Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4406/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-14","captured_at":"2026-07-28 21:38:07"},{"signal_id":"b2e1116df1f525155f9c6d240fc56f2f","headline":"East Suffolk and North Essex NHS Foundation Trust: women's median hourly pay is 10.24% lower than men's (2022/23)","summary":"East Suffolk and North Essex NHS Foundation Trust reported a median hourly gender pay gap of 10.24% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.8%. Women are 64.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Suffolk and North Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19742/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-18","captured_at":"2026-07-28 21:38:07"},{"signal_id":"411a988ab9f2771b7862595e57b6c230","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 6.9% lower than men's (2022/23)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 6.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.9%. Women are 66.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-11","captured_at":"2026-07-28 21:38:07"},{"signal_id":"f71413f35ebdfeac5832e8b01e533a5e","headline":"EASYJET AIRLINE COMPANY LIMITED: women's median hourly pay is 47.3% lower than men's (2022/23)","summary":"EASYJET AIRLINE COMPANY LIMITED reported a median hourly gender pay gap of 47.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 52.6%. Women are 10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET AIRLINE COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4432/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"6e564fa6798975b292d9bc4a903e925f","headline":"EDF ENERGY LIMITED: women's median hourly pay is 36.2% lower than men's (2022/23)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 36.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 27.7%. Women are 28.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"1d249ac83269d99e0e43ba711d21058f","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 12.7% lower than men's (2022/23)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 12.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.7%. Women are 10.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"754cbfc916675856ece0d616bff73038","headline":"EE LIMITED: women's median hourly pay is 4.8% lower than men's (2022/23)","summary":"EE LIMITED reported a median hourly gender pay gap of 4.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 36.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"c490f695289f527b51e9c4eaac196e04","headline":"ELIOR UK PLC: women's median hourly pay is 13.7% lower than men's (2022/23)","summary":"ELIOR UK PLC reported a median hourly gender pay gap of 13.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.7%. Women are 45.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIOR UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4554/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:07"},{"signal_id":"e74a9943cacdb203ea2d73a6ff8465e3","headline":"ENCORE PERSONNEL SERVICES LIMITED: women's median hourly pay is 3% lower than men's (2022/23)","summary":"ENCORE PERSONNEL SERVICES LIMITED reported a median hourly gender pay gap of 3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENCORE PERSONNEL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16998/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"f14c12c5229ca8ab1919157d0da103d0","headline":"ENTERPRISE RENT-A-CAR UK LIMITED: women's median hourly pay is 7.8% lower than men's (2022/23)","summary":"ENTERPRISE RENT-A-CAR UK LIMITED reported a median hourly gender pay gap of 7.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26.1%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENTERPRISE RENT-A-CAR UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4650/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"cca663e2316be398358e697d7f15c1b5","headline":"Epsom and St Helier University Hospitals NHS Trust: women's median hourly pay is 0.9% higher than men's (2022/23)","summary":"Epsom and St Helier University Hospitals NHS Trust reported a median hourly gender pay gap of -0.90% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.54%. Women are 67.25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Epsom and St Helier University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15724/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"7bf17aca5f556bf22d917e92be353789","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 29.5% lower than men's (2022/23)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 29.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 23.2%. Women are 22.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"87e670001893e2c3034d4dcc93e13451","headline":"ERNST & YOUNG SERVICES LIMITED: women's median hourly pay is 11.2% lower than men's (2022/23)","summary":"ERNST & YOUNG SERVICES LIMITED reported a median hourly gender pay gap of 11.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 37.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/657/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"6cc33052e3b52a5ee35d7837bd893a56","headline":"Essex County Council: women's median hourly pay is 10.1% lower than men's (2022/23)","summary":"Essex County Council reported a median hourly gender pay gap of 10.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0cda98f05f6b4b1526cf4adca27e9491","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 6.21% lower than men's (2022/23)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 6.21% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.06%. Women are 72.83% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:07"},{"signal_id":"c3217bcd6f7b61b4af9fe5d02a45f710","headline":"Essex Police: women's median hourly pay is 12.2% lower than men's (2022/23)","summary":"Essex Police reported a median hourly gender pay gap of 12.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 28.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:07"},{"signal_id":"cfc9cb7892a41eaed3b1145519b9e1f7","headline":"EUI LIMITED: women's median hourly pay is 6.2% lower than men's (2022/23)","summary":"EUI LIMITED reported a median hourly gender pay gap of 6.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EUI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4757/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"36fc7f70672abe2f7493b4fab8763203","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 2.6% lower than men's (2022/23)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of 2.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 13.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a648baa557a32744a48004a0bbca5da2","headline":"ASDA EXPRESS LIMITED: women's median hourly pay is 1.8% lower than men's (2022/23)","summary":"ASDA EXPRESS LIMITED reported a median hourly gender pay gap of 1.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 46.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA EXPRESS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4765/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"151f29a6f317540e2e50b94e98597bde","headline":"FACEBOOK UK LTD: women's median hourly pay is 8.7% lower than men's (2022/23)","summary":"FACEBOOK UK LTD reported a median hourly gender pay gap of 8.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 26.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FACEBOOK UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/373/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:07"},{"signal_id":"97ccd4a696f0f60069d3e8ea639dc9a2","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 5.17% lower than men's (2022/23)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 5.17% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 1.86%. Women are 14.03% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"b7177ecaf0c94189a382791a9dd47aae","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 15.3% lower than men's (2022/23)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 15.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.7%. Women are 6.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-18","captured_at":"2026-07-28 21:38:07"},{"signal_id":"75c7350a6500cb590ad25e384580221d","headline":"FIRSTSOURCE SOLUTIONS UK LIMITED: women's median hourly pay is 9.50% lower than men's (2022/23)","summary":"FIRSTSOURCE SOLUTIONS UK LIMITED reported a median hourly gender pay gap of 9.50% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.75%. Women are 49.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRSTSOURCE SOLUTIONS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5039/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-08","captured_at":"2026-07-28 21:38:07"},{"signal_id":"9de2f8cbb5bf9f3b0bd1d323499c85b4","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 1.6% higher than men's (2022/23)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of -1.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -3.0%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"ab606b2677502930f09a5e8fdd854ed4","headline":"Foreign, Commonwealth and Development Office: women's median hourly pay is 9.1% lower than men's (2022/23)","summary":"Foreign, Commonwealth and Development Office reported a median hourly gender pay gap of 9.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 44.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Foreign, Commonwealth and Development Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20870/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:07"},{"signal_id":"8c81a21991d9db246163317dce5230bf","headline":"FOUNDEVER GB LIMITED: there is no median hourly pay gap (2022/23)","summary":"FOUNDEVER GB LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 40.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FOUNDEVER GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11218/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a26f4e32509ae10f326ab3945db12e77","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 2.36% lower than men's (2022/23)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 2.36% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.18%. Women are 67.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:07"},{"signal_id":"897843ee16b72982249d488731dfb353","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 10.0% lower than men's (2022/23)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 10.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 17.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"fa163d5122a4934ec129c93fb9cb1840","headline":"FULLER SMITH & TURNER PLC: women's median hourly pay is 3.6% lower than men's (2022/23)","summary":"FULLER SMITH & TURNER PLC reported a median hourly gender pay gap of 3.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 32.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FULLER SMITH & TURNER PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5281/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-02","captured_at":"2026-07-28 21:38:07"},{"signal_id":"974d97484262c6bcc4e196fad0a70f94","headline":"G4S SECURE SOLUTIONS (UK) LIMITED: women's median hourly pay is 5.8% higher than men's (2022/23)","summary":"G4S SECURE SOLUTIONS (UK) LIMITED reported a median hourly gender pay gap of -5.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -7.0%. Women are 16.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S SECURE SOLUTIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5342/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"e2b992477c439215bd1215a7a5400b04","headline":"GAP PERSONNEL HOLDINGS LIMITED: women's median hourly pay is 3.9% lower than men's (2022/23)","summary":"GAP PERSONNEL HOLDINGS LIMITED reported a median hourly gender pay gap of 3.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.3%. Women are 31.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GAP PERSONNEL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5381/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:07"},{"signal_id":"8ef22e742880c49541d5ee279b72d973","headline":"Gateshead Health NHS Foundation Trust: women's median hourly pay is 12.73% lower than men's (2022/23)","summary":"Gateshead Health NHS Foundation Trust reported a median hourly gender pay gap of 12.73% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.29%. Women are 73.84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gateshead Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15710/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:07"},{"signal_id":"04572c14c1162bd2851df50f39785628","headline":"GCHQ: women's median hourly pay is 10.9% lower than men's (2022/23)","summary":"GCHQ reported a median hourly gender pay gap of 10.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.0%. Women are 24.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:07"},{"signal_id":"68b189eff9fcc6005b237143bbaf48bc","headline":"GI GROUP RECRUITMENT LTD: women's median hourly pay is 13.2% lower than men's (2022/23)","summary":"GI GROUP RECRUITMENT LTD reported a median hourly gender pay gap of 13.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 45.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GI GROUP RECRUITMENT LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5492/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:07"},{"signal_id":"cd8f7074e470139a6767353b8caecdaf","headline":"GIANT PROFESSIONAL LIMITED: women's median hourly pay is 14.3% lower than men's (2022/23)","summary":"GIANT PROFESSIONAL LIMITED reported a median hourly gender pay gap of 14.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIANT PROFESSIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5499/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:07"},{"signal_id":"3b17c6474933c211c72e1faaf7f76ffe","headline":"GIST LIMITED: women's median hourly pay is 15% lower than men's (2022/23)","summary":"GIST LIMITED reported a median hourly gender pay gap of 15% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIST LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5512/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-06-22","captured_at":"2026-07-28 21:38:07"},{"signal_id":"5d72164cf95d695311939fe26476aa0a","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 4.6% higher than men's (2022/23)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of -4.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -1.1%. Women are 46.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0dadb700186c94d016411da47f13e52d","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 21.7% lower than men's (2022/23)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 21.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.2%. Women are 64.59% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"93919fd4c3d5fa4b27e951c2b893eed2","headline":"GOOGLE UK LIMITED: women's median hourly pay is 16% lower than men's (2022/23)","summary":"GOOGLE UK LIMITED reported a median hourly gender pay gap of 16% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOOGLE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5624/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"db3ef5676dfacb9961f249867a4642ef","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 23.48% lower than men's (2022/23)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 23.48% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.42%. Women are 8.61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:07"},{"signal_id":"07515cd8c8a2d4b7365bb239358e4c0b","headline":"Great Ormond Street Hospital NHS Foundation Trust: women's median hourly pay is 6.50% lower than men's (2022/23)","summary":"Great Ormond Street Hospital NHS Foundation Trust reported a median hourly gender pay gap of 6.50% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.17%. Women are 64.69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Great Ormond Street Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15483/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-02","captured_at":"2026-07-28 21:38:07"},{"signal_id":"0b2f4c5101fed6e25c890055298e8f26","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 19.19% lower than men's (2022/23)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 19.19% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 30.32%. Women are 70.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:07"},{"signal_id":"10e0132114ebe3f3fade3731ed95d542","headline":"Greater Manchester Mental Health NHS Foundation Trust: there is no median hourly pay gap (2022/23)","summary":"Greater Manchester Mental Health NHS Foundation Trust reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Mental Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15811/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:07"},{"signal_id":"fd945c3ef956ab976a7407f3f46a0225","headline":"Greater Manchester Police: women's median hourly pay is 20.49% lower than men's (2022/23)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 20.49% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.45%. Women are 31.34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:07"},{"signal_id":"a47e9adaf5f6a3d16049f4a1ed997250","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 5% lower than men's (2022/23)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:07"},{"signal_id":"49654f28b4ab8b885c3d2caf9f0f625a","headline":"GREENE KING RETAIL SERVICES LIMITED: there is no median hourly pay gap (2022/23)","summary":"GREENE KING RETAIL SERVICES LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.49%. Women are 46.02% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING RETAIL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5704/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"ebd0b9e222bf951744e637a5ccc64c5c","headline":"GREENE KING SERVICES LIMITED: women's median hourly pay is 7.42% lower than men's (2022/23)","summary":"GREENE KING SERVICES LIMITED reported a median hourly gender pay gap of 7.42% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.15%. Women are 35.18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5707/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:07"},{"signal_id":"ebbbf4f6c34ed7c98dc38e4b76737405","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 6.37% higher than men's (2022/23)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -6.37% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -8.25%. Women are 63.67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"dd9d9112338c156e868d36e29abb1d0c","headline":"GREGGS PLC: women's median hourly pay is 2.81% lower than men's (2022/23)","summary":"GREGGS PLC reported a median hourly gender pay gap of 2.81% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.64%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:07"},{"signal_id":"715c81683020d09a157bd8c6e0ee735c","headline":"GRIFFIN CATERING SERVICES LIMITED: women's median hourly pay is 4.9% lower than men's (2022/23)","summary":"GRIFFIN CATERING SERVICES LIMITED reported a median hourly gender pay gap of 4.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GRIFFIN CATERING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5736/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-02","captured_at":"2026-07-28 21:38:08"},{"signal_id":"8e5aeb3ad67bc301a15c4f9e5d1c54d6","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 6.93% lower than men's (2022/23)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 6.93% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.31%. Women are 61.65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b4de25d8f29eacba519e4de367a812fa","headline":"GXO LOGISTICS UK II LIMITED: women's median hourly pay is 4.8% lower than men's (2022/23)","summary":"GXO LOGISTICS UK II LIMITED reported a median hourly gender pay gap of 4.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 29.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK II LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3376/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"11849632adff05809017c0a7310cd906","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 12.3% lower than men's (2022/23)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 12.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 14.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"c5a0bc8e2104be5d9aaf163a44513b37","headline":"H M Government Cabinet Office: women's median hourly pay is 16.6% lower than men's (2022/23)","summary":"H M Government Cabinet Office reported a median hourly gender pay gap of 16.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H M Government Cabinet Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5816/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"8612998727569d8daeda1f487ffa13b0","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 2.4% lower than men's (2022/23)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 2.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 76.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"ae1d58f869400e92775def88de9907c0","headline":"HALFORDS GROUP PLC: women's median hourly pay is 5.03% lower than men's (2022/23)","summary":"HALFORDS GROUP PLC reported a median hourly gender pay gap of 5.03% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.07%. Women are 16.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5875/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"48b51db65c419ba3ddfc152544254238","headline":"HALFORDS LIMITED: there is no median hourly pay gap (2022/23)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -3.21%. Women are 29.12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"8ef1f945a0d068c172892d6efe8ae252","headline":"Hampshire Constabulary: women's median hourly pay is 19.4% lower than men's (2022/23)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 19.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 34.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:08"},{"signal_id":"c302095c10f150a98fe9b15380b7ec77","headline":"Hampshire County Council: women's median hourly pay is 16.5% lower than men's (2022/23)","summary":"Hampshire County Council reported a median hourly gender pay gap of 16.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"9a3729f54d3ca446dbb31f19844d0f45","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 7.1% lower than men's (2022/23)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 7.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.8%. Women are 68.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"079e32515495fec129312b9fbf995912","headline":"HARRODS LIMITED: women's median hourly pay is 1.07% lower than men's (2022/23)","summary":"HARRODS LIMITED reported a median hourly gender pay gap of 1.07% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.48%. Women are 57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HARRODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5961/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"28a657ad732e103f43e3e68bf130d44a","headline":"HAYS SPECIALIST RECRUITMENT LIMITED: women's median hourly pay is 0.1% lower than men's (2022/23)","summary":"HAYS SPECIALIST RECRUITMENT LIMITED reported a median hourly gender pay gap of 0.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 44.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS SPECIALIST RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6019/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"e34b3caedea096431133da5a3acf6e58","headline":"HBOS PLC: women's median hourly pay is 28.5% lower than men's (2022/23)","summary":"HBOS PLC reported a median hourly gender pay gap of 28.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26%. Women are 42.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"7432e7f9f3b6b530f569eaeff04264eb","headline":"HC-ONE LIMITED: women's median hourly pay is 0.49% lower than men's (2022/23)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of 0.49% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.82%. Women are 83.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"d56e23dd7fb1f3be22a351a8f0ef3ba5","headline":"HC-ONE NO.1 LIMITED: women's median hourly pay is 0.20% lower than men's (2022/23)","summary":"HC-ONE NO.1 LIMITED reported a median hourly gender pay gap of 0.20% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -1.44%. Women are 81.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE NO.1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14438/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"51c82f54e0c1f5f017cb9d780d8ece64","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 7.0% lower than men's (2022/23)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 7.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 33.4%. Women are 57.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"22ccbb255594e36e2aacfcbb99782b76","headline":"HM Land Registry: women's median hourly pay is 1.7% lower than men's (2022/23)","summary":"HM Land Registry reported a median hourly gender pay gap of 1.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 52.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-08","captured_at":"2026-07-28 21:38:08"},{"signal_id":"0ca012c996aaea129a9bbbbf2a05ab13","headline":"EVRI LIMITED: women's median hourly pay is 2.15% lower than men's (2022/23)","summary":"EVRI LIMITED reported a median hourly gender pay gap of 2.15% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.15%. Women are 31.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EVRI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6118/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-07","captured_at":"2026-07-28 21:38:08"},{"signal_id":"90ce113d31a9ed6da921ebd681d1701a","headline":"Hertfordshire County Council: there is no median hourly pay gap (2022/23)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.60%. Women are 65.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-09","captured_at":"2026-07-28 21:38:08"},{"signal_id":"e4b86923b730f4e2aa721f9caca892ea","headline":"HHGL LIMITED: women's median hourly pay is 0.4% lower than men's (2022/23)","summary":"HHGL LIMITED reported a median hourly gender pay gap of 0.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HHGL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14492/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:08"},{"signal_id":"fe5b22f3e6c5b6064d542cc862969dd6","headline":"10442565 LTD: women's median hourly pay is 3% lower than men's (2022/23)","summary":"10442565 LTD reported a median hourly gender pay gap of 3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.6%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"10442565 LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19491/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"d2a3bbbeb21bd5e10e84bc66128abb49","headline":"HM Revenue and Customs (HMRC): women's median hourly pay is 12.6% lower than men's (2022/23)","summary":"HM Revenue and Customs (HMRC) reported a median hourly gender pay gap of 12.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 46.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Revenue and Customs (HMRC)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14655/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"51a83cb6d35110627942cd8d8b49c210","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 3.92% lower than men's (2022/23)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 3.92% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.69%. Women are 52.01% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-01","captured_at":"2026-07-28 21:38:08"},{"signal_id":"0c9193fb64d97ae3108ebdc0c8956f6e","headline":"Home Office: women's median hourly pay is 7.5% lower than men's (2022/23)","summary":"Home Office reported a median hourly gender pay gap of 7.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b617d76d395f285b0b2e7546f1b55abd","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 4.0% lower than men's (2022/23)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 4.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 21.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-07","captured_at":"2026-07-28 21:38:08"},{"signal_id":"4c6aceed7c63a0b1430110427a9db143","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 24.6% lower than men's (2022/23)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 24.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.0%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"4214a4743fba66980b62b8d96e825572","headline":"HSBC GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 21.0% lower than men's (2022/23)","summary":"HSBC GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 21.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 34.5%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14645/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"cc594f334aad32d3ff3d45a62707bcf6","headline":"HSBC UK BANK PLC: women's median hourly pay is 20.3% lower than men's (2022/23)","summary":"HSBC UK BANK PLC reported a median hourly gender pay gap of 20.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31.1%. Women are 39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC UK BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18672/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"7720d452501e592d3e3711d979981e9a","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 20.6% lower than men's (2022/23)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 20.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.1%. Women are 60.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b16f264512f62719b03c7762faa76cc0","headline":"Hywel Dda University Health Board: women's median hourly pay is 0.86% lower than men's (2022/23)","summary":"Hywel Dda University Health Board reported a median hourly gender pay gap of 0.86% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.95%. Women are 69.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hywel Dda University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22402/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"ac1fe34845e1c20c67e77c72e9211f69","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 15.8% lower than men's (2022/23)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 15.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.2%. Women are 21.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"c59811222c0e80d06431ee8bd1a50788","headline":"ICELAND FOODS LIMITED: women's median hourly pay is 9.43% lower than men's (2022/23)","summary":"ICELAND FOODS LIMITED reported a median hourly gender pay gap of 9.43% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.52%. Women are 38.69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICELAND FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6470/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-23","captured_at":"2026-07-28 21:38:08"},{"signal_id":"f55d9dcc41c66d495485415e7cb35402","headline":"IKEA LIMITED: women's median hourly pay is 4.5% lower than men's (2022/23)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 4.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 50.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-14","captured_at":"2026-07-28 21:38:08"},{"signal_id":"269e0035b5ab3f71543edfe2c73bfb8b","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 1.6% lower than men's (2022/23)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of 1.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 63.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-26","captured_at":"2026-07-28 21:38:08"},{"signal_id":"5977c20e161c9efc27bd4ee1148b101d","headline":"Imperial College London: women's median hourly pay is 8.0% lower than men's (2022/23)","summary":"Imperial College London reported a median hourly gender pay gap of 8.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.6%. Women are 31.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-08","captured_at":"2026-07-28 21:38:08"},{"signal_id":"058c6b5846fcc0df9c722b8e8f5ccaf0","headline":"INDEPENDENT CLINICAL SERVICES LIMITED: women's median hourly pay is 2.17% higher than men's (2022/23)","summary":"INDEPENDENT CLINICAL SERVICES LIMITED reported a median hourly gender pay gap of -2.17% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -5.4%. Women are 80.08% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INDEPENDENT CLINICAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/345/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"7b23b3a31e24a92fecb6950d5fcd9984","headline":"INSPIRING VET CARE LIMITED: women's median hourly pay is 47.6% lower than men's (2022/23)","summary":"INSPIRING VET CARE LIMITED reported a median hourly gender pay gap of 47.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 41.5%. Women are 67.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INSPIRING VET CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6576/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"513c7b5670e19b171a4fb4ebaf5754e8","headline":"ISS FACILITY SERVICES LIMITED: women's median hourly pay is 10% lower than men's (2022/23)","summary":"ISS FACILITY SERVICES LIMITED reported a median hourly gender pay gap of 10% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS FACILITY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6805/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"ce81207792996d7bea4847e44032a761","headline":"ISS MEDICLEAN LIMITED: there is no median hourly pay gap (2022/23)","summary":"ISS MEDICLEAN LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS MEDICLEAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6807/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"93ba95c5e351262fcd20899bd74f91f6","headline":"ITX UK LIMITED: women's median hourly pay is 0.4% lower than men's (2022/23)","summary":"ITX UK LIMITED reported a median hourly gender pay gap of 0.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.1%. Women are 83.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ITX UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14056/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"a462a1b9d27f78016045dc28826653f3","headline":"J D WETHERSPOON PLC: women's median hourly pay is 1.06% lower than men's (2022/23)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 1.06% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.84%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"7f138e419927dd4c05b70499174f30de","headline":"JACOBS U.K. LIMITED: women's median hourly pay is 24.4% lower than men's (2022/23)","summary":"JACOBS U.K. LIMITED reported a median hourly gender pay gap of 24.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.9%. Women are 15.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JACOBS U.K. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6889/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"df6419c2c6c5afcea860b01a1a3ee887","headline":"JAGUAR LAND ROVER LIMITED: there is no median hourly pay gap (2022/23)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of 0.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.9%. Women are 16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"1578098540b3d8597fd8a8b5946f38b1","headline":"JD SPORTS FASHION PLC: there is no median hourly pay gap (2022/23)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 0.00% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.55%. Women are 40.08% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"fa8c313d9fa3e66ee0f1f5c52c8ddd99","headline":"JET2.COM LIMITED: women's median hourly pay is 31.3% lower than men's (2022/23)","summary":"JET2.COM LIMITED reported a median hourly gender pay gap of 31.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 44.1%. Women are 6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JET2.COM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6967/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3b6b973ad6d11076aa995f7ebcc79143","headline":"JOHN LEWIS PLC: women's median hourly pay is 5.8% lower than men's (2022/23)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 5.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"2fddab65df8872159e9df2e86b43ff63","headline":"JOHNSONS TEXTILE SERVICES LIMITED: women's median hourly pay is 11.9% lower than men's (2022/23)","summary":"JOHNSONS TEXTILE SERVICES LIMITED reported a median hourly gender pay gap of 11.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 25.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHNSONS TEXTILE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7031/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b133c9cd80097901f85e8b48d7693588","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 17.1% lower than men's (2022/23)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 17.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"ffb6f269cca8c6615d377f201fb7b9e1","headline":"WORKWELL PEOPLE SOLUTIONS LIMITED: women's median hourly pay is 45% lower than men's (2022/23)","summary":"WORKWELL PEOPLE SOLUTIONS LIMITED reported a median hourly gender pay gap of 45% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 40%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WORKWELL PEOPLE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7063/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-06","captured_at":"2026-07-28 21:38:08"},{"signal_id":"798e7fdd4a39edfeb422463bd6c32b71","headline":"Kent Community Health Nhs Foundation Trust: women's median hourly pay is 3.4% lower than men's (2022/23)","summary":"Kent Community Health Nhs Foundation Trust reported a median hourly gender pay gap of 3.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 85.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Community Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7192/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-11","captured_at":"2026-07-28 21:38:08"},{"signal_id":"044746c50bcd1f5bdf05609330297121","headline":"Kent County Council: women's median hourly pay is 12.6% lower than men's (2022/23)","summary":"Kent County Council reported a median hourly gender pay gap of 12.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"497cce10a783ddaf199e03357207d935","headline":"Kent Police: women's median hourly pay is 21.5% lower than men's (2022/23)","summary":"Kent Police reported a median hourly gender pay gap of 21.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 28.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3f96f0489aa6706677dfe484c664cdc0","headline":"Kettering General Hospital: women's median hourly pay is 14.0% lower than men's (2022/23)","summary":"Kettering General Hospital reported a median hourly gender pay gap of 14.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.5%. Women are 61.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kettering General Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7215/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:08"},{"signal_id":"67918a5a0203ae56dce39caa2ac30a17","headline":"KIER LIMITED: women's median hourly pay is 23.5% lower than men's (2022/23)","summary":"KIER LIMITED reported a median hourly gender pay gap of 23.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"d15081fe46a179ac404feb35b0b36a47","headline":"King's College Hospital: women's median hourly pay is 7.72% lower than men's (2022/23)","summary":"King's College Hospital reported a median hourly gender pay gap of 7.72% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.89%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-15","captured_at":"2026-07-28 21:38:08"},{"signal_id":"eb146acfae85f798bf2bd7d3bcee2a5a","headline":"King's College London: women's median hourly pay is 11.5% lower than men's (2022/23)","summary":"King's College London reported a median hourly gender pay gap of 11.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.1%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"07143175e62a0e3d0ed583327c3755d9","headline":"Kingston upon Hull City Council: women's median hourly pay is 0.1% lower than men's (2022/23)","summary":"Kingston upon Hull City Council reported a median hourly gender pay gap of 0.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 62.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kingston upon Hull City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/277/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:08"},{"signal_id":"a884a0caa9cf94d4f13de941ab2e29c0","headline":"Kirklees Council: women's median hourly pay is 19.7% lower than men's (2022/23)","summary":"Kirklees Council reported a median hourly gender pay gap of 19.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"aa5d165dfc51dd5cf40d566d8baa29f6","headline":"KPMG UK LIMITED: women's median hourly pay is 18.0% lower than men's (2022/23)","summary":"KPMG UK LIMITED reported a median hourly gender pay gap of 18.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.4%. Women are 36.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14843/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3eb0a10c155a8042bdd472b5ecd350e1","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 2.9% lower than men's (2022/23)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 2.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 39.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:08"},{"signal_id":"39e4a5a86186312f1569b208153bb3a0","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 3.9% lower than men's (2022/23)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 3.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 11.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"060a759476bbd0221db8f87599df094b","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 2.5% lower than men's (2022/23)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 2.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 73.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-13","captured_at":"2026-07-28 21:38:08"},{"signal_id":"251152aaee76066430c4953148209a94","headline":"Lancashire Constabulary: women's median hourly pay is 25.2% lower than men's (2022/23)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 25.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"550dff57d3c1fd6824dec17b1ad3da3a","headline":"Lancashire County Council: women's median hourly pay is 17.4% lower than men's (2022/23)","summary":"Lancashire County Council reported a median hourly gender pay gap of 17.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 64.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:08"},{"signal_id":"62fef611d2a4d7f3967081abf11ac9a0","headline":"Leeds City Council: women's median hourly pay is 9.4% lower than men's (2022/23)","summary":"Leeds City Council reported a median hourly gender pay gap of 9.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 60.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:08"},{"signal_id":"57542ccc6f8ebbbad3f60767a9dbf9f9","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 20.23% lower than men's (2022/23)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 20.23% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.97%. Women are 61.65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:08"},{"signal_id":"8ab56afb538ba8df42c0fa8c7b3dd929","headline":"LEGAL & GENERAL RESOURCES LIMITED: women's median hourly pay is 23.9% lower than men's (2022/23)","summary":"LEGAL & GENERAL RESOURCES LIMITED reported a median hourly gender pay gap of 23.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.7%. Women are 36.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEGAL & GENERAL RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14239/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:08"},{"signal_id":"551a0d7391fc950f879cb307200e262e","headline":"Leicester City Council: there is no median hourly pay gap (2022/23)","summary":"Leicester City Council reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -1.4%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7551/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"9058b1f91ec3464bb4083f0af5892320","headline":"Leicestershire County Council: women's median hourly pay is 8% lower than men's (2022/23)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3e32ba74c9862a114d72cc47453487ca","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 4.2% lower than men's (2022/23)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 4.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 75.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-26","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b707722dcb01a093f37aeb96e9e95efe","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 2.4% lower than men's (2022/23)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 2.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-06","captured_at":"2026-07-28 21:38:08"},{"signal_id":"c84c19c66ea8e451dcc737f9cbca9eb2","headline":"LEONARDO UK LTD: women's median hourly pay is 13.46% lower than men's (2022/23)","summary":"LEONARDO UK LTD reported a median hourly gender pay gap of 13.46% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.91%. Women are 13.53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARDO UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7579/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b3004223bff1a2c4acab886f758344ee","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 16.21% lower than men's (2022/23)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 16.21% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.66%. Women are 65.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-07","captured_at":"2026-07-28 21:38:08"},{"signal_id":"532deee48c31e95ff7ef37b19fd85b1a","headline":"LIDL GREAT BRITAIN LIMITED: there is no median hourly pay gap (2022/23)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 33.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"df7223899910078c19e90c4361711ddf","headline":"LIFEWAYS COMMUNITY CARE LIMITED: there is no median hourly pay gap (2022/23)","summary":"LIFEWAYS COMMUNITY CARE LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 72.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFEWAYS COMMUNITY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7639/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-12","captured_at":"2026-07-28 21:38:08"},{"signal_id":"9d79b87484ebbcec09f936b2c71978ad","headline":"Lincolnshire County Council: women's median hourly pay is 2.6% lower than men's (2022/23)","summary":"Lincolnshire County Council reported a median hourly gender pay gap of 2.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lincolnshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7662/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-29","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3379b225fa94c5aceb75a5a7ebf4b733","headline":"LINNAEUS GROUP LIMITED: women's median hourly pay is 47.2% lower than men's (2022/23)","summary":"LINNAEUS GROUP LIMITED reported a median hourly gender pay gap of 47.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 47.9%. Women are 48.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LINNAEUS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20220/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"e8025dde172155b8b06bcaeabf7bb906","headline":"Liverpool University Hospitals NHS Foundation Trust: women's median hourly pay is 11.4% lower than men's (2022/23)","summary":"Liverpool University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 11.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 30.5%. Women are 66.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20148/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:08"},{"signal_id":"0b841f1e876fd4e9809a3914bc1fe53d","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 34.8% lower than men's (2022/23)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 34.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.3%. Women are 37.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"67e2dda09e00a67b8338aaeb6a579171","headline":"DIAMOND DCO TWO LIMITED: women's median hourly pay is 9.9% lower than men's (2022/23)","summary":"DIAMOND DCO TWO LIMITED reported a median hourly gender pay gap of 9.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 55.5%. Women are 65.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIAMOND DCO TWO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7731/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:08"},{"signal_id":"35a07c79dd9c12e89093530bbed0f648","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 17.3% lower than men's (2022/23)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 17.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 39.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:08"},{"signal_id":"212212fad6932c0ae5216e0af67fa2db","headline":"London Fire Brigade: women's median hourly pay is 5.46% higher than men's (2022/23)","summary":"London Fire Brigade reported a median hourly gender pay gap of -5.46% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -7.42%. Women are 22.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:08"},{"signal_id":"015eddf3358332b4dbcc391344c6622d","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 3.56% lower than men's (2022/23)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 3.56% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.21%. Women are 10.13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"a82a962afc6606d4e5919cc90bf5c6de","headline":"London North West University Healthcare Trust: women's median hourly pay is 16.9% lower than men's (2022/23)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 16.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.9%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"5fe563fe9f8e972f081304eb96735f7d","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 16.9% lower than men's (2022/23)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 16.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 11.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"1067675359651387c14d124b35439233","headline":"LOUNGERS UK LIMITED: women's median hourly pay is 3% lower than men's (2022/23)","summary":"LOUNGERS UK LIMITED reported a median hourly gender pay gap of 3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LOUNGERS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7871/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"9603b1c5ffadbee7a43e09d6a5a6fa01","headline":"MACH RECRUITMENT LIMITED: there is no median hourly pay gap (2022/23)","summary":"MACH RECRUITMENT LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.1%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MACH RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7976/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-07-10","captured_at":"2026-07-28 21:38:08"},{"signal_id":"c470d3026ef181e288e1cde33a175ef1","headline":"Maidstone And Tunbridge Wells Nhs Trust: women's median hourly pay is 10.9% lower than men's (2022/23)","summary":"Maidstone And Tunbridge Wells Nhs Trust reported a median hourly gender pay gap of 10.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 23.2%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Maidstone And Tunbridge Wells Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8009/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:08"},{"signal_id":"41cdee008db89a5416f3cdebddc0b7ad","headline":"Manchester City Council: women's median hourly pay is 3.1% lower than men's (2022/23)","summary":"Manchester City Council reported a median hourly gender pay gap of 3.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 61.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"96d52e4d93c4154f97bbd99fe9fc831a","headline":"Manchester University NHS Foundation Trust: women's median hourly pay is 5.43% lower than men's (2022/23)","summary":"Manchester University NHS Foundation Trust reported a median hourly gender pay gap of 5.43% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.92%. Women are 69.76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18830/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:08"},{"signal_id":"7888ed23396d65c204bc7c0101a83618","headline":"MANPOWER UK LIMITED: women's median hourly pay is 7.7% lower than men's (2022/23)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 7.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 29.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"e2f64edb150a307e9ba42152cda59fe3","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 6.5% lower than men's (2022/23)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 6.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 56.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:08"},{"signal_id":"0c146a6f5689634be0aaf070a6c26b1b","headline":"MARSH SERVICES LIMITED: women's median hourly pay is 29.9% lower than men's (2022/23)","summary":"MARSH SERVICES LIMITED reported a median hourly gender pay gap of 29.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 33.6%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSH SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8136/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-08","captured_at":"2026-07-28 21:38:08"},{"signal_id":"4218e8cd58983778e7c473bf9787f321","headline":"MARSTON'S TRADING LIMITED: women's median hourly pay is 3.61% lower than men's (2022/23)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 3.61% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.09%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:08"},{"signal_id":"f65618b440f8e61ff36f7027dcf65af1","headline":"MATALAN RETAIL LTD.: there is no median hourly pay gap (2022/23)","summary":"MATALAN RETAIL LTD. reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.9%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MATALAN RETAIL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8179/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"6eb1fb1895ede52c08f353ee9b6acf08","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2022/23)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"acc3dde5296b4b31cd26ae0ce757bf4b","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 4% lower than men's (2022/23)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.4%. Women are 41.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-01","captured_at":"2026-07-28 21:38:08"},{"signal_id":"0cbbce05d646aaf084fca499ffde15b1","headline":"Mersey Care Nhs Foundation Trust: women's median hourly pay is 4.6% higher than men's (2022/23)","summary":"Mersey Care Nhs Foundation Trust reported a median hourly gender pay gap of -4.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 75.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey Care Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8363/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"481976d2712dd3c345d078e1599fc11c","headline":"Merseyside Police: women's median hourly pay is 7.29% lower than men's (2022/23)","summary":"Merseyside Police reported a median hourly gender pay gap of 7.29% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.12%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Merseyside Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8367/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-06-22","captured_at":"2026-07-28 21:38:08"},{"signal_id":"23aa0031e5b3d38b718dcb2da1f53cf1","headline":"METHODIST HOMES: women's median hourly pay is 1.7% lower than men's (2022/23)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 1.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5%. Women are 84.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-07-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"96a506baedd8611d38c998269b9fea87","headline":"Metropolitan Police Service: women's median hourly pay is 10.46% lower than men's (2022/23)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 10.46% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.86%. Women are 28.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:08"},{"signal_id":"657216408f2d3614d68f1d9340c4e9c3","headline":"MICROSOFT LIMITED: women's median hourly pay is 6.2% lower than men's (2022/23)","summary":"MICROSOFT LIMITED reported a median hourly gender pay gap of 6.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 26.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MICROSOFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8428/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"150b50680e01e952513fb7057f984cbf","headline":"Mid and South Essex NHS Foundation Trust: women's median hourly pay is 13.80% lower than men's (2022/23)","summary":"Mid and South Essex NHS Foundation Trust reported a median hourly gender pay gap of 13.80% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 27.40%. Women are 62.03% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid and South Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20298/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-02","captured_at":"2026-07-28 21:38:08"},{"signal_id":"20cff7cae57e02bf30467790619f3247","headline":"Mid Cheshire Hospitals Nhs Foundation Trust: women's median hourly pay is 11.4% lower than men's (2022/23)","summary":"Mid Cheshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 11.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.6%. Women are 76.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Cheshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8431/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-06","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3d5c2cd5b330d23be3aa8e4b2026b0c7","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 15.3% lower than men's (2022/23)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 15.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 25.5%. Women are 66.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:08"},{"signal_id":"e2535d3414f63f75132ad5f1aa4983bf","headline":"Midlands Partnership NHS Foundation Trust: women's median hourly pay is 8.85% lower than men's (2022/23)","summary":"Midlands Partnership NHS Foundation Trust reported a median hourly gender pay gap of 8.85% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.16%. Women are 77.51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Midlands Partnership NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18582/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:08"},{"signal_id":"8f1a76141e1c37c1d940a93a96f8e9cd","headline":"Ministry Of Defence: women's median hourly pay is 7.8% lower than men's (2022/23)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 7.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-01","captured_at":"2026-07-28 21:38:08"},{"signal_id":"7c95eef0469cc3850c9aa2db85abb702","headline":"Ministry of Justice: women's median hourly pay is 11.4% lower than men's (2022/23)","summary":"Ministry of Justice reported a median hourly gender pay gap of 11.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry of Justice","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8499/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-19","captured_at":"2026-07-28 21:38:08"},{"signal_id":"c1d61b64df3ec4e8875479f7efde8415","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: women's median hourly pay is 2.9% lower than men's (2022/23)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 2.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 44.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:08"},{"signal_id":"1eb277fbea6f5e51fce67e931ddd1734","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 2.0% lower than men's (2022/23)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 2.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 48.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b712044221b65aa077930b9a38e3fb76","headline":"MITIE LIMITED: women's median hourly pay is 6.9% lower than men's (2022/23)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 6.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12%. Women are 25.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"14408b88ea8b1274ae1da640247f4cfd","headline":"MORGAN SINDALL GROUP PLC: women's median hourly pay is 30.6% lower than men's (2022/23)","summary":"MORGAN SINDALL GROUP PLC reported a median hourly gender pay gap of 30.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.8%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORGAN SINDALL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8631/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:08"},{"signal_id":"39825a042696063334fde14ab8df09c7","headline":"MOTO HOSPITALITY LIMITED: women's median hourly pay is 3.9% lower than men's (2022/23)","summary":"MOTO HOSPITALITY LIMITED reported a median hourly gender pay gap of 3.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 51.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTO HOSPITALITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8660/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"d519aa62efe6618c9bfb0c8710894aee","headline":"MOTT MACDONALD LIMITED: women's median hourly pay is 20.5% lower than men's (2022/23)","summary":"MOTT MACDONALD LIMITED reported a median hourly gender pay gap of 20.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.7%. Women are 17.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTT MACDONALD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8672/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:08"},{"signal_id":"0d6af404c41b30237ee4e74a87c96d52","headline":"MOY PARK LIMITED: women's median hourly pay is 4.61% lower than men's (2022/23)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 4.61% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.03%. Women are 29.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-05","captured_at":"2026-07-28 21:38:08"},{"signal_id":"09491a2dfe95928c3eab21d47c11ab91","headline":"MY TUTORWEB LIMITED: women's median hourly pay is 0.1% lower than men's (2022/23)","summary":"MY TUTORWEB LIMITED reported a median hourly gender pay gap of 0.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3%. Women are 62.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MY TUTORWEB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22195/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"59bbca4241916e147333ac636839987a","headline":"NANDO'S CHICKENLAND LIMITED: women's median hourly pay is 1.1% lower than men's (2022/23)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 1.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"306c13ffa04aff5c075a3c287c49ce2a","headline":"NASA UMBRELLA LTD: there is no median hourly pay gap (2022/23)","summary":"NASA UMBRELLA LTD reported a median hourly gender pay gap of 0.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.2%. Women are 27.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NASA UMBRELLA LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8781/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:08"},{"signal_id":"5ef31cfbd43dff3150d80f095edae88e","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 4.51% lower than men's (2022/23)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 4.51% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.63%. Women are 29.77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:08"},{"signal_id":"c6f948756c20cbcd3b641582c9083444","headline":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY: women's median hourly pay is 31.6% lower than men's (2022/23)","summary":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 31.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.7%. Women are 32.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8819/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-17","captured_at":"2026-07-28 21:38:08"},{"signal_id":"75fd1ffd4572e1769c92dbee9907b897","headline":"Nationwide Building Society: women's median hourly pay is 34.4% lower than men's (2022/23)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 34.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 30.0%. Women are 35.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3b5ff1c9ae781b124af1fc0a9f0b201f","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 10.9% lower than men's (2022/23)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 10.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 13.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:08"},{"signal_id":"b080ce46eed002780bb5370b7c3ab531","headline":"NEW LOOK RETAILERS LIMITED: women's median hourly pay is 8% lower than men's (2022/23)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 25.7%. Women are 68.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3c5dbd9de8cb14da2f67df8ac57b21c9","headline":"Newcastle City Council: women's median hourly pay is 2.54% lower than men's (2022/23)","summary":"Newcastle City Council reported a median hourly gender pay gap of 2.54% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.47%. Women are 60.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-08","captured_at":"2026-07-28 21:38:08"},{"signal_id":"afcf7484ad5f7abd82b79c9bbd26cb16","headline":"Newcastle University: women's median hourly pay is 14.2% lower than men's (2022/23)","summary":"Newcastle University reported a median hourly gender pay gap of 14.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:08"},{"signal_id":"002d78d5415a0a7e75ec4ae15b450efd","headline":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED: women's median hourly pay is 7.93% lower than men's (2022/23)","summary":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED reported a median hourly gender pay gap of 7.93% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.05%. Women are 67.39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8915/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:08"},{"signal_id":"3b30efdb974e3be17ab568dc0c217589","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 4.0% lower than men's (2022/23)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 4.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"6b346e5affb2088b2f9384ee9478f040","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 8.1% lower than men's (2022/23)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 8.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31.2%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:08"},{"signal_id":"6a8c70883b65d0cdfa9fefcb99201e78","headline":"NHS Blood and Transplant: women's median hourly pay is 0.15% lower than men's (2022/23)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 0.15% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.25%. Women are 65.55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c69fe168e9c50bf8bc2fc87a346461e5","headline":"NHS Commissioning Board Special Authority: women's median hourly pay is 6.5% lower than men's (2022/23)","summary":"NHS Commissioning Board Special Authority reported a median hourly gender pay gap of 6.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Commissioning Board Special Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14310/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"cac508cff4fef4b7c685d69b8fd59c10","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 12.1% higher than men's (2022/23)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -12.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -7.4%. Women are 85.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"698588af1ffd3462c4b81e74dca5e442","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2022/23)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:09"},{"signal_id":"2b5729e810ba40532a8673a2daa5ff9f","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 18.3% lower than men's (2022/23)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of 18.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 12.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"82babf6eb080ac93f7a581198731f19c","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 21.0% lower than men's (2022/23)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 21.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 30.4%. Women are 61.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:09"},{"signal_id":"dd71c0a66e516f13d52691b35679584f","headline":"Norfolk County Council: women's median hourly pay is 8.58% lower than men's (2022/23)","summary":"Norfolk County Council reported a median hourly gender pay gap of 8.58% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.03%. Women are 67.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"da1b70f1849bff06c80403963894f92d","headline":"North Bristol N H S Trust: women's median hourly pay is 1.34% lower than men's (2022/23)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of 1.34% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.22%. Women are 66.39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:09"},{"signal_id":"19ce74540a5854417bcdb5adde805aed","headline":"North Cumbria Integrated Care NHS Foundation Trust: women's median hourly pay is 2.5% lower than men's (2022/23)","summary":"North Cumbria Integrated Care NHS Foundation Trust reported a median hourly gender pay gap of 2.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Cumbria Integrated Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19495/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"8bcb05699903029a067d3e0a8f1638d0","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 11.0% lower than men's (2022/23)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 11.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 72.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:09"},{"signal_id":"2c5e3516645ba15b02c31c9de521b0a9","headline":"North West Ambulance Service N H S Trust: women's median hourly pay is 8.7% lower than men's (2022/23)","summary":"North West Ambulance Service N H S Trust reported a median hourly gender pay gap of 8.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 37.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9096/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-15","captured_at":"2026-07-28 21:38:09"},{"signal_id":"1874712d7fb0891c8b4253090a7d023c","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 16.60% lower than men's (2022/23)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 16.60% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 27.53%. Women are 64.82% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-01","captured_at":"2026-07-28 21:38:09"},{"signal_id":"3a419b2f1ff2db1e969228539262a1eb","headline":"North Yorkshire Council: women's median hourly pay is 11.7% lower than men's (2022/23)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 11.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 67.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:09"},{"signal_id":"121a2a1852a033925972bf2fabb02022","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 9.3% lower than men's (2022/23)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 9.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.3%. Women are 80.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:09"},{"signal_id":"afe354dfb02b5bbabe8df6b4c93a2af9","headline":"Northern Care Alliance NHS Foundation Trust: women's median hourly pay is 9.2% lower than men's (2022/23)","summary":"Northern Care Alliance NHS Foundation Trust reported a median hourly gender pay gap of 9.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.5%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Care Alliance NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21656/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"ccacff25d8d7e7da31b05d1beadba441","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 24.24% lower than men's (2022/23)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 24.24% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 32.54%. Women are 65.24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:09"},{"signal_id":"13bb6240a8febf0fbc72a78984d65d87","headline":"Northern Trains Limited: women's median hourly pay is 26% lower than men's (2022/23)","summary":"Northern Trains Limited reported a median hourly gender pay gap of 26% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 8.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Trains Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19888/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"b1feaa69264d1bf83546fa04ecbd14d6","headline":"Northumberland County Council: there is no median hourly pay gap (2022/23)","summary":"Northumberland County Council reported a median hourly gender pay gap of 0.00% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.59%. Women are 63.58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumberland County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9149/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-16","captured_at":"2026-07-28 21:38:09"},{"signal_id":"b22abb679ebf9d6a27956496bb567a92","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 8.1% lower than men's (2022/23)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 8.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.1%. Women are 74.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:09"},{"signal_id":"0c1cb67c8d7f20e8de8bfed3db9b9ef1","headline":"Northumbria Police: women's median hourly pay is 33.15% lower than men's (2022/23)","summary":"Northumbria Police reported a median hourly gender pay gap of 33.15% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.16%. Women are 33.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"7e3b05296e07f6ffe0399fd93b24691f","headline":"Nottingham City Council: women's median hourly pay is 1.5% higher than men's (2022/23)","summary":"Nottingham City Council reported a median hourly gender pay gap of -1.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.6%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16646/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-25","captured_at":"2026-07-28 21:38:09"},{"signal_id":"03752217dd9bbd83e97570bdf659b900","headline":"Nottingham Trent University: women's median hourly pay is 11.1% lower than men's (2022/23)","summary":"Nottingham Trent University reported a median hourly gender pay gap of 11.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham Trent University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16089/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:09"},{"signal_id":"b7c22de9b401a4788f666c219f66fd01","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 9% lower than men's (2022/23)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 23%. Women are 78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-07","captured_at":"2026-07-28 21:38:09"},{"signal_id":"5d5710eafac3eca8ce7f88d462e36308","headline":"Nottinghamshire County Council: women's median hourly pay is 14.4% lower than men's (2022/23)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 14.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 74.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-08","captured_at":"2026-07-28 21:38:09"},{"signal_id":"e0855ff627d608b7522f15fce0cae77c","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 9.33% higher than men's (2022/23)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -9.33% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.38%. Women are 70.84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-06-08","captured_at":"2026-07-28 21:38:09"},{"signal_id":"6ca8df85b0885c3823ca3efc3dff9939","headline":"NUFFIELD HEALTH: women's median hourly pay is 0.24% lower than men's (2022/23)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of 0.24% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c8c3f6ea71b1e802fa352eb749400008","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 0.2% higher than men's (2022/23)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of -0.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -2.5%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-28","captured_at":"2026-07-28 21:38:09"},{"signal_id":"a9b2b627df376b5e0e5a5df121fa4663","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 4.12% lower than men's (2022/23)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 4.12% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.28%. Women are 40.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"05326141c8e51a25977775d596e45d43","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 4.9% lower than men's (2022/23)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 4.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 49.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:09"},{"signal_id":"826d41899df06165989b9e242f48541d","headline":"OPENREACH LIMITED: women's median hourly pay is 3% higher than men's (2022/23)","summary":"OPENREACH LIMITED reported a median hourly gender pay gap of -3.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -5.1%. Women are 14.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OPENREACH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19362/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"6ae92b132ce6b9250ad511bc2d7a909b","headline":"ORMISTON ACADEMIES TRUST: women's median hourly pay is 37.15% lower than men's (2022/23)","summary":"ORMISTON ACADEMIES TRUST reported a median hourly gender pay gap of 37.15% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.71%. Women are 63.71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ORMISTON ACADEMIES TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9432/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:09"},{"signal_id":"d4bd64041c571d137e5f7f20e2bec75b","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 15.8% lower than men's (2022/23)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 15.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 28.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-24","captured_at":"2026-07-28 21:38:09"},{"signal_id":"8f9457090305e56208aa44083a492acc","headline":"OVO ENERGY LTD: women's median hourly pay is 12.5% lower than men's (2022/23)","summary":"OVO ENERGY LTD reported a median hourly gender pay gap of 12.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVO ENERGY LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9463/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"4498ff638de32cff2a4db16d7fbb79fb","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 5.9% lower than men's (2022/23)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of 5.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.7%. Women are 72.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:09"},{"signal_id":"10610812765f84417cc1871604570f43","headline":"Oxfordshire County Council: there is no median hourly pay gap (2022/23)","summary":"Oxfordshire County Council reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 65.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9479/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-05","captured_at":"2026-07-28 21:38:09"},{"signal_id":"f8d7a49fb64087fe328607ea9540e761","headline":"PARASOL LIMITED: women's median hourly pay is 22.2% lower than men's (2022/23)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 22.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-20","captured_at":"2026-07-28 21:38:09"},{"signal_id":"bea27beb6773cfe1cb4604e2eab8b56c","headline":"PARKDEAN RESORTS UK LIMITED: women's median hourly pay is 1.9% lower than men's (2022/23)","summary":"PARKDEAN RESORTS UK LIMITED reported a median hourly gender pay gap of 1.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 47.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARKDEAN RESORTS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18513/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-07","captured_at":"2026-07-28 21:38:09"},{"signal_id":"839a4be1c37167e6d24508eb3f49d29f","headline":"PAYSTREAM MY MAX 3 LIMITED: women's median hourly pay is 19% lower than men's (2022/23)","summary":"PAYSTREAM MY MAX 3 LIMITED reported a median hourly gender pay gap of 19% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX 3 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9646/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-06-13","captured_at":"2026-07-28 21:38:09"},{"signal_id":"2a72fab46d897d05ffb1e6a4d093a350","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 21% lower than men's (2022/23)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of 21% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-06-13","captured_at":"2026-07-28 21:38:09"},{"signal_id":"58a573f6f04a25f1148324372b7fc3ac","headline":"PENDRAGON MANAGEMENT SERVICES LIMITED: women's median hourly pay is 14.6% lower than men's (2022/23)","summary":"PENDRAGON MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 14.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.6%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PENDRAGON MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9691/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-24","captured_at":"2026-07-28 21:38:09"},{"signal_id":"7d95a49c607db65feb9ea62593a6e50f","headline":"PINEWOOD TECHNOLOGIES GROUP PLC: women's median hourly pay is 14.6% lower than men's (2022/23)","summary":"PINEWOOD TECHNOLOGIES GROUP PLC reported a median hourly gender pay gap of 14.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.6%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PINEWOOD TECHNOLOGIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9693/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c5ad72d716f252cf1e6e966eeae05377","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 8.8% lower than men's (2022/23)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of 8.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12%. Women are 18.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-05","captured_at":"2026-07-28 21:38:09"},{"signal_id":"7eac308b0e6294488d436222ed57739a","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 30.3% lower than men's (2022/23)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 30.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 45.2%. Women are 80.93% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"cd44d78fb9abe13e8faf6f60bf57bedb","headline":"PETS AT HOME LTD: women's median hourly pay is 9.9% lower than men's (2022/23)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 9.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.1%. Women are 57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c708eeb1de0cb2d5f88de88e4efa191a","headline":"PILGRIM'S PRIDE LTD.: women's median hourly pay is 6% lower than men's (2022/23)","summary":"PILGRIM'S PRIDE LTD. reported a median hourly gender pay gap of 6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PILGRIM'S PRIDE LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13003/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"8ea6c95c77009728f6b9f0919a0e566d","headline":"PIZZAEXPRESS (RESTAURANTS) LIMITED: women's median hourly pay is 3.7% lower than men's (2022/23)","summary":"PIZZAEXPRESS (RESTAURANTS) LIMITED reported a median hourly gender pay gap of 3.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PIZZAEXPRESS (RESTAURANTS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9859/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"0cfa34284374b2c770ce8fd516a0abc1","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 14.9% higher than men's (2022/23)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of -14.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -17.3%. Women are 73.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"cf8db94da11c4f94c74917286ba16387","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 12.6% lower than men's (2022/23)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 12.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26.4%. Women are 58.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-01","captured_at":"2026-07-28 21:38:09"},{"signal_id":"73fa1a5c35523ce0331a38ccc913bbba","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 23.8% lower than men's (2022/23)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 23.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 30.7%. Women are 63.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"f6ff68ffd731af24532c41405998747b","headline":"POUNDLAND LIMITED: women's median hourly pay is 6% lower than men's (2022/23)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"f318046cd3e650b8cba8d09ad904b57a","headline":"PRET A MANGER (EUROPE) LIMITED: women's median hourly pay is 3.8% lower than men's (2022/23)","summary":"PRET A MANGER (EUROPE) LIMITED reported a median hourly gender pay gap of 3.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 57.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRET A MANGER (EUROPE) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10010/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-08","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c5d743d4b88b482bcfceee98d38df791","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 5.1% lower than men's (2022/23)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 5.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 40.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-07","captured_at":"2026-07-28 21:38:09"},{"signal_id":"9f6951fc9db5ec552921fbafeb315a16","headline":"PRIMARK STORES LIMITED: women's median hourly pay is 1.1% lower than men's (2022/23)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 1.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.3%. Women are 61.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-28","captured_at":"2026-07-28 21:38:09"},{"signal_id":"1765cde052a023d2736c234fdb7c95b0","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 3.63% higher than men's (2022/23)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of -3.63% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.61%. Women are 78.15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"0ba01fd4ad8184c78cee1fd8dba1b128","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 8.2% lower than men's (2022/23)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 8.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.0%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c3a5f9d062ca7bc952b7f0e2107f59d2","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 13.22% lower than men's (2022/23)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 13.22% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.03%. Women are 72.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"bef0ee0d231a05eed9bf76a47e72f913","headline":"RANDSTAD SOLUTIONS LIMITED: women's median hourly pay is 6% higher than men's (2022/23)","summary":"RANDSTAD SOLUTIONS LIMITED reported a median hourly gender pay gap of -6.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -5.5%. Women are 18.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RANDSTAD SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14919/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"3c5ed5f87a8e7d9e8bf7f5d928b1d490","headline":"RWW REALISATIONS LIMITED: there is no median hourly pay gap (2022/23)","summary":"RWW REALISATIONS LIMITED reported a median hourly gender pay gap of 0.00% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -46.6%. Women are 78.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RWW REALISATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18275/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-08","captured_at":"2026-07-28 21:38:09"},{"signal_id":"663fa3f93b6eccf98b944ed2433719d6","headline":"REED STAFFING SERVICES LIMITED: women's median hourly pay is 2.5% lower than men's (2022/23)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 2.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 59.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:09"},{"signal_id":"46a3a9b3c79686d94ad3a7eec941af8f","headline":"Rhondda Cynon Taf Council: women's median hourly pay is 18.07% lower than men's (2022/23)","summary":"Rhondda Cynon Taf Council reported a median hourly gender pay gap of 18.07% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.24%. Women are 71.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rhondda Cynon Taf Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19155/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-18","captured_at":"2026-07-28 21:38:09"},{"signal_id":"36409f18bbe1ae018657f8d2da03b2a9","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 2.1% lower than men's (2022/23)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 2.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.8%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-02","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c6a0eede0dbb122a8f2843a74f9694c9","headline":"Rotherham Metropolitan Borough Council: women's median hourly pay is 10.21% lower than men's (2022/23)","summary":"Rotherham Metropolitan Borough Council reported a median hourly gender pay gap of 10.21% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.51%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10624/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-16","captured_at":"2026-07-28 21:38:09"},{"signal_id":"dab9b75877f305a3c3c4fa7f2d204a65","headline":"Royal Berkshire Nhs Foundation Trust: women's median hourly pay is 5.3% lower than men's (2022/23)","summary":"Royal Berkshire Nhs Foundation Trust reported a median hourly gender pay gap of 5.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.24%. Women are 64.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Berkshire Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10644/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-24","captured_at":"2026-07-28 21:38:09"},{"signal_id":"7312c3fbcbf9b0f30d9d67dca8e8d102","headline":"Royal Cornwall Hospitals NHS Trusts: women's median hourly pay is 18.6% lower than men's (2022/23)","summary":"Royal Cornwall Hospitals NHS Trusts reported a median hourly gender pay gap of 18.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.7%. Women are 59.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Cornwall Hospitals NHS Trusts","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20228/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-07","captured_at":"2026-07-28 21:38:09"},{"signal_id":"56bfb0694dad2022a8a4748cb8d7484e","headline":"Royal Devon And Exeter Nhs Foundation Trust General Charity: women's median hourly pay is 7.01% lower than men's (2022/23)","summary":"Royal Devon And Exeter Nhs Foundation Trust General Charity reported a median hourly gender pay gap of 7.01% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.2%. Women are 67.23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon And Exeter Nhs Foundation Trust General Charity","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10652/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:09"},{"signal_id":"3b984324fd2e0548b80107cd2e9edbc8","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 12.4% lower than men's (2022/23)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 12.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 60.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:09"},{"signal_id":"d826be3b7a79c1e28017a844578e35e0","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 3.1% lower than men's (2022/23)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 3.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:09"},{"signal_id":"868d4bea7204cfedf2b47182dda75d78","headline":"ROYAL MENCAP SOCIETY: there is no median hourly pay gap (2022/23)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.07%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"5deffceec3ef5e95346667be450260f5","headline":"Royal Surrey County NHS Foundation Trust: women's median hourly pay is 10.6% lower than men's (2022/23)","summary":"Royal Surrey County NHS Foundation Trust reported a median hourly gender pay gap of 10.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.1%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Surrey County NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15966/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-25","captured_at":"2026-07-28 21:38:09"},{"signal_id":"abb96f42f852655bbe3826704a84ef99","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 1.31% higher than men's (2022/23)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of -1.31% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.83%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:09"},{"signal_id":"cdffc92d2c0cde20625616281cda9e36","headline":"SAFEWAY STORES LIMITED: women's median hourly pay is 6.1% lower than men's (2022/23)","summary":"SAFEWAY STORES LIMITED reported a median hourly gender pay gap of 6.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 47.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAFEWAY STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10789/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:09"},{"signal_id":"24828758f4bc018eaaa1676d62ebb995","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 6.0% lower than men's (2022/23)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 6.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 38.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:09"},{"signal_id":"f11e28ac842438c470c90732e3bf725e","headline":"Salisbury Nhs Foundation Trust: women's median hourly pay is 3% lower than men's (2022/23)","summary":"Salisbury Nhs Foundation Trust reported a median hourly gender pay gap of 3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.66%. Women are 34.86% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Salisbury Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10834/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-05-26","captured_at":"2026-07-28 21:38:09"},{"signal_id":"1ea0749ba5d59a888053d4fce0af2d95","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 7% lower than men's (2022/23)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"44397f9dfde4a4760ee3ef18faa0006f","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 17.99% lower than men's (2022/23)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 17.99% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26.11%. Women are 65.55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-13","captured_at":"2026-07-28 21:38:09"},{"signal_id":"37928898c249f2c3c0956e461724836c","headline":"SANTANDER UK PLC: women's median hourly pay is 25.9% lower than men's (2022/23)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 25.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.5%. Women are 40.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-23","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c964903579f2618597e9e7fdca499b11","headline":"SANTIO LIMITED: there is no median hourly pay gap (2022/23)","summary":"SANTIO LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 47.96% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19326/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-02","captured_at":"2026-07-28 21:38:09"},{"signal_id":"8e1f00995572f27d50cdbefd0c59eaa8","headline":"SAVILLS (UK) LIMITED: women's median hourly pay is 40.55% lower than men's (2022/23)","summary":"SAVILLS (UK) LIMITED reported a median hourly gender pay gap of 40.55% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 35.42%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAVILLS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/654/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:09"},{"signal_id":"b90b57de838818ac5d4a01701c3ccc61","headline":"SCOTCO RESTAURANTS LIMITED: there is no median hourly pay gap (2022/23)","summary":"SCOTCO RESTAURANTS LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.4%. Women are 41.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCOTCO RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10928/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"bc6170d34f0302f6a87f315aefc6ac4c","headline":"SELECT SERVICE PARTNER UK LIMITED: women's median hourly pay is 3.3% lower than men's (2022/23)","summary":"SELECT SERVICE PARTNER UK LIMITED reported a median hourly gender pay gap of 3.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.1%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELECT SERVICE PARTNER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11009/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-01","captured_at":"2026-07-28 21:38:09"},{"signal_id":"ab407d08833ceec09b2a937b21f4c7d4","headline":"SELLAFIELD LIMITED: women's median hourly pay is 11.32% lower than men's (2022/23)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 11.32% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.28%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:09"},{"signal_id":"113fa12337e3cfb4c0b9db1c19df3a03","headline":"SERCO LIMITED: women's median hourly pay is 8.25% lower than men's (2022/23)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 8.25% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.29%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-07","captured_at":"2026-07-28 21:38:09"},{"signal_id":"e2ddad34f56fed171e4b62c5f1fb4cc7","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 9.4% lower than men's (2022/23)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 9.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.9%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"4c636fe7b87f81e86e625f660d258c5a","headline":"Sheffield City Council HQ: women's median hourly pay is 3.12% lower than men's (2022/23)","summary":"Sheffield City Council HQ reported a median hourly gender pay gap of 3.12% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -0.94%. Women are 64.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield City Council HQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11107/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:09"},{"signal_id":"1f2337525e55894380beffb95c27c9b0","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 9.6% lower than men's (2022/23)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 9.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.6%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:09"},{"signal_id":"b4d2327abcfbb5fb9fbcd4a5e88182e5","headline":"SINGLE RESOURCE LIMITED: women's median hourly pay is 3.8% lower than men's (2022/23)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 3.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 26.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-06","captured_at":"2026-07-28 21:38:09"},{"signal_id":"307078051309679b1669d8f4db11dc2e","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 2.1% lower than men's (2022/23)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 2.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"d81fd18f0014845c42aa2efdca243445","headline":"SKY UK LIMITED: women's median hourly pay is 11.7% lower than men's (2022/23)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 11.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.1%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:09"},{"signal_id":"307e27393c5ce165383530f731f13e7b","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 12.61% higher than men's (2022/23)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of -12.61% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -7.13%. Women are 66.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"e91327675790306330c8c93f5d1fbc11","headline":"SODEXO LIMITED: women's median hourly pay is 11% lower than men's (2022/23)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 11% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.73%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"601d116686a64dbeb44300912fa52cf6","headline":"Somerset NHS Foundation Trust: women's median hourly pay is 8.09% lower than men's (2022/23)","summary":"Somerset NHS Foundation Trust reported a median hourly gender pay gap of 8.09% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.83%. Women are 73.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Somerset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21437/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"fb3c7f287a615f1d37fa6f7d494ce57f","headline":"South London And Maudsley Nhs Foundation Trust: women's median hourly pay is 6.92% lower than men's (2022/23)","summary":"South London And Maudsley Nhs Foundation Trust reported a median hourly gender pay gap of 6.92% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.64%. Women are 64.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South London And Maudsley Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11381/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:09"},{"signal_id":"93e1f94f5cfea9da0724c993a3331f29","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 22.98% lower than men's (2022/23)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 22.98% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.37%. Women are 67.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:09"},{"signal_id":"313164af745230f0e380525ee24ae4d7","headline":"South Tyneside and Sunderland NHS Foundation Trust: women's median hourly pay is 10.41% lower than men's (2022/23)","summary":"South Tyneside and Sunderland NHS Foundation Trust reported a median hourly gender pay gap of 10.41% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31.58%. Women are 71.89% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tyneside and Sunderland NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20267/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-01","captured_at":"2026-07-28 21:38:09"},{"signal_id":"7385abd2672c435e2c47bf88801ef579","headline":"South Wales Police: women's median hourly pay is 20.27% lower than men's (2022/23)","summary":"South Wales Police reported a median hourly gender pay gap of 20.27% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.17%. Women are 28.22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-16","captured_at":"2026-07-28 21:38:09"},{"signal_id":"fc48e836831065f808f235959a44d52e","headline":"South Warwickshire General Hospital Nhs Trust: women's median hourly pay is 6.57% lower than men's (2022/23)","summary":"South Warwickshire General Hospital Nhs Trust reported a median hourly gender pay gap of 6.57% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.88%. Women are 76.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Warwickshire General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11400/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"02088ee888417d5b9c465bfd985877f1","headline":"South Western Ambulance Service Foundation Trust: women's median hourly pay is 6.9% lower than men's (2022/23)","summary":"South Western Ambulance Service Foundation Trust reported a median hourly gender pay gap of 6.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6.2%. Women are 39.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Western Ambulance Service Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11405/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:09"},{"signal_id":"e7b7e4bf1b43f15a87ceef7133e666f5","headline":"South Yorkshire Police: women's median hourly pay is 16.8% lower than men's (2022/23)","summary":"South Yorkshire Police reported a median hourly gender pay gap of 16.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 34.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11409/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"70c6a2069dc48c40be455d2df8b2e480","headline":"Southern Health Nhs Foundation Trust: women's median hourly pay is 3.4% lower than men's (2022/23)","summary":"Southern Health Nhs Foundation Trust reported a median hourly gender pay gap of 3.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.8%. Women are 75.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Southern Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11421/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-09-12","captured_at":"2026-07-28 21:38:09"},{"signal_id":"015ee38bc082b537839ca5e55405595d","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 6.2% lower than men's (2022/23)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 6.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 74.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"86fdf6bd2a1c0c0bea0da73d732af38d","headline":"FRASERS GROUP TRADING LIMITED: women's median hourly pay is 0.80% lower than men's (2022/23)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 0.80% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.70%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-05","captured_at":"2026-07-28 21:38:09"},{"signal_id":"ebd40c66628b00d0f58b54fac24697d3","headline":"SPORTSWIFT LIMITED: there is no median hourly pay gap (2022/23)","summary":"SPORTSWIFT LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPORTSWIFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11498/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-01","captured_at":"2026-07-28 21:38:09"},{"signal_id":"142a3df77b3539115ee65617dddb5dbc","headline":"SSE PLC: women's median hourly pay is 18.0% lower than men's (2022/23)","summary":"SSE PLC reported a median hourly gender pay gap of 18.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 18.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-09","captured_at":"2026-07-28 21:38:09"},{"signal_id":"e65e4472c2f1fb64f3ae04a2d4725ad7","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 9.51% lower than men's (2022/23)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 9.51% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.59%. Women are 59.59% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:09"},{"signal_id":"47d05f5d4652567e64439876d1aca9f6","headline":"St Helen's Metropolitan Borough Council: women's median hourly pay is 7.64% lower than men's (2022/23)","summary":"St Helen's Metropolitan Borough Council reported a median hourly gender pay gap of 7.64% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.06%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helen's Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11561/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:09"},{"signal_id":"8665a8655e37b490dcbabe5b07737a20","headline":"St Helens and Knowsley Teaching Hospitals NHS Trust: women's median hourly pay is 14.5% lower than men's (2022/23)","summary":"St Helens and Knowsley Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 14.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31.4%. Women are 71.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helens and Knowsley Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16392/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"afcca1bad5adb2545e9d53025a312057","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 7.6% lower than men's (2022/23)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 7.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 16.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"33b67f9f1c47b58c9469927c7c6f6950","headline":"STARK BUILDING MATERIALS UK LIMITED: women's median hourly pay is 3.3% higher than men's (2022/23)","summary":"STARK BUILDING MATERIALS UK LIMITED reported a median hourly gender pay gap of -3.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -1.4%. Women are 18.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARK BUILDING MATERIALS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10818/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:09"},{"signal_id":"a258fe876b629746d1e7eaec5d2f944a","headline":"Stockport Nhs Foundation Trust: women's median hourly pay is 3.7% lower than men's (2022/23)","summary":"Stockport Nhs Foundation Trust reported a median hourly gender pay gap of 3.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.8%. Women are 70.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Stockport Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11728/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-26","captured_at":"2026-07-28 21:38:09"},{"signal_id":"efc3b217aa6bc4245e64c65a3f31f403","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 3.39% lower than men's (2022/23)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 3.39% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.49%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-24","captured_at":"2026-07-28 21:38:09"},{"signal_id":"ab48c30cdea014aa310d014d24c40779","headline":"SUEZ RECYCLING AND RECOVERY UK LTD: women's median hourly pay is 0.6% higher than men's (2022/23)","summary":"SUEZ RECYCLING AND RECOVERY UK LTD reported a median hourly gender pay gap of -0.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -6.5%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUEZ RECYCLING AND RECOVERY UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11785/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:09"},{"signal_id":"ca6c861d9e7f18dc462938d5f9de284b","headline":"Suffolk County Council: women's median hourly pay is 13.8% lower than men's (2022/23)","summary":"Suffolk County Council reported a median hourly gender pay gap of 13.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:09"},{"signal_id":"d14667b8651702bf9de9d5c6d95f144a","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 6.7% lower than men's (2022/23)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 6.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.4%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"56d80758b7fc8fb3df9e369c621b59ba","headline":"Surrey & Sussex Healthcare N H S Trust: women's median hourly pay is 1.5% higher than men's (2022/23)","summary":"Surrey & Sussex Healthcare N H S Trust reported a median hourly gender pay gap of -1.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.8%. Women are 67.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey & Sussex Healthcare N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11832/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"c0f67d6fbc9fdef179f11fb02f29053d","headline":"Surrey County Council: women's median hourly pay is 11.2% lower than men's (2022/23)","summary":"Surrey County Council reported a median hourly gender pay gap of 11.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 65.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:09"},{"signal_id":"0e384463d53c9c44abbe247f1b1c30a1","headline":"Sussex Community NHS Foundation Trust: women's median hourly pay is 0.4% higher than men's (2022/23)","summary":"Sussex Community NHS Foundation Trust reported a median hourly gender pay gap of -0.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 80.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Community NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11847/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-25","captured_at":"2026-07-28 21:38:09"},{"signal_id":"bd9a3924f3a9e9c7640ddd33deda2dc3","headline":"Sussex Partnership Nhs Foundation Trust: women's median hourly pay is 6.1% lower than men's (2022/23)","summary":"Sussex Partnership Nhs Foundation Trust reported a median hourly gender pay gap of 6.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Partnership Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11849/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:09"},{"signal_id":"5d7e2cba58b121748d9e0a377855f8c2","headline":"Sussex Police: women's median hourly pay is 16% lower than men's (2022/23)","summary":"Sussex Police reported a median hourly gender pay gap of 16% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 33.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11850/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:09"},{"signal_id":"3443bec87180b9b72a579110f7fc3849","headline":"Swansea Council: women's median hourly pay is 12.64% lower than men's (2022/23)","summary":"Swansea Council reported a median hourly gender pay gap of 12.64% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.64%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-09","captured_at":"2026-07-28 21:38:09"},{"signal_id":"9b88c579591ace87b3c07f7a9baa4b9f","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 22.8% lower than men's (2022/23)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 22.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 27.4%. Women are 14.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:09"},{"signal_id":"2923e1d95b3136f523860663ea2c64be","headline":"T. J. MORRIS LIMITED: there is no median hourly pay gap (2022/23)","summary":"T. J. MORRIS LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 43.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T. J. MORRIS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11950/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-27","captured_at":"2026-07-28 21:38:09"},{"signal_id":"62c08c6e9f9ce4008ff6ff55cfa2ded5","headline":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED: women's median hourly pay is 2.19% higher than men's (2022/23)","summary":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED reported a median hourly gender pay gap of -2.19% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -6.91%. Women are 0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11961/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-17","captured_at":"2026-07-28 21:38:09"},{"signal_id":"897d2ff8026369eaa3c24be7a68d3b79","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 15.68% lower than men's (2022/23)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 15.68% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.71%. Women are 9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:10"},{"signal_id":"3cc8c1938e8849a1140ba4e2520a8b12","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 7.9% lower than men's (2022/23)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 7.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.5%. Women are 11.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:10"},{"signal_id":"0d7907acf0e6960f40df32d9dbaa0ad0","headline":"TAYLOR WIMPEY UK LIMITED: women's median hourly pay is 1% lower than men's (2022/23)","summary":"TAYLOR WIMPEY UK LIMITED reported a median hourly gender pay gap of 1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -2%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TAYLOR WIMPEY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12039/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f13a9ecbb8c09598c44326feef3b1151","headline":"TC FACILITIES MANAGEMENT LIMITED: there is no median hourly pay gap (2022/23)","summary":"TC FACILITIES MANAGEMENT LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 46.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TC FACILITIES MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12047/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-07","captured_at":"2026-07-28 21:38:10"},{"signal_id":"b1d9b3c94f59896336f585b3514baf37","headline":"TEACHING PERSONNEL LIMITED: women's median hourly pay is 26% lower than men's (2022/23)","summary":"TEACHING PERSONNEL LIMITED reported a median hourly gender pay gap of 26% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10%. Women are 84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TEACHING PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12060/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"39a56a4dd19f18c89df2ca164ebdb0cd","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 7.58% lower than men's (2022/23)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 7.58% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.73%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d765a03f9e95c5f574f6835714710c9a","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 0.6% lower than men's (2022/23)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of 0.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d6dea8008ea08ee83f382d1d6f10592a","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 20.7% lower than men's (2022/23)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 20.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"cdd58f3d9092f77555e20de6fa6e3a9b","headline":"TELEPERFORMANCE LIMITED: women's median hourly pay is 2.35% lower than men's (2022/23)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of 2.35% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.98%. Women are 48.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"08e50a4c3c147654987453ec0966d64e","headline":"TESCO STORES LIMITED: women's median hourly pay is 6.7% lower than men's (2022/23)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 6.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.1%. Women are 37.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:10"},{"signal_id":"b2c1ce2a0e155dbcae0a2eb88404918f","headline":"Thames Valley Police: women's median hourly pay is 19.21% lower than men's (2022/23)","summary":"Thames Valley Police reported a median hourly gender pay gap of 19.21% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.99%. Women are 30.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:10"},{"signal_id":"7dd4ce3b8c3e5d000715172d4c833785","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 15.0% lower than men's (2022/23)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 15.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 26.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-19","captured_at":"2026-07-28 21:38:10"},{"signal_id":"5d28d119e74743345447a7057c63528c","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 5.2% lower than men's (2022/23)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 5.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:10"},{"signal_id":"8eaaef25377d2a231d06ba6ff1b58df4","headline":"The Dudley Group NHS Foundation Trust: women's median hourly pay is 24.9% lower than men's (2022/23)","summary":"The Dudley Group NHS Foundation Trust reported a median hourly gender pay gap of 24.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 32.6%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Dudley Group NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12332/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f0a0a11d7e6477f3bd6caf6436c09eab","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 1.9% lower than men's (2022/23)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 1.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.93%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:10"},{"signal_id":"0125c9d45b0848f05717e8aac9bdb8c2","headline":"The National Crime Agency: women's median hourly pay is 12.65% lower than men's (2022/23)","summary":"The National Crime Agency reported a median hourly gender pay gap of 12.65% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.15%. Women are 28.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Crime Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12475/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"c0bb8a957f0eec9483bb72ac58aaead2","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 9.1% lower than men's (2022/23)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 9.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 58.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d63e187e7370da9e5e91b289ef72f463","headline":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust: women's median hourly pay is 1.65% lower than men's (2022/23)","summary":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 1.65% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.38%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12483/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-07-23","captured_at":"2026-07-28 21:38:10"},{"signal_id":"c2b871db9ca4c7c415b739060079ddbb","headline":"The Open University: women's median hourly pay is 1.6% lower than men's (2022/23)","summary":"The Open University reported a median hourly gender pay gap of 1.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:10"},{"signal_id":"8037af36747fb604e658ba03baab4a68","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 15.8% lower than men's (2022/23)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 15.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.4%. Women are 62.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:10"},{"signal_id":"dbe2990a4d267079e83930ffbeca504e","headline":"BTG LEISURE HOLDINGS LIMITED: there is no median hourly pay gap (2022/23)","summary":"BTG LEISURE HOLDINGS LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 56.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BTG LEISURE HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12543/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:10"},{"signal_id":"87d989ec0869e29ee0406abed48e1e66","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 16.25% lower than men's (2022/23)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 16.25% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 24.80%. Women are 66.55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:10"},{"signal_id":"abd863a7ca6aad8c5c4c7b99d639829f","headline":"The Shrewsbury and Telford Hospital NHS Trust: women's median hourly pay is 9% lower than men's (2022/23)","summary":"The Shrewsbury and Telford Hospital NHS Trust reported a median hourly gender pay gap of 9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 25%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Shrewsbury and Telford Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15713/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f23aaa7de7f67db6907810aab6643af1","headline":"THE UK RECRUITMENT CO. LTD: there is no median hourly pay gap (2022/23)","summary":"THE UK RECRUITMENT CO. LTD reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -3.2%. Women are 48.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UK RECRUITMENT CO. LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20824/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"33c31a7e136a69cf99ead3d1d88b01a5","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 10.5% lower than men's (2022/23)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 10.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 41.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-12","captured_at":"2026-07-28 21:38:10"},{"signal_id":"49f721110575be8ae751cecd560e9a5e","headline":"TJX UK: women's median hourly pay is 6.5% lower than men's (2022/23)","summary":"TJX UK reported a median hourly gender pay gap of 6.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"78fbddbdbf085414209807414035ad53","headline":"TOOLSTATION LIMITED: there is no median hourly pay gap (2022/23)","summary":"TOOLSTATION LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 2.6%. Women are 36.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TOOLSTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12801/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"740722cd468cfd43037ae65bb7f6eb49","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 7.43% lower than men's (2022/23)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 7.43% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.54%. Women are 70.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"2a759bfdb654ac7ff3a9500b58e6bd43","headline":"Transport for London: women's median hourly pay is 9.7% lower than men's (2022/23)","summary":"Transport for London reported a median hourly gender pay gap of 9.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 26.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"df2f620444056cf8702d809de525aa82","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 4.3% lower than men's (2022/23)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 4.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:10"},{"signal_id":"c7c7dcac8a65854cdedc52be0eb636f8","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 6.2% lower than men's (2022/23)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 6.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 21.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f5ec141979545127ca200bb1ea77a0a3","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 1.2% lower than men's (2022/23)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of 1.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -3.5%. Women are 20.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"540fdd140260089d856d42dc0d06cac8","headline":"TROIA (UK) RESTAURANTS LIMITED: women's median hourly pay is 3.5% lower than men's (2022/23)","summary":"TROIA (UK) RESTAURANTS LIMITED reported a median hourly gender pay gap of 3.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TROIA (UK) RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12964/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:10"},{"signal_id":"160564829b1b796940d80a31260cef21","headline":"TSB BANK PLC: women's median hourly pay is 23.7% lower than men's (2022/23)","summary":"TSB BANK PLC reported a median hourly gender pay gap of 23.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.5%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TSB BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/355/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-02","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ae52f8726898e2609b77129f9e001f34","headline":"UBER BRITANNIA LIMITED: women's median hourly pay is 4.2% lower than men's (2022/23)","summary":"UBER BRITANNIA LIMITED reported a median hourly gender pay gap of 4.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.1%. Women are 0.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER BRITANNIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21077/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"4f86bea07ed17bec508e68cf15a251aa","headline":"UBER LONDON LIMITED: women's median hourly pay is 11.2% lower than men's (2022/23)","summary":"UBER LONDON LIMITED reported a median hourly gender pay gap of 11.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 0.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER LONDON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18798/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"a90f29414cd33cf22869c377863fd547","headline":"UCL: women's median hourly pay is 7.7% lower than men's (2022/23)","summary":"UCL reported a median hourly gender pay gap of 7.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:10"},{"signal_id":"28e7dafa957dd3e97ecdc62cc1dd2025","headline":"UK Armed Forces: women's median hourly pay is 1.54% lower than men's (2022/23)","summary":"UK Armed Forces reported a median hourly gender pay gap of 1.54% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 1.97%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-23","captured_at":"2026-07-28 21:38:10"},{"signal_id":"2b2b522cc3f46e9cc510e31dc93631ce","headline":"UK Statistics Authority: women's median hourly pay is 0.9% lower than men's (2022/23)","summary":"UK Statistics Authority reported a median hourly gender pay gap of 0.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 49.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Statistics Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13077/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-23","captured_at":"2026-07-28 21:38:10"},{"signal_id":"c0024867dc729f9e2341ff1a8667547e","headline":"UMBRELLA-COMPANY LIMITED: women's median hourly pay is 1% higher than men's (2022/23)","summary":"UMBRELLA-COMPANY LIMITED reported a median hourly gender pay gap of -1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UMBRELLA-COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13096/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-13","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f0919cf2afd3a34ab6dfc46e1c014a2d","headline":"UNIPART GROUP LIMITED: women's median hourly pay is 9.1% lower than men's (2022/23)","summary":"UNIPART GROUP LIMITED reported a median hourly gender pay gap of 9.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIPART GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13111/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-24","captured_at":"2026-07-28 21:38:10"},{"signal_id":"15d01c76dbc02634cd4e0f0af7094094","headline":"United Kingdom Research and Innovation: women's median hourly pay is 8.7% lower than men's (2022/23)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 8.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:10"},{"signal_id":"6b6a5f24c1c032f8d6b37d957a8d8f92","headline":"UNITED LEARNING TRUST: women's median hourly pay is 20.3% lower than men's (2022/23)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 20.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 64.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ceb802f35480d61b0c3fcc5751a8e9bd","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 16.8% lower than men's (2022/23)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 16.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.3%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-05","captured_at":"2026-07-28 21:38:10"},{"signal_id":"0c3ba3c32ac032af254f7a84dc08a4ef","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 14.9% lower than men's (2022/23)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 14.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 29.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"c9174deb3496b2d2374a2eb3c0c6ef23","headline":"University College Hospital NHS Trust: women's median hourly pay is 6.4% lower than men's (2022/23)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 6.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.0%. Women are 58.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"b854ec839ee67a0b65a9b76dfd71f49e","headline":"University Hospital Coventry and Warwickshire NHS Trust: women's median hourly pay is 22.97% lower than men's (2022/23)","summary":"University Hospital Coventry and Warwickshire NHS Trust reported a median hourly gender pay gap of 22.97% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 31.34%. Women are 58.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Coventry and Warwickshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13473/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:10"},{"signal_id":"493f70567d236118e51cfd32069dd51b","headline":"University Hospital Southampton NHS Foundation Trust: women's median hourly pay is 11.42% lower than men's (2022/23)","summary":"University Hospital Southampton NHS Foundation Trust reported a median hourly gender pay gap of 11.42% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 23.33%. Women are 63.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Southampton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17217/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-11","captured_at":"2026-07-28 21:38:10"},{"signal_id":"da00912fbc5ce2e1702f2c37d33e46f5","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 13.49% lower than men's (2022/23)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 13.49% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26.41%. Women are 61.81% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"15c1811ce25990371a9c511337c6f4d0","headline":"University Hospitals Bristol and Weston NHS Foundation Trust: women's median hourly pay is 10.89% lower than men's (2022/23)","summary":"University Hospitals Bristol and Weston NHS Foundation Trust reported a median hourly gender pay gap of 10.89% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.03%. Women are 65.76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol and Weston NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20028/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-19","captured_at":"2026-07-28 21:38:10"},{"signal_id":"58fe0c196566f8c2cb75f653d67a1b55","headline":"University Hospitals Dorset NHS Foundation Trust: women's median hourly pay is 5.19% lower than men's (2022/23)","summary":"University Hospitals Dorset NHS Foundation Trust reported a median hourly gender pay gap of 5.19% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.93%. Women are 65.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Dorset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20710/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ef244756b1e0c4db8fabe25fe7115c1e","headline":"University Hospitals of Derby and Burton NHS Foundation Trust: women's median hourly pay is 15% lower than men's (2022/23)","summary":"University Hospitals of Derby and Burton NHS Foundation Trust reported a median hourly gender pay gap of 15% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 34.4%. Women are 69.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals of Derby and Burton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19430/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ee7f1bdc717daa7e5600682c0ab3f2e6","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 13.3% lower than men's (2022/23)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 13.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.4%. Women are 64.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-28","captured_at":"2026-07-28 21:38:10"},{"signal_id":"15cbe71ab150fcf73fa7eacf5eb52517","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 6.4% lower than men's (2022/23)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 6.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 27.5%. Women are 70.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d0d596779cb474730f5687405282ecaa","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 15.9% lower than men's (2022/23)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 15.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.3%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ac51825926bd60ab42493bd3265a4d8d","headline":"University Hospitals Sussex NHS Foundation Trust: women's median hourly pay is 0.67% lower than men's (2022/23)","summary":"University Hospitals Sussex NHS Foundation Trust reported a median hourly gender pay gap of 0.67% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18.36%. Women are 64.07% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Sussex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21657/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-08","captured_at":"2026-07-28 21:38:10"},{"signal_id":"c33fc78a89a7e8f2669a27472f2badba","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 11.0% lower than men's (2022/23)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 11.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 44.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f945d9966fe1d6c2586dd216502e0578","headline":"University Of Cambridge: women's median hourly pay is 9.2% lower than men's (2022/23)","summary":"University Of Cambridge reported a median hourly gender pay gap of 9.2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 41.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-27","captured_at":"2026-07-28 21:38:10"},{"signal_id":"18603d0ee221bf0ba71c5091d7ceda90","headline":"University of Exeter: women's median hourly pay is 18.6% lower than men's (2022/23)","summary":"University of Exeter reported a median hourly gender pay gap of 18.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 16.6%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-06","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ccf6511375fc0f70c8743c4395296abd","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 14.4% lower than men's (2022/23)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 14.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.0%. Women are 42.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d3147be3dff9ddf2817703bca445715d","headline":"University of Leicester: women's median hourly pay is 18.6% lower than men's (2022/23)","summary":"University of Leicester reported a median hourly gender pay gap of 18.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.1%. Women are 41.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-22","captured_at":"2026-07-28 21:38:10"},{"signal_id":"166a3b887aa0ba10609e471078299986","headline":"University of Nottingham: women's median hourly pay is 13.7% lower than men's (2022/23)","summary":"University of Nottingham reported a median hourly gender pay gap of 13.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.1%. Women are 41.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Nottingham","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15824/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"47acfd93976ed7f37e0a46d7fb60b240","headline":"University of Oxford: women's median hourly pay is 13.6% lower than men's (2022/23)","summary":"University of Oxford reported a median hourly gender pay gap of 13.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Oxford","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14396/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"52bb7abe8d4ed12bd16e97a3e4d979ab","headline":"UNIVERSITY OF READING: women's median hourly pay is 18.7% lower than men's (2022/23)","summary":"UNIVERSITY OF READING reported a median hourly gender pay gap of 18.7% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.4%. Women are 49.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF READING","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13188/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"e1ede21ffda0674095d0f55fab1d0863","headline":"UNIVERSITY OF SHEFFIELD: women's median hourly pay is 8.5% lower than men's (2022/23)","summary":"UNIVERSITY OF SHEFFIELD reported a median hourly gender pay gap of 8.5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 14.9%. Women are 42.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF SHEFFIELD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16119/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-15","captured_at":"2026-07-28 21:38:10"},{"signal_id":"2d1df25429e796b26195321612426f52","headline":"University of the Arts, London: women's median hourly pay is 2.4% lower than men's (2022/23)","summary":"University of the Arts, London reported a median hourly gender pay gap of 2.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 0.0%. Women are 61.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of the Arts, London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/192/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-04-25","captured_at":"2026-07-28 21:38:10"},{"signal_id":"44d02527504984730db6adffc1908c36","headline":"University of Warwick: women's median hourly pay is 18.6% lower than men's (2022/23)","summary":"University of Warwick reported a median hourly gender pay gap of 18.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.3%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-08","captured_at":"2026-07-28 21:38:10"},{"signal_id":"52e2c4933e708f9a101f74665435ba07","headline":"University of York: women's median hourly pay is 18.6% lower than men's (2022/23)","summary":"University of York reported a median hourly gender pay gap of 18.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 19.1%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of York","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/296/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d170c1408813d2cd58fc3da402f34ace","headline":"UPS LIMITED: women's median hourly pay is 12.41% lower than men's (2022/23)","summary":"UPS LIMITED reported a median hourly gender pay gap of 12.41% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.40%. Women are 12.87% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"e1d69d8e1cdeacf20af481adc176e3a1","headline":"Velindre University NHS Trust: women's median hourly pay is 2% lower than men's (2022/23)","summary":"Velindre University NHS Trust reported a median hourly gender pay gap of 2% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 55.13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Velindre University NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20380/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-10","captured_at":"2026-07-28 21:38:10"},{"signal_id":"5f51d0a19549be31bce64b93698bee2c","headline":"VEOLIA ES (UK) LIMITED: women's median hourly pay is 4.10% lower than men's (2022/23)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of 4.10% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -6.26%. Women are 17.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ff358d7859cde2a3703c63a8b3c6b60c","headline":"VETPARTNERS PRACTICES LIMITED: women's median hourly pay is 50.39% lower than men's (2022/23)","summary":"VETPARTNERS PRACTICES LIMITED reported a median hourly gender pay gap of 50.39% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 42.58%. Women are 68.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VETPARTNERS PRACTICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19265/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:10"},{"signal_id":"4f2f93fa01a10cb85139bdca5c642812","headline":"VIRGIN ATLANTIC LIMITED: women's median hourly pay is 34% lower than men's (2022/23)","summary":"VIRGIN ATLANTIC LIMITED reported a median hourly gender pay gap of 34% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 64.8%. Women are 27.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13330/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"115fe1c3f40827692a96cce6a6d221aa","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 0.8% higher than men's (2022/23)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of -0.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -2.4%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"5afb51990881a0e739cd0feeed06bdf7","headline":"VODAFONE LIMITED: women's median hourly pay is 17.9% lower than men's (2022/23)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 17.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 27.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-17","captured_at":"2026-07-28 21:38:10"},{"signal_id":"eeab783398c04a508fa5a71548c23805","headline":"VOYAGE 1 LIMITED: women's median hourly pay is 0.4% lower than men's (2022/23)","summary":"VOYAGE 1 LIMITED reported a median hourly gender pay gap of 0.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VOYAGE 1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15600/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-10-06","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d21b4ae1a07073ef603f379d0474ffe1","headline":"WAGAMAMA LIMITED: women's median hourly pay is 13% lower than men's (2022/23)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of 13% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 18%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"822814872cf44ca8a9628a7842820f59","headline":"Wakefield Metropolitan District Council: women's median hourly pay is 1.9% higher than men's (2022/23)","summary":"Wakefield Metropolitan District Council reported a median hourly gender pay gap of -1.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 1.0%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wakefield Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13450/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-14","captured_at":"2026-07-28 21:38:10"},{"signal_id":"951267cb8763814007b67e02e920b577","headline":"Walsall Healthcare NHS Trust: women's median hourly pay is 23% lower than men's (2022/23)","summary":"Walsall Healthcare NHS Trust reported a median hourly gender pay gap of 23% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 29.46%. Women are 85% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Walsall Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17187/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-30","captured_at":"2026-07-28 21:38:10"},{"signal_id":"4526faa4398f25b5cbb2665af30f3ae5","headline":"WARBURTONS LIMITED: women's median hourly pay is 3.4% lower than men's (2022/23)","summary":"WARBURTONS LIMITED reported a median hourly gender pay gap of 3.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -2.7%. Women are 16.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WARBURTONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13489/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:10"},{"signal_id":"0345fb3b435893328d3fdca4cbf9c965","headline":"WARWICK UNIVERSITY ENTERPRISES LIMITED: women's median hourly pay is 1% higher than men's (2022/23)","summary":"WARWICK UNIVERSITY ENTERPRISES LIMITED reported a median hourly gender pay gap of -1.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is -3.8%. Women are 57.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WARWICK UNIVERSITY ENTERPRISES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15793/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:10"},{"signal_id":"73e179cbba403b7edb30fdc72829f197","headline":"WELCOME BREAK GROUP LIMITED: women's median hourly pay is 5.05% lower than men's (2022/23)","summary":"WELCOME BREAK GROUP LIMITED reported a median hourly gender pay gap of 5.05% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 45.02% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WELCOME BREAK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13581/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-21","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ee079dadc024d0868a7f79e60d187a65","headline":"West Hertfordshire Hospitals NHS Trust: women's median hourly pay is 15% lower than men's (2022/23)","summary":"West Hertfordshire Hospitals NHS Trust reported a median hourly gender pay gap of 15% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 25.5%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Hertfordshire Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13618/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-19","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ef9c2517c45e129c9d6cd662a4f51a7c","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 9.29% lower than men's (2022/23)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 9.29% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.21%. Women are 41.04% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"9325aad6be50a6abc444572692fe731c","headline":"West Midlands Police: women's median hourly pay is 12.11% lower than men's (2022/23)","summary":"West Midlands Police reported a median hourly gender pay gap of 12.11% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.12%. Women are 31.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-21","captured_at":"2026-07-28 21:38:10"},{"signal_id":"e20bb3f2799ebe3de7e2f05faee2c719","headline":"West Suffolk Nhs Foundation Trust: women's median hourly pay is 8.00% lower than men's (2022/23)","summary":"West Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 8.00% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.35%. Women are 71.33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13635/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-06-08","captured_at":"2026-07-28 21:38:10"},{"signal_id":"4811d524541543c492efa0d92f2672d9","headline":"West Sussex County Council: women's median hourly pay is 5.0% lower than men's (2022/23)","summary":"West Sussex County Council reported a median hourly gender pay gap of 5.0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 4.4%. Women are 69.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ae3f70141fcd99e8ec6a48651b269f23","headline":"West Yorkshire Police: women's median hourly pay is 13.00% lower than men's (2022/23)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 13.00% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 11.11%. Women are 30.54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:10"},{"signal_id":"95610a56ed3863bcaf3bb04352690dd2","headline":"TG JONES RETAIL HOLDINGS LIMITED: there is no median hourly pay gap (2022/23)","summary":"TG JONES RETAIL HOLDINGS LIMITED reported a median hourly gender pay gap of 0% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 20.7%. Women are 49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TG JONES RETAIL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13701/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"4216108787b7348b2528c791f609900f","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 5.21% lower than men's (2022/23)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 5.21% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 9.81%. Women are 54.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-02-17","captured_at":"2026-07-28 21:38:10"},{"signal_id":"5bbc3bb303b3827108543708a8d9ca59","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 2.6% lower than men's (2022/23)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 2.6% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 29.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-12-14","captured_at":"2026-07-28 21:38:10"},{"signal_id":"b4863d6b4b967e9deea79ce56f53b558","headline":"WL REALISATIONS (2023) LIMITED: women's median hourly pay is 2.9% lower than men's (2022/23)","summary":"WL REALISATIONS (2023) LIMITED reported a median hourly gender pay gap of 2.9% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 47.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WL REALISATIONS (2023) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13776/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-23","captured_at":"2026-07-28 21:38:10"},{"signal_id":"e895aecea109e49ba76354d628c14b72","headline":"WILLIAM HILL LIMITED: women's median hourly pay is 0.94% lower than men's (2022/23)","summary":"WILLIAM HILL LIMITED reported a median hourly gender pay gap of 0.94% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 22.01%. Women are 31.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILLIAM HILL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/279/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ad191a0dc88d0b7e19f051e47f0972da","headline":"WILSON JAMES LIMITED: women's median hourly pay is 5% lower than men's (2022/23)","summary":"WILSON JAMES LIMITED reported a median hourly gender pay gap of 5% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 19.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILSON JAMES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/295/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-06-11","captured_at":"2026-07-28 21:38:10"},{"signal_id":"cafbd001a1348c12ebefbb80bd801fa3","headline":"WINCANTON GROUP LIMITED: women's median hourly pay is 11% lower than men's (2022/23)","summary":"WINCANTON GROUP LIMITED reported a median hourly gender pay gap of 11% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18851/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d31c2f51deb43cb00a106ec841381671","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 7.3% lower than men's (2022/23)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 7.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.2%. Women are 71.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"9034c2e544ef3312cc100945e40a018f","headline":"WM MORRISON SUPERMARKETS LIMITED: women's median hourly pay is 5.8% lower than men's (2022/23)","summary":"WM MORRISON SUPERMARKETS LIMITED reported a median hourly gender pay gap of 5.8% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WM MORRISON SUPERMARKETS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8643/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"1c75a4055c08aff9937ab57c83981181","headline":"WOOD GROUP UK LIMITED: women's median hourly pay is 33.4% lower than men's (2022/23)","summary":"WOOD GROUP UK LIMITED reported a median hourly gender pay gap of 33.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 26.3%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WOOD GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13887/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-31","captured_at":"2026-07-28 21:38:10"},{"signal_id":"85a92b6b08b9b85c0014770ff4547b65","headline":"Worcestershire Acute Hospitals NHS Trust: women's median hourly pay is 18.28% lower than men's (2022/23)","summary":"Worcestershire Acute Hospitals NHS Trust reported a median hourly gender pay gap of 18.28% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 30.98%. Women are 68.18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Worcestershire Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16751/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-26","captured_at":"2026-07-28 21:38:10"},{"signal_id":"ae30e04850a30cc2c04e5e706bda19e9","headline":"Herefordshire and Worcestershire Health and Care NHS Trust: women's median hourly pay is 8.3% lower than men's (2022/23)","summary":"Herefordshire and Worcestershire Health and Care NHS Trust reported a median hourly gender pay gap of 8.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 87% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Herefordshire and Worcestershire Health and Care NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13902/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-20","captured_at":"2026-07-28 21:38:10"},{"signal_id":"b18c15549b317a4c505a82bc822540ca","headline":"WREN KITCHENS LIMITED: women's median hourly pay is 10.1% lower than men's (2022/23)","summary":"WREN KITCHENS LIMITED reported a median hourly gender pay gap of 10.1% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 31.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WREN KITCHENS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13926/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-04-28","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f535e5fb6ce8ef7b996b35c07b4c8697","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 13.3% lower than men's (2022/23)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 13.3% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 30.1%. Women are 70.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-01-26","captured_at":"2026-07-28 21:38:10"},{"signal_id":"7141592dbc2effed3e5f394b19430e2e","headline":"WSP UK LIMITED: women's median hourly pay is 22.06% lower than men's (2022/23)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 22.06% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 21.48%. Women are 18.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2022-11-18","captured_at":"2026-07-28 21:38:10"},{"signal_id":"9d72d85b86bf71297eaf9b66331578bd","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 16.4% lower than men's (2022/23)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 16.4% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 28.8%. Women are 69.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"a4d6688bba0465abfd43a6e31a632841","headline":"Yorkshire Ambulance Service Nhs Trust: women's median hourly pay is 10.89% lower than men's (2022/23)","summary":"Yorkshire Ambulance Service Nhs Trust reported a median hourly gender pay gap of 10.89% for the 2022/23 reporting year under UK gender pay gap regulations. The mean gap is 7.69%. Women are 44.35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Yorkshire Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14030/reporting-year-2022/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-03-29","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f287432ce11a32d4e97407e2584da01c","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 7.8% lower than men's (2023/24)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 7.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 27.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:10"},{"signal_id":"3922b22386bc7c034f322b4e58502794","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 5.65% lower than men's (2023/24)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 5.65% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.69%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"32c3c26be9230cf31225de3650436c09","headline":"LIFT SCHOOLS: women's median hourly pay is 24.78% lower than men's (2023/24)","summary":"LIFT SCHOOLS reported a median hourly gender pay gap of 24.78% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.36%. Women are 65.52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFT SCHOOLS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/817/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f9b53cdd1af00de21e50225363e60c2b","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 16.7% lower than men's (2023/24)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 16.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.4%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:10"},{"signal_id":"f896dc97c58d8857290021a9962859f5","headline":"ACHIEVE TOGETHER LIMITED: there is no median hourly pay gap (2023/24)","summary":"ACHIEVE TOGETHER LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 66.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACHIEVE TOGETHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12541/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:10"},{"signal_id":"a9b3566de4bdcf032c377fc571c2742b","headline":"ADECCO UK LIMITED: women's median hourly pay is 1.4% higher than men's (2023/24)","summary":"ADECCO UK LIMITED reported a median hourly gender pay gap of -1.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -3.8%. Women are 51.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADECCO UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/899/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:10"},{"signal_id":"b2e57b74f4c51f486d7be3ea2d340a1a","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 6.6% lower than men's (2023/24)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 6.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"e00afc94fe2dd45e51ab190839914763","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 2.21% higher than men's (2023/24)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -2.21% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -0.69%. Women are 14.03% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:10"},{"signal_id":"cca8a13a4ee2d26db8311b5121706876","headline":"ALDI STORES LIMITED: women's median hourly pay is 8.35% lower than men's (2023/24)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 8.35% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.15%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:10"},{"signal_id":"22d8aff60caa3d3072db36a36a5d44b4","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 7% lower than men's (2023/24)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 33.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"68434dddcb0e9b52339c9bddedc9d2e5","headline":"ALLIANCE PROPERTY HOLDINGS LIMITED: women's median hourly pay is 9.7% higher than men's (2023/24)","summary":"ALLIANCE PROPERTY HOLDINGS LIMITED reported a median hourly gender pay gap of -9.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -3.1%. Women are 62.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE PROPERTY HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22869/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:10"},{"signal_id":"5b4fa5fc859a5f8a2330862e3820c06e","headline":"ALTRAD EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 24% lower than men's (2023/24)","summary":"ALTRAD EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 24% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALTRAD EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21061/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-18","captured_at":"2026-07-28 21:38:10"},{"signal_id":"7bbfc36f5c460306b6e156628eb2bf44","headline":"AMAZON UK SERVICES LTD.: women's median hourly pay is 1.8% lower than men's (2023/24)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of 1.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -2.2%. Women are 33.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:10"},{"signal_id":"b192e15684fb1719b52b5963b5b0829e","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 25.81% lower than men's (2023/24)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 25.81% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.65%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"65ae58000d0b218901b940cd8b12d7ff","headline":"ANCHOR HANOVER GROUP: women's median hourly pay is 6.4% lower than men's (2023/24)","summary":"ANCHOR HANOVER GROUP reported a median hourly gender pay gap of 6.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.0%. Women are 72.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR HANOVER GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19327/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-11","captured_at":"2026-07-28 21:38:10"},{"signal_id":"7de1013d00a30a9a504469560a29a885","headline":"Aneurin Bevan University Health Board: women's median hourly pay is 16.20% lower than men's (2023/24)","summary":"Aneurin Bevan University Health Board reported a median hourly gender pay gap of 16.20% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.66%. Women are 84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Aneurin Bevan University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20586/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:10"},{"signal_id":"348a9655003eb0e0902d75ad9f5a2af4","headline":"ANGARD STAFFING SOLUTIONS LIMITED: women's median hourly pay is 2.7% higher than men's (2023/24)","summary":"ANGARD STAFFING SOLUTIONS LIMITED reported a median hourly gender pay gap of -2.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -2.5%. Women are 50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGARD STAFFING SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14907/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:10"},{"signal_id":"d5075bbf380f10b9ab46dc5d401e162e","headline":"ANGLIAN WATER SERVICES LIMITED: women's median hourly pay is 14.0% lower than men's (2023/24)","summary":"ANGLIAN WATER SERVICES LIMITED reported a median hourly gender pay gap of 14.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 32.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLIAN WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1285/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"4da94580708ba6d1b8a5f461122f8be1","headline":"ARAMARK LIMITED: women's median hourly pay is 19.2% lower than men's (2023/24)","summary":"ARAMARK LIMITED reported a median hourly gender pay gap of 19.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.2%. Women are 25.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARAMARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1361/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:10"},{"signal_id":"bbc5fb2611b4e1e2b521db38ce8f61b1","headline":"ARCADIS HUMAN RESOURCES LIMITED: women's median hourly pay is 18.3% lower than men's (2023/24)","summary":"ARCADIS HUMAN RESOURCES LIMITED reported a median hourly gender pay gap of 18.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 20.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARCADIS HUMAN RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1372/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:11"},{"signal_id":"7e3e765957b01636b8b5601e120ef473","headline":"ARGOS LIMITED: women's median hourly pay is 4.7% lower than men's (2023/24)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 4.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 34.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-05-30","captured_at":"2026-07-28 21:38:11"},{"signal_id":"b242c75f69eda92e3dfd4a7c204f98ee","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 3.7% lower than men's (2023/24)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 3.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 16.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"75fb4aa4eaadd0914481b69b7c90bc74","headline":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED: women's median hourly pay is 38.1% lower than men's (2023/24)","summary":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED reported a median hourly gender pay gap of 38.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 52.7%. Women are 21.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1454/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"6a17e98006d6341abcd09642a8c08816","headline":"ASDA STORES LIMITED: women's median hourly pay is 5% lower than men's (2023/24)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 35.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"c93fe6fcde760678841b005fcebc964a","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 7.1% lower than men's (2023/24)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 7.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 42.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:11"},{"signal_id":"e94e9d7262a11e35360fd3f82fb8394c","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 15.9% lower than men's (2023/24)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 15.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 20.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0e505031ec4d7adc8c41f6cfd8a855d2","headline":"ATLAS CLEANING DATCHET LIMITED: women's median hourly pay is 3.29% lower than men's (2023/24)","summary":"ATLAS CLEANING DATCHET LIMITED reported a median hourly gender pay gap of 3.29% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.46%. Women are 46.91% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATLAS CLEANING DATCHET LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1570/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"372c024a4fdacff0d4bc1416073f237f","headline":"ATOS IT SERVICES UK LIMITED: women's median hourly pay is 28.83% lower than men's (2023/24)","summary":"ATOS IT SERVICES UK LIMITED reported a median hourly gender pay gap of 28.83% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 32.02%. Women are 24.28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1576/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-05","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0fa5e913c051c0048e43e1ce60041248","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 26.5% lower than men's (2023/24)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 26.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 22.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"075d9928106f6787674d43ceae72da93","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 22.7% lower than men's (2023/24)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 22.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.3%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-21","captured_at":"2026-07-28 21:38:11"},{"signal_id":"1ed316f82523cd8c536fc4cd1baa8495","headline":"Avon and Somerset Police: women's median hourly pay is 8.9% lower than men's (2023/24)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 8.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:11"},{"signal_id":"1c3b0064a829d2e57d707866a55301b1","headline":"AWE PLC: women's median hourly pay is 16.7% lower than men's (2023/24)","summary":"AWE PLC reported a median hourly gender pay gap of 16.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.6%. Women are 15.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a2326c4e20d51b1c4592132827bcd2ad","headline":"B & M RETAIL LIMITED: there is no median hourly pay gap (2023/24)","summary":"B & M RETAIL LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B & M RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1701/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0a6382d64313c527fd3c22ecdf140dda","headline":"B&Q LIMITED: women's median hourly pay is 0.5% lower than men's (2023/24)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 0.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0e899eed82358df2e66a79849bbb1853","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 5.1% lower than men's (2023/24)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 5.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 14.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"02911c40c6a21a270222179ad3262d08","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 13.4% lower than men's (2023/24)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 13.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 13.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"5b744e0418373a37dc1bf386db68f2b0","headline":"BAE SYSTEMS PLC: women's median hourly pay is 7.8% lower than men's (2023/24)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 7.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 21.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"7056b3b434d0e89915822d894833e067","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 1.9% lower than men's (2023/24)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 1.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 16.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"09275be42be75d972f5946617b7c9836","headline":"BAKKAVOR FOODS LIMITED: women's median hourly pay is 6.4% lower than men's (2023/24)","summary":"BAKKAVOR FOODS LIMITED reported a median hourly gender pay gap of 6.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 32.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1752/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"657533aeef94ec79548043041c95ea77","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 23% lower than men's (2023/24)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 23% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"1e56b7016a441f36871a3264d4184153","headline":"Bank of England: women's median hourly pay is 18.2% lower than men's (2023/24)","summary":"Bank of England reported a median hourly gender pay gap of 18.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.6%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bank of England","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14475/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-07-19","captured_at":"2026-07-28 21:38:11"},{"signal_id":"125027955234027d18cd74dd55385670","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 1.3% lower than men's (2023/24)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 1.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:11"},{"signal_id":"53530dad60e584372f490746a3bd28ca","headline":"BARCLAYS BANK PLC: women's median hourly pay is 31.6% lower than men's (2023/24)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 31.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 42.2%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-20","captured_at":"2026-07-28 21:38:11"},{"signal_id":"de32d9f37d05082316c902f7b7826913","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 14.3% lower than men's (2023/24)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 14.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 23.0%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-20","captured_at":"2026-07-28 21:38:11"},{"signal_id":"63ab779ad83e954fe45f26a58a5a7af2","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 23.1% lower than men's (2023/24)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 23.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-20","captured_at":"2026-07-28 21:38:11"},{"signal_id":"8184fe75f6e74dfb902f1ffa2f922c47","headline":"Barking, Havering and Redbridge University Hospitals NHS Trust: women's median hourly pay is 19.2% lower than men's (2023/24)","summary":"Barking, Havering and Redbridge University Hospitals NHS Trust reported a median hourly gender pay gap of 19.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.4%. Women are 57.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barking, Havering and Redbridge University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22115/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"3199af1ce92735fac46e812fd3dbc92b","headline":"BARNARDO'S: women's median hourly pay is 7.7% lower than men's (2023/24)","summary":"BARNARDO'S reported a median hourly gender pay gap of 7.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 82.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"3979294094be0dbc61aae0b831774eb8","headline":"Barts Health Nhs Trust: women's median hourly pay is 8.3% lower than men's (2023/24)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 8.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 56.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:11"},{"signal_id":"470364984e18c7910412b69cfeca4110","headline":"BAXTERSTOREY LIMITED: women's median hourly pay is 8.62% lower than men's (2023/24)","summary":"BAXTERSTOREY LIMITED reported a median hourly gender pay gap of 8.62% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.74%. Women are 39.23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAXTERSTOREY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1876/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-01","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a50a9ea90c154b326dccad86a283f329","headline":"BDO SERVICES LIMITED: women's median hourly pay is 10.57% lower than men's (2023/24)","summary":"BDO SERVICES LIMITED reported a median hourly gender pay gap of 10.57% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.86%. Women are 39.87% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/127/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-09","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0ac6f408474f2706a8196ac33120ee1a","headline":"BDW TRADING LIMITED: women's median hourly pay is 8.4% lower than men's (2023/24)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of 8.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 27.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-21","captured_at":"2026-07-28 21:38:11"},{"signal_id":"e554fed7c1bda50f3d0398c1c50f2902","headline":"Bedfordshire Hospitals NHS Foundation Trust: women's median hourly pay is 17.55% lower than men's (2023/24)","summary":"Bedfordshire Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 17.55% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.73%. Women are 60.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bedfordshire Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21232/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"4df729a40adb5a9796c1686a5d99fd80","headline":"Berkshire Healthcare Nhs Foundation Trust: women's median hourly pay is 13.25% lower than men's (2023/24)","summary":"Berkshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 13.25% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.54%. Women are 74.88% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Berkshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1992/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"dda4ad31ad16d747336ab19caa9330b7","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 0.2% lower than men's (2023/24)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 0.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 61.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"51785bdeb104c274f74ff100e6b6b773","headline":"Betsi Cadwaladr University Health Board: women's median hourly pay is 7.84% lower than men's (2023/24)","summary":"Betsi Cadwaladr University Health Board reported a median hourly gender pay gap of 7.84% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.25%. Women are 72.29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Betsi Cadwaladr University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22400/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"43b156e4e10193844fed205585a2a57a","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 8.0% lower than men's (2023/24)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 8.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 20.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"bcd63395612dd594239b7ef2fc2fb67b","headline":"BIFFA WASTE SERVICES LIMITED: women's median hourly pay is 2.3% higher than men's (2023/24)","summary":"BIFFA WASTE SERVICES LIMITED reported a median hourly gender pay gap of -2.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -15.2%. Women are 26.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIFFA WASTE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/656/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:11"},{"signal_id":"15b460b44aaf952aac429db2a5acb786","headline":"Birmingham & Solihull Mental Health Trust: women's median hourly pay is 0.5% lower than men's (2023/24)","summary":"Birmingham & Solihull Mental Health Trust reported a median hourly gender pay gap of 0.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.35%. Women are 72.11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham & Solihull Mental Health Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2086/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-22","captured_at":"2026-07-28 21:38:11"},{"signal_id":"34970c92a184f1a9a8d1d387294e3441","headline":"Birmingham City Council: women's median hourly pay is 0.9% lower than men's (2023/24)","summary":"Birmingham City Council reported a median hourly gender pay gap of 0.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"b325506676f0112e94f5902042a56308","headline":"Birmingham Community Healthcare NHS Foundation Trust: women's median hourly pay is 0.63% higher than men's (2023/24)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of -0.63% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.41%. Women are 79.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-12","captured_at":"2026-07-28 21:38:11"},{"signal_id":"8392367e1445cfb4043e3993c65d5c59","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 15.98% lower than men's (2023/24)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 15.98% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 24.52%. Women are 69.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:11"},{"signal_id":"3e808d34f4a7a6cac87cb990104d9b72","headline":"BKUK GROUP LIMITED: women's median hourly pay is 2.9% lower than men's (2023/24)","summary":"BKUK GROUP LIMITED reported a median hourly gender pay gap of 2.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 41.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BKUK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19263/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:11"},{"signal_id":"378b8cf5b6c5ac4b0f4086616163551d","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 3.9% lower than men's (2023/24)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 3.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.4%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-07","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0221b4c7d9cf6daacf5a31fcddea69d1","headline":"Bloomberg LP: women's median hourly pay is 22.7% lower than men's (2023/24)","summary":"Bloomberg LP reported a median hourly gender pay gap of 22.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.3%. Women are 21.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bloomberg LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16272/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"6bd317b4669dd9431d528fab83b4a706","headline":"BLUE ARROW LTD.: women's median hourly pay is 9.33% lower than men's (2023/24)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 9.33% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -19.17%. Women are 28.81% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"f2ece42c7a5c0ab48410b45daa68f540","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 9.83% lower than men's (2023/24)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 9.83% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.9%. Women are 77.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-09","captured_at":"2026-07-28 21:38:11"},{"signal_id":"95bcf62dde0cc0af19003a36e8ee3acd","headline":"BOOHOO.COM UK LIMITED: women's median hourly pay is 6.8% higher than men's (2023/24)","summary":"BOOHOO.COM UK LIMITED reported a median hourly gender pay gap of -6.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -5.3%. Women are 55.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOHOO.COM UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2223/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:11"},{"signal_id":"ade069d5ab51ae756a6f40efda4b95bd","headline":"BOOKER LIMITED: women's median hourly pay is 15.8% lower than men's (2023/24)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 15.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 17.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a90c31e24208d4e6b5b30412b4bbbbec","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 0.1% lower than men's (2023/24)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.0%. Women are 70.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:11"},{"signal_id":"2ea75c9553f6ae4b7d762849952ff4d1","headline":"Bournemouth, Christchurch & Poole Council: women's median hourly pay is 5% higher than men's (2023/24)","summary":"Bournemouth, Christchurch & Poole Council reported a median hourly gender pay gap of -5.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -0.4%. Women are 64.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bournemouth, Christchurch & Poole Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20150/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-29","captured_at":"2026-07-28 21:38:11"},{"signal_id":"83f30e65a96a80436910706c9ebcb7d1","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 7.1% lower than men's (2023/24)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 7.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:11"},{"signal_id":"f3051df33ec1d3b13da195d8d5807f45","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 5.2% lower than men's (2023/24)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 5.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 24.4%. Women are 64.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a8fcb97bbba508dbb8f0152b21a38154","headline":"SYSCO GB LIMITED: women's median hourly pay is 8.3% lower than men's (2023/24)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 8.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7.3%. Women are 29.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-08","captured_at":"2026-07-28 21:38:11"},{"signal_id":"3d1777442f4389b778ffe4d5b0344328","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 9.7% lower than men's (2023/24)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 9.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 33.8%. Women are 89.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"d941247cc6107c7ee60da5183df4fbda","headline":"Bristol City Council: women's median hourly pay is 7.78% lower than men's (2023/24)","summary":"Bristol City Council reported a median hourly gender pay gap of 7.78% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.99%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-31","captured_at":"2026-07-28 21:38:11"},{"signal_id":"862ed41647502bc3e76a9b4cd5637abb","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 37% lower than men's (2023/24)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 37% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 57%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:11"},{"signal_id":"fb3b87b3e1890208ca1478af2268f3d3","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 7.3% lower than men's (2023/24)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 7.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-13","captured_at":"2026-07-28 21:38:11"},{"signal_id":"e3071c422341b891203e3ac27291eba2","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 0.3% lower than men's (2023/24)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 0.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"50b96c741f9f7f708e509e842d4b1f4c","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 1.1% higher than men's (2023/24)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of -1.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:11"},{"signal_id":"66062cc6b428c2ef272ea4340a56548f","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 9% lower than men's (2023/24)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of 9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"5295962c5ae429cfadf573b9e0957522","headline":"BROOK STREET (UK) LIMITED: there is no median hourly pay gap (2023/24)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -1.0%. Women are 60.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-24","captured_at":"2026-07-28 21:38:11"},{"signal_id":"d55d471c3db46b417c9db977ad6468d2","headline":"BTG LEISURE HOLDINGS LIMITED: women's median hourly pay is 0.4% higher than men's (2023/24)","summary":"BTG LEISURE HOLDINGS LIMITED reported a median hourly gender pay gap of -0.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BTG LEISURE HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12543/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"3ea493f6c0a8f1275587e09a35126221","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 15.5% lower than men's (2023/24)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 15.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.9%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:11"},{"signal_id":"c744aaa6d1026c201df0c1535a0d7bbb","headline":"BUSY BEES NURSERIES LIMITED: women's median hourly pay is 5.5% lower than men's (2023/24)","summary":"BUSY BEES NURSERIES LIMITED reported a median hourly gender pay gap of 5.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.6%. Women are 91.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUSY BEES NURSERIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2603/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"c693abd2f226d637fdf7f8b90a377567","headline":"BYLOR SERVICES LIMITED: women's median hourly pay is 22.3% lower than men's (2023/24)","summary":"BYLOR SERVICES LIMITED reported a median hourly gender pay gap of 22.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 0.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BYLOR SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18198/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"4c18c29dd56ac84501abe4741e625704","headline":"CADENT GAS LIMITED: women's median hourly pay is 16.58% lower than men's (2023/24)","summary":"CADENT GAS LIMITED reported a median hourly gender pay gap of 16.58% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.89%. Women are 19.36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CADENT GAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15469/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-14","captured_at":"2026-07-28 21:38:11"},{"signal_id":"b5e43ccef3066be993b4ed375b1d423a","headline":"Caerphilly County Borough Council: women's median hourly pay is 8.7% lower than men's (2023/24)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of 8.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:11"},{"signal_id":"fdec5deee4fca9694bd72b4ddf5511b0","headline":"CAFFE NERO GROUP HOLDINGS LTD: women's median hourly pay is 0.01% lower than men's (2023/24)","summary":"CAFFE NERO GROUP HOLDINGS LTD reported a median hourly gender pay gap of 0.01% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.64%. Women are 64.95% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAFFE NERO GROUP HOLDINGS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10606/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a6aa6bd66fed32edec26f8ebf632f6b4","headline":"Calderdale & Huddersfield N H S: women's median hourly pay is 19.6% lower than men's (2023/24)","summary":"Calderdale & Huddersfield N H S reported a median hourly gender pay gap of 19.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.2%. Women are 66.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Calderdale & Huddersfield N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2679/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-22","captured_at":"2026-07-28 21:38:11"},{"signal_id":"8572ea02f68f131affbba59d6aee53da","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 10.7% lower than men's (2023/24)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 10.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.3%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0ab8ca27b6aca68d41b115d8e1781a29","headline":"CAPGEMINI UK PLC: women's median hourly pay is 18.4% lower than men's (2023/24)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 18.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 18.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0efd30b34b28f8bc1964ec5fd40d172d","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 10.45% lower than men's (2023/24)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 10.45% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.43%. Women are 35.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-09","captured_at":"2026-07-28 21:38:11"},{"signal_id":"4a010c03255f2a20e40973a5ecd3ced6","headline":"CAPITA CUSTOMER MANAGEMENT LIMITED: women's median hourly pay is 14.12% lower than men's (2023/24)","summary":"CAPITA CUSTOMER MANAGEMENT LIMITED reported a median hourly gender pay gap of 14.12% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.20%. Women are 44.17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA CUSTOMER MANAGEMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2784/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-09","captured_at":"2026-07-28 21:38:11"},{"signal_id":"fa5ba1ccfd082787ec086039f954a4c2","headline":"Cardiff and Vale University Health Board: women's median hourly pay is 0.009% higher than men's (2023/24)","summary":"Cardiff and Vale University Health Board reported a median hourly gender pay gap of -0.009% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.12%. Women are 70.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff and Vale University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22349/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-30","captured_at":"2026-07-28 21:38:11"},{"signal_id":"5f75e3678aca56d2a90acc4796f6eca9","headline":"Cardiff Council: women's median hourly pay is 3.47% lower than men's (2023/24)","summary":"Cardiff Council reported a median hourly gender pay gap of 3.47% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.73%. Women are 71.32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17962/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"d65fad48af1787971ab1b40fd840dbbb","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 11.9% lower than men's (2023/24)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 11.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"3411321b3f371937fa7f207cb7085725","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 2% lower than men's (2023/24)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 73.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"cd8b85083c36716edbda06a95ef1478b","headline":"CATER LINK LIMITED: women's median hourly pay is 14.23% lower than men's (2023/24)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 14.23% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.63%. Women are 81.62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a7b1b918fa7751cf3758946b5af39ba6","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2023/24)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 53.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:11"},{"signal_id":"cb1c1104b916d31039e4b70d828b676f","headline":"CENTER PARCS LIMITED: women's median hourly pay is 7.9% lower than men's (2023/24)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 7.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.3%. Women are 57.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:11"},{"signal_id":"737ca839bd250cebab2664b21eb89804","headline":"Central & North West London N H S: women's median hourly pay is 11.4% lower than men's (2023/24)","summary":"Central & North West London N H S reported a median hourly gender pay gap of 11.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 70.14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central & North West London N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3031/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-30","captured_at":"2026-07-28 21:38:11"},{"signal_id":"b2f9374e16489019933b5334d6714efd","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 8.6% lower than men's (2023/24)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 8.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 45.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:11"},{"signal_id":"dfe27194d0d533699631de91db7e5f56","headline":"CERA CARE CARERS LTD: women's median hourly pay is 4.10% lower than men's (2023/24)","summary":"CERA CARE CARERS LTD reported a median hourly gender pay gap of 4.10% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -3.9%. Women are 79.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CERA CARE CARERS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/23663/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-13","captured_at":"2026-07-28 21:38:11"},{"signal_id":"f8078117147f27199707cae23c6d5e74","headline":"CGI IT UK LIMITED: women's median hourly pay is 10.9% lower than men's (2023/24)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 10.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 17.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:11"},{"signal_id":"81116922eeed032946495340182e3175","headline":"CH & CO CATERING LIMITED: women's median hourly pay is 11.8% lower than men's (2023/24)","summary":"CH & CO CATERING LIMITED reported a median hourly gender pay gap of 11.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.2%. Women are 40.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CH & CO CATERING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3083/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a72e9cbaecb4493f3aeec2484bc3e3f6","headline":"CHALLENGE-TRG RECRUITMENT LIMITED: women's median hourly pay is 1.27% higher than men's (2023/24)","summary":"CHALLENGE-TRG RECRUITMENT LIMITED reported a median hourly gender pay gap of -1.27% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.65%. Women are 20.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHALLENGE-TRG RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/567/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-12","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0362ee7719d5cd8323a30d54ff13114f","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 13.6% lower than men's (2023/24)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 13.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 75.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"2f090d58a005f4f1b43f66acabb6e14e","headline":"Chesterfield Royal NHS Foundation Trust: women's median hourly pay is 24.87% lower than men's (2023/24)","summary":"Chesterfield Royal NHS Foundation Trust reported a median hourly gender pay gap of 24.87% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 35.95%. Women are 70.33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chesterfield Royal NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16798/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:11"},{"signal_id":"58a143e49babe1ce5818152e9b70b478","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 3.9% lower than men's (2023/24)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 3.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a1d0b18a47e6f386e4a1ce123c845335","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 2.9% lower than men's (2023/24)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of 2.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 75.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"39dda690bd6a1be78eb567bb70ab20c3","headline":"CITIBANK N.A: women's median hourly pay is 16.7% lower than men's (2023/24)","summary":"CITIBANK N.A reported a median hourly gender pay gap of 16.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.3%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CITIBANK N.A","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16457/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"b2a53cdd333525952e6f06a6375c8cb5","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 7.9% lower than men's (2023/24)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 7.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 59.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"0d5447155cc202f104f0ff449b147714","headline":"CLYDESDALE BANK LIMITED: women's median hourly pay is 34.6% lower than men's (2023/24)","summary":"CLYDESDALE BANK LIMITED reported a median hourly gender pay gap of 34.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.4%. Women are 38.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLYDESDALE BANK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/85/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-22","captured_at":"2026-07-28 21:38:11"},{"signal_id":"71452312481d90ff8cb577a5e80adbd9","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 7.5% lower than men's (2023/24)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 7.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 31.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-05","captured_at":"2026-07-28 21:38:11"},{"signal_id":"f1cc143bba4ce914c09ffbe44c210976","headline":"COMMUNITY INTEGRATED CARE: women's median hourly pay is 2.3% lower than men's (2023/24)","summary":"COMMUNITY INTEGRATED CARE reported a median hourly gender pay gap of 2.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 73.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMMUNITY INTEGRATED CARE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3479/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:11"},{"signal_id":"692ef8a09f2dd3832bb0452b54106f57","headline":"COMPASS GROUP, UK AND IRELAND LIMITED: women's median hourly pay is 7.6% lower than men's (2023/24)","summary":"COMPASS GROUP, UK AND IRELAND LIMITED reported a median hourly gender pay gap of 7.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 46.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMPASS GROUP, UK AND IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14481/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"6bd2b94c7f5fe88b543f9f4f8bcf029a","headline":"Cornwall Council: women's median hourly pay is 6.3% lower than men's (2023/24)","summary":"Cornwall Council reported a median hourly gender pay gap of 6.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"a5c0556137bd145e8b0ccc96d64fc3e5","headline":"COSTA LIMITED: women's median hourly pay is 4.3% lower than men's (2023/24)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 4.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 59.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"78be6a1b44b3c316af7d71642b167ec5","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 2.8% lower than men's (2023/24)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of 2.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 37.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-22","captured_at":"2026-07-28 21:38:11"},{"signal_id":"09f291471dba756cc8a9d395d5b4b843","headline":"Countess of Chester Hospital NHS FT: women's median hourly pay is 13.57% lower than men's (2023/24)","summary":"Countess of Chester Hospital NHS FT reported a median hourly gender pay gap of 13.57% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.62%. Women are 86.87% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Countess of Chester Hospital NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15723/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-23","captured_at":"2026-07-28 21:38:11"},{"signal_id":"f95af8d5d1341f35c3a673391b6ef3a8","headline":"County Durham And Darlington Nhs Foundation Trust: women's median hourly pay is 20.54% lower than men's (2023/24)","summary":"County Durham And Darlington Nhs Foundation Trust reported a median hourly gender pay gap of 20.54% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 33.80%. Women are 70.09% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"County Durham And Darlington Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3645/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"8c617ccafd3348b48e93151c9e8a4b36","headline":"Coventry City Council: women's median hourly pay is 0.43% lower than men's (2023/24)","summary":"Coventry City Council reported a median hourly gender pay gap of 0.43% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.06%. Women are 70.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Coventry City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3655/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-08","captured_at":"2026-07-28 21:38:11"},{"signal_id":"04d3fd342d4f7a3fca6734e83dd088aa","headline":"Crown Prosecution Service: women's median hourly pay is 26.4% lower than men's (2023/24)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 26.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 59.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"ad965626f344bd63b78749b887c96fe0","headline":"Cumbria County Council: women's median hourly pay is 8.23% lower than men's (2023/24)","summary":"Cumbria County Council reported a median hourly gender pay gap of 8.23% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.03%. Women are 68.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3812/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-05-09","captured_at":"2026-07-28 21:38:11"},{"signal_id":"8ff541096122cf08aa40bd03427ee9a5","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 0.54% higher than men's (2023/24)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of -0.54% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.56%. Women are 73.17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"aea5ea5bcdf02673981d3db4b0fd2496","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 5.1% lower than men's (2023/24)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 5.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.2%. Women are 24.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:11"},{"signal_id":"af29b6848ad968aac656d141296d967d","headline":"CVS (UK) LIMITED: women's median hourly pay is 42.2% lower than men's (2023/24)","summary":"CVS (UK) LIMITED reported a median hourly gender pay gap of 42.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 38.6%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CVS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3842/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:11"},{"signal_id":"d840f4db55dbeb403eb6a7ab956faa31","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 15.70% lower than men's (2023/24)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 15.70% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.80%. Women are 47.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:11"},{"signal_id":"b05959d6dc48729e2a754dc41d111aa5","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 20.8% lower than men's (2023/24)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 20.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 29.4%. Women are 21.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:11"},{"signal_id":"e973a341f182f267d83577f7dd52cbc7","headline":"DELOITTE LLP: women's median hourly pay is 13.0% lower than men's (2023/24)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 13.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 39.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-02","captured_at":"2026-07-28 21:38:11"},{"signal_id":"21e17ad75dc738f78c67f0b99b00a9da","headline":"DELOITTE MCS LIMITED: women's median hourly pay is 13.4% lower than men's (2023/24)","summary":"DELOITTE MCS LIMITED reported a median hourly gender pay gap of 13.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 30.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE MCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/400/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-02","captured_at":"2026-07-28 21:38:11"},{"signal_id":"39effd2055c7b54a5ddea86fd70663c7","headline":"Department for Business, Energy & Industrial Strategy: women's median hourly pay is 6.7% lower than men's (2023/24)","summary":"Department for Business, Energy & Industrial Strategy reported a median hourly gender pay gap of 6.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business, Energy & Industrial Strategy","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4028/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-30","captured_at":"2026-07-28 21:38:11"},{"signal_id":"1147ac304023b9a1c15f8a4428f9cf08","headline":"Department for Education: women's median hourly pay is 4.1% lower than men's (2023/24)","summary":"Department for Education reported a median hourly gender pay gap of 4.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.1%. Women are 57.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-30","captured_at":"2026-07-28 21:38:11"},{"signal_id":"34b365236ec004a1ecab675256056717","headline":"Department for International Trade: women's median hourly pay is 8.19% lower than men's (2023/24)","summary":"Department for International Trade reported a median hourly gender pay gap of 8.19% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.56%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for International Trade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4033/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-05","captured_at":"2026-07-28 21:38:11"},{"signal_id":"e9933b9f0e8dad7f440b24d7f3d1a1f1","headline":"Department For Transport: women's median hourly pay is 13.3% lower than men's (2023/24)","summary":"Department For Transport reported a median hourly gender pay gap of 13.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-30","captured_at":"2026-07-28 21:38:11"},{"signal_id":"d1b95fe69799fd599d3f665e23e20db5","headline":"Department for Work And Pensions: there is no median hourly pay gap (2023/24)","summary":"Department for Work And Pensions reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 58.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Work And Pensions","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4036/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-20","captured_at":"2026-07-28 21:38:11"},{"signal_id":"5f3040ac577675a55644d972602d3e75","headline":"Department of Health and Social Care: women's median hourly pay is 9.1% lower than men's (2023/24)","summary":"Department of Health and Social Care reported a median hourly gender pay gap of 9.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 58.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department of Health and Social Care","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4035/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-30","captured_at":"2026-07-28 21:38:12"},{"signal_id":"67fd4efbd47cf03f74743c15f219b89e","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 11.0% lower than men's (2023/24)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 11.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 50.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-30","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a20583b9c58ce61c725b097e6be73558","headline":"Derbyshire County Council: women's median hourly pay is 16.1% lower than men's (2023/24)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 16.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-30","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e3b46a376e558935e277ac3e3902e13b","headline":"Devon & Cornwall Police: women's median hourly pay is 16.3% lower than men's (2023/24)","summary":"Devon & Cornwall Police reported a median hourly gender pay gap of 16.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 34.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon & Cornwall Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9904/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:12"},{"signal_id":"bdd512b0e60f85b3198323038b88eb54","headline":"Devon County Council: women's median hourly pay is 13.9% lower than men's (2023/24)","summary":"Devon County Council reported a median hourly gender pay gap of 13.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 66.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4070/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-05","captured_at":"2026-07-28 21:38:12"},{"signal_id":"73bcfe502c187e20649dda3bb9d0e139","headline":"Devon Partnership Nhs Trust: women's median hourly pay is 4.20% lower than men's (2023/24)","summary":"Devon Partnership Nhs Trust reported a median hourly gender pay gap of 4.20% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.56%. Women are 66.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4073/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-09-29","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e9eb70919b58057b88ba7a6577250b1f","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 6.3% lower than men's (2023/24)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 6.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 12.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"db2668fc0f90edab41ebc326c6dfd92e","headline":"DIAMOND DCO TWO LIMITED: women's median hourly pay is 8.7% lower than men's (2023/24)","summary":"DIAMOND DCO TWO LIMITED reported a median hourly gender pay gap of 8.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.9%. Women are 67.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIAMOND DCO TWO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7731/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"6930399c1f7c92ec7899d01ec05bebda","headline":"DILIGENTA LIMITED: women's median hourly pay is 2.9% lower than men's (2023/24)","summary":"DILIGENTA LIMITED reported a median hourly gender pay gap of 2.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DILIGENTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4127/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a41633512419807a688e0a5147cb7866","headline":"DIMENSIONS (UK) LIMITED: there is no median hourly pay gap (2023/24)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.5%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-14","captured_at":"2026-07-28 21:38:12"},{"signal_id":"cc290eef836f078a56cada2143ab5196","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 23.4% lower than men's (2023/24)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 23.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.1%. Women are 30.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:12"},{"signal_id":"786c3e408d428c08298378105f2f90fd","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 29.8% lower than men's (2023/24)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 29.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 34.6%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-14","captured_at":"2026-07-28 21:38:12"},{"signal_id":"3beb542939fb4054ace0ff13a858baaa","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 2.6% lower than men's (2023/24)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 2.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a956d871733414cb4b578c1eb2a1d3fb","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 4.58% lower than men's (2023/24)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 4.58% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.05%. Women are 77.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-12","captured_at":"2026-07-28 21:38:12"},{"signal_id":"fb0024d4f249fdc70fd372ecc3aeda50","headline":"DPDGROUP UK LTD: women's median hourly pay is 7.5% lower than men's (2023/24)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of 7.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:12"},{"signal_id":"d94baa1cfcd6fe2b3b836b455705b128","headline":"Dudley Metropolitan Borough Council: women's median hourly pay is 12.8% lower than men's (2023/24)","summary":"Dudley Metropolitan Borough Council reported a median hourly gender pay gap of 12.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dudley Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4294/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-26","captured_at":"2026-07-28 21:38:12"},{"signal_id":"2855907379d2d0b19e0bf70ac929a274","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 5.5% lower than men's (2023/24)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 5.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 48.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"257bb73be35fa90bbbf4c54de70945a9","headline":"Durham County Council: women's median hourly pay is 4.2% lower than men's (2023/24)","summary":"Durham County Council reported a median hourly gender pay gap of 4.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-29","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e5592040bfd2660d7f38c432cc7bc58a","headline":"Durham University: women's median hourly pay is 19.02% lower than men's (2023/24)","summary":"Durham University reported a median hourly gender pay gap of 19.02% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.56%. Women are 41.11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14890/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:12"},{"signal_id":"f9b3a592d21ba69e1073754c9a97a4d6","headline":"E.ON UK LIMITED: women's median hourly pay is 24.7% lower than men's (2023/24)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 24.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-02","captured_at":"2026-07-28 21:38:12"},{"signal_id":"23eb1ab2afd433b4a80daa8d261acaf4","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 6.5% lower than men's (2023/24)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 6.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.4%. Women are 64.35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:12"},{"signal_id":"3e43ef049e62e46b996d59ca8565ce62","headline":"East Dunbartonshire Council: there is no median hourly pay gap (2023/24)","summary":"East Dunbartonshire Council reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.20%. Women are 79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Dunbartonshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19209/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a4b6436eaaf2764444d1186e63dc2b69","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 18.5309974114297% lower than men's (2023/24)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 18.5309974114297% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.371023969867%. Women are 61.99% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-07-09","captured_at":"2026-07-28 21:38:12"},{"signal_id":"5c37367f5a79ef1884dbabd4dbb4be8e","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 6.7% lower than men's (2023/24)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of 6.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.5%. Women are 78.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-17","captured_at":"2026-07-28 21:38:12"},{"signal_id":"788a045ac10388babf7f210012656a65","headline":"East London NHS Foundation Trust: women's median hourly pay is 1.22% lower than men's (2023/24)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 1.22% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.23%. Women are 67.47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"41d986e31adc90c225041a5d6d0a7c2a","headline":"East Of England Ambulance Service Nhs Trust: women's median hourly pay is 7.2% lower than men's (2023/24)","summary":"East Of England Ambulance Service Nhs Trust reported a median hourly gender pay gap of 7.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 41.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Of England Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4406/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-06","captured_at":"2026-07-28 21:38:12"},{"signal_id":"4b333e76e63f96b01e338bd1418924f8","headline":"East Riding of Yorkshire Council: women's median hourly pay is 6.3% lower than men's (2023/24)","summary":"East Riding of Yorkshire Council reported a median hourly gender pay gap of 6.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 60.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Riding of Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4408/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-15","captured_at":"2026-07-28 21:38:12"},{"signal_id":"f3f7f51e43336466abe2c9df53260d74","headline":"East Suffolk and North Essex NHS Foundation Trust: women's median hourly pay is 11.99% lower than men's (2023/24)","summary":"East Suffolk and North Essex NHS Foundation Trust reported a median hourly gender pay gap of 11.99% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.67%. Women are 64.12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Suffolk and North Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19742/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:12"},{"signal_id":"cb1316c1d1b40026cb1d01eeff2b1f56","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 4.9% lower than men's (2023/24)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 4.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 18.8%. Women are 67.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-09-12","captured_at":"2026-07-28 21:38:12"},{"signal_id":"1b79a7f5e5f68e5088ceadeb10e7ec62","headline":"EASYJET AIRLINE COMPANY LIMITED: women's median hourly pay is 48.9% lower than men's (2023/24)","summary":"EASYJET AIRLINE COMPANY LIMITED reported a median hourly gender pay gap of 48.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 53.9%. Women are 9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET AIRLINE COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4432/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"24e943017907e46da04e905981a4b882","headline":"EDF ENERGY LIMITED: women's median hourly pay is 31.7% lower than men's (2023/24)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 31.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 27.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-29","captured_at":"2026-07-28 21:38:12"},{"signal_id":"02f106102f6995fa70462c2216500e79","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 13.2% lower than men's (2023/24)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 13.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 11.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-29","captured_at":"2026-07-28 21:38:12"},{"signal_id":"b8fa440ffbb929627d7e873d0892b55f","headline":"EE LIMITED: women's median hourly pay is 0.5% higher than men's (2023/24)","summary":"EE LIMITED reported a median hourly gender pay gap of -0.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.9%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"eddc4264f9f0ff331415b3a4a719c5a0","headline":"ELIOR UK PLC: women's median hourly pay is 11.1% lower than men's (2023/24)","summary":"ELIOR UK PLC reported a median hourly gender pay gap of 11.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 45.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIOR UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4554/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a4188d0905cd717f373fa25324a343e7","headline":"ELIS UK LIMITED: women's median hourly pay is 7.2% lower than men's (2023/24)","summary":"ELIS UK LIMITED reported a median hourly gender pay gap of 7.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.0%. Women are 18.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19991/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a77d3c50741ba83292a2e5f0a379b80c","headline":"ENTERPRISE RENT-A-CAR UK LIMITED: women's median hourly pay is 6.0% lower than men's (2023/24)","summary":"ENTERPRISE RENT-A-CAR UK LIMITED reported a median hourly gender pay gap of 6.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.1%. Women are 28.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENTERPRISE RENT-A-CAR UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4650/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"0fdaac1f5833befe874b97c5987a8403","headline":"Epsom and St Helier University Hospitals NHS Trust: women's median hourly pay is 1.2% higher than men's (2023/24)","summary":"Epsom and St Helier University Hospitals NHS Trust reported a median hourly gender pay gap of -1.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 67.42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Epsom and St Helier University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15724/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-16","captured_at":"2026-07-28 21:38:12"},{"signal_id":"44fb4a2c85c014a507d11bf404697b7a","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 28.5% lower than men's (2023/24)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 28.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.7%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"bfcb3af62eb1829722fb3758151663e5","headline":"ERNST & YOUNG SERVICES LIMITED: women's median hourly pay is 9.1% lower than men's (2023/24)","summary":"ERNST & YOUNG SERVICES LIMITED reported a median hourly gender pay gap of 9.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 38.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/657/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:12"},{"signal_id":"36439972ada9470676d21950ae197d0f","headline":"Essex County Council: women's median hourly pay is 11.0% lower than men's (2023/24)","summary":"Essex County Council reported a median hourly gender pay gap of 11.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"6e749579f0d7f202b24a27383de128af","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 7.31% lower than men's (2023/24)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 7.31% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.93%. Women are 72.53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-12","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a9b2e92068d7745f7ab897ae953c98e0","headline":"Essex Police: women's median hourly pay is 20.7% lower than men's (2023/24)","summary":"Essex Police reported a median hourly gender pay gap of 20.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.9%. Women are 33.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:12"},{"signal_id":"76faf17856dd2d3ca4f84111808afcd5","headline":"ESTEE LAUDER COSMETICS LIMITED: women's median hourly pay is 14% lower than men's (2023/24)","summary":"ESTEE LAUDER COSMETICS LIMITED reported a median hourly gender pay gap of 14% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ESTEE LAUDER COSMETICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4741/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"1e42350c7b449d48aebcdb822ee12733","headline":"EUI LIMITED: women's median hourly pay is 6.3% lower than men's (2023/24)","summary":"EUI LIMITED reported a median hourly gender pay gap of 6.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EUI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4757/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"35cb82e442378879083623f64b4713e8","headline":"ASDA EXPRESS LIMITED: women's median hourly pay is 1.1% lower than men's (2023/24)","summary":"ASDA EXPRESS LIMITED reported a median hourly gender pay gap of 1.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA EXPRESS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4765/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"46c2e707dea5363446d0368a389905c1","headline":"FACEBOOK UK LTD: women's median hourly pay is 3.8% lower than men's (2023/24)","summary":"FACEBOOK UK LTD reported a median hourly gender pay gap of 3.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.2%. Women are 24.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FACEBOOK UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/373/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:12"},{"signal_id":"56e90d78118bd984a230b44881ed201c","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 3.4% lower than men's (2023/24)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 3.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 11.42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:12"},{"signal_id":"b03c51a3da91323f5ecfce998922a35e","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 23.4% lower than men's (2023/24)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 23.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.2%. Women are 9.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a23d1b4fe65fb225e179fd620df22ae1","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 22.9% lower than men's (2023/24)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 22.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.00%. Women are 8.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-22","captured_at":"2026-07-28 21:38:12"},{"signal_id":"fb413f829c5947e6ee328e4efc04eee0","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 1% higher than men's (2023/24)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of -1.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -2.8%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:12"},{"signal_id":"659b0574776cda6a947980ec1b9e2851","headline":"Foreign, Commonwealth and Development Office: women's median hourly pay is 8.7% lower than men's (2023/24)","summary":"Foreign, Commonwealth and Development Office reported a median hourly gender pay gap of 8.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.0%. Women are 44.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Foreign, Commonwealth and Development Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20870/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e3441389d2daeb88d7870c773e602ee9","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 2.1% lower than men's (2023/24)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 2.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.9%. Women are 66.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-23","captured_at":"2026-07-28 21:38:12"},{"signal_id":"eb42bbb1ec35ab4cf593adf4cd2697fd","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 9.9% lower than men's (2023/24)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 9.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 18.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-12","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e7e33761a797ede190a39f4eaf4b2546","headline":"G4S SECURE SOLUTIONS (UK) LIMITED: women's median hourly pay is 1% higher than men's (2023/24)","summary":"G4S SECURE SOLUTIONS (UK) LIMITED reported a median hourly gender pay gap of -1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -1.1%. Women are 18.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S SECURE SOLUTIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5342/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"7df6e871f64e655d8b60102f13cebeba","headline":"Gateshead Health NHS Foundation Trust: women's median hourly pay is 12.03% lower than men's (2023/24)","summary":"Gateshead Health NHS Foundation Trust reported a median hourly gender pay gap of 12.03% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 23.67%. Women are 73.24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gateshead Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15710/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-06-13","captured_at":"2026-07-28 21:38:12"},{"signal_id":"0f0ffa02c56d7d18b897823617dd195d","headline":"GCHQ: women's median hourly pay is 12.6% lower than men's (2023/24)","summary":"GCHQ reported a median hourly gender pay gap of 12.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 24.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:12"},{"signal_id":"c40fba64030c5b9f2ffd765df6daf0ba","headline":"GENERATE FS LIMITED: there is no median hourly pay gap (2023/24)","summary":"GENERATE FS LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1%. Women are 75.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GENERATE FS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5448/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-01","captured_at":"2026-07-28 21:38:12"},{"signal_id":"5b118bf213c9d5b0bfc6eea763b6ffdd","headline":"GIANT PROFESSIONAL LIMITED: women's median hourly pay is 20.0% lower than men's (2023/24)","summary":"GIANT PROFESSIONAL LIMITED reported a median hourly gender pay gap of 20.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIANT PROFESSIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5499/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"d41b29c2390f0912b91ec8792d3b3d51","headline":"GIST LIMITED: women's median hourly pay is 13.6% lower than men's (2023/24)","summary":"GIST LIMITED reported a median hourly gender pay gap of 13.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIST LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5512/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:12"},{"signal_id":"f0bee499e92bb234d090a5574352fa69","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 3.9% higher than men's (2023/24)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of -3.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -0.2%. Women are 46.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-01","captured_at":"2026-07-28 21:38:12"},{"signal_id":"c349e85985e3b4f268030da1604c8442","headline":"Gloucestershire Health & Care NHS Foundation Trust: women's median hourly pay is 4.72% lower than men's (2023/24)","summary":"Gloucestershire Health & Care NHS Foundation Trust reported a median hourly gender pay gap of 4.72% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.42%. Women are 79.07% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Health & Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20003/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:12"},{"signal_id":"57791c1c29a193ef0dfd419c0b82d6d5","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 19.1% lower than men's (2023/24)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 19.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.7%. Women are 65.37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:12"},{"signal_id":"5a37191014a41f4a08baf43496bc0d9a","headline":"GOOGLE UK LIMITED: women's median hourly pay is 12% lower than men's (2023/24)","summary":"GOOGLE UK LIMITED reported a median hourly gender pay gap of 12% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOOGLE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5624/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-29","captured_at":"2026-07-28 21:38:12"},{"signal_id":"2851902af83e393f370fcf3c9008dc2d","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 31.05% lower than men's (2023/24)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 31.05% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.36%. Women are 9.04% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-05","captured_at":"2026-07-28 21:38:12"},{"signal_id":"1f6c6cef198c9350b5522f6690c7dfe0","headline":"Great Ormond Street Hospital NHS Foundation Trust: women's median hourly pay is 6.41% lower than men's (2023/24)","summary":"Great Ormond Street Hospital NHS Foundation Trust reported a median hourly gender pay gap of 6.41% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.26%. Women are 66.28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Great Ormond Street Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15483/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-11","captured_at":"2026-07-28 21:38:12"},{"signal_id":"801be44af478cfcb5152e7a726ec7a86","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 18.88% lower than men's (2023/24)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 18.88% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.26%. Women are 70.31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e93669ef592ece79a07392507109feb6","headline":"Greater Manchester Mental Health NHS Foundation Trust: women's median hourly pay is 2.3% higher than men's (2023/24)","summary":"Greater Manchester Mental Health NHS Foundation Trust reported a median hourly gender pay gap of -2.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 70.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Mental Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15811/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-12","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a27c33ef3b1b9b542163d4a4d9403cd4","headline":"Greater Manchester Police: women's median hourly pay is 18.65% lower than men's (2023/24)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 18.65% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.09%. Women are 31.55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e4edbe826277430ad340ec7199787f7a","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 4% lower than men's (2023/24)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:12"},{"signal_id":"5f6dea26890a067c6eabcf33d66a9821","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 2.8% higher than men's (2023/24)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -2.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -6.12%. Women are 65.74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:12"},{"signal_id":"4034dfc1a4066bd5a7111b2637d1595b","headline":"GREGGS PLC: women's median hourly pay is 3.24% lower than men's (2023/24)","summary":"GREGGS PLC reported a median hourly gender pay gap of 3.24% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.49%. Women are 50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e9236a3b7c7b649069a32ee81f3f52b5","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 2.66% lower than men's (2023/24)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 2.66% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.73%. Women are 63.65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"745da9e374b8fd7ccac61b5cda574f37","headline":"GXO LOGISTICS UK II LIMITED: women's median hourly pay is 8.7% lower than men's (2023/24)","summary":"GXO LOGISTICS UK II LIMITED reported a median hourly gender pay gap of 8.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 30.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK II LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3376/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:12"},{"signal_id":"c3af2ea5d429cf1969710cb94afb6315","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 10.4% lower than men's (2023/24)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 10.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 15.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:12"},{"signal_id":"8c531a2c2754fc096d59dcf8d05cf6c9","headline":"H M Government Cabinet Office: women's median hourly pay is 20.2% lower than men's (2023/24)","summary":"H M Government Cabinet Office reported a median hourly gender pay gap of 20.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 44.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H M Government Cabinet Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5816/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-11","captured_at":"2026-07-28 21:38:12"},{"signal_id":"802e5d37afaae5915a96b11a16831909","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 1.3% lower than men's (2023/24)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 1.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 77.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"b7dd84b25ded62cddee5af8070bcfc59","headline":"H&M HENNES & MAURITZ UK SERVICES LIMITED: there is no median hourly pay gap (2023/24)","summary":"H&M HENNES & MAURITZ UK SERVICES LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.6%. Women are 48.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19787/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"c12156d76f9c6b6880864d195642f486","headline":"HALFORDS LIMITED: women's median hourly pay is 0.08% higher than men's (2023/24)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of -0.08% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -0.99%. Women are 25.83% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:12"},{"signal_id":"2b709b3d3c546fecb0afa322e0c8d79b","headline":"Hampshire Constabulary: women's median hourly pay is 19.4% lower than men's (2023/24)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 19.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 33.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-08","captured_at":"2026-07-28 21:38:12"},{"signal_id":"0d7db5804ac4547ac4e9c61e2fa41166","headline":"Hampshire County Council: women's median hourly pay is 17.2% lower than men's (2023/24)","summary":"Hampshire County Council reported a median hourly gender pay gap of 17.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.9%. Women are 67.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"981c0ce8250cb2654d7f41f613f82770","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 5.2% lower than men's (2023/24)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 5.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.4%. Women are 68.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"c6c2d1c784f13e7fe345d420ebf3970a","headline":"HARRIS FEDERATION: women's median hourly pay is 17.1% lower than men's (2023/24)","summary":"HARRIS FEDERATION reported a median hourly gender pay gap of 17.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 60.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HARRIS FEDERATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5953/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-23","captured_at":"2026-07-28 21:38:12"},{"signal_id":"d7afe633377092bd0f86025f6a1e146c","headline":"HAYS SPECIALIST RECRUITMENT LIMITED: women's median hourly pay is 3.0% lower than men's (2023/24)","summary":"HAYS SPECIALIST RECRUITMENT LIMITED reported a median hourly gender pay gap of 3.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.1%. Women are 44.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS SPECIALIST RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6019/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:12"},{"signal_id":"4a8a92597546dc535d4be35df36567d6","headline":"HBOS PLC: women's median hourly pay is 27.8% lower than men's (2023/24)","summary":"HBOS PLC reported a median hourly gender pay gap of 27.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.1%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-19","captured_at":"2026-07-28 21:38:12"},{"signal_id":"bce7757002ecedee8a990c7859c218bd","headline":"HC-ONE LIMITED: women's median hourly pay is 0.44% higher than men's (2023/24)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of -0.44% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -1.76%. Women are 83.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:12"},{"signal_id":"8c5b5b6fd1febcaaf1b4d3ea6d42cfcd","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 3.8% lower than men's (2023/24)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 3.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 36.2%. Women are 55.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:12"},{"signal_id":"b3792774f2ba2d70b03f667f7f75f36d","headline":"Health Education England (Nhs Group): women's median hourly pay is 8.87% lower than men's (2023/24)","summary":"Health Education England (Nhs Group) reported a median hourly gender pay gap of 8.87% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.84%. Women are 55.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Health Education England (Nhs Group)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6039/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-26","captured_at":"2026-07-28 21:38:12"},{"signal_id":"a3747bbce4b547749665d8bbf1ae6c0c","headline":"HM Land Registry: there is no median hourly pay gap (2023/24)","summary":"HM Land Registry reported a median hourly gender pay gap of 0.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 50.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-09","captured_at":"2026-07-28 21:38:12"},{"signal_id":"e8527ebd3366a065cd3718af3ca3ae98","headline":"EVRI LIMITED: women's median hourly pay is 4.4% lower than men's (2023/24)","summary":"EVRI LIMITED reported a median hourly gender pay gap of 4.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.5%. Women are 30.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EVRI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6118/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-08","captured_at":"2026-07-28 21:38:12"},{"signal_id":"b5ced60cc1811a6e9bf4c6792c9d4a2b","headline":"HERON FOODS LIMITED: women's median hourly pay is 4.8% lower than men's (2023/24)","summary":"HERON FOODS LIMITED reported a median hourly gender pay gap of 4.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.2%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HERON FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6121/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-06-26","captured_at":"2026-07-28 21:38:12"},{"signal_id":"2af0be966a35d14fc5937f35ed6d6e2e","headline":"Hertfordshire County Council: women's median hourly pay is 4.9% lower than men's (2023/24)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of 4.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.1%. Women are 65.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:12"},{"signal_id":"ffa812c0e78649be6217b0e3c445f9c6","headline":"HM Revenue and Customs (HMRC): women's median hourly pay is 13.9% lower than men's (2023/24)","summary":"HM Revenue and Customs (HMRC) reported a median hourly gender pay gap of 13.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 46.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Revenue and Customs (HMRC)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14655/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-30","captured_at":"2026-07-28 21:38:12"},{"signal_id":"7002f64877a9d78a6271bed05092fb61","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 6% lower than men's (2023/24)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:12"},{"signal_id":"d465b8a5e19f4dd8732ef4c8f7bfb427","headline":"Home Office: women's median hourly pay is 10.7% lower than men's (2023/24)","summary":"Home Office reported a median hourly gender pay gap of 10.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 45.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-30","captured_at":"2026-07-28 21:38:12"},{"signal_id":"f6df1e78198d3e29d79abbce03278f78","headline":"HOWDEN GROUP HOLDINGS LIMITED: women's median hourly pay is 17.95% lower than men's (2023/24)","summary":"HOWDEN GROUP HOLDINGS LIMITED reported a median hourly gender pay gap of 17.95% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 32.58%. Women are 27.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN GROUP HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6444/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:12"},{"signal_id":"9b1336920d795402b6c71a6d504a881c","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 5.0% lower than men's (2023/24)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 5.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 20.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:12"},{"signal_id":"63e8b96437f01f95fa13dc944e08c5f4","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 27.0% lower than men's (2023/24)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 27.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.8%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-21","captured_at":"2026-07-28 21:38:12"},{"signal_id":"f04786c01e5c67167264631db240bb13","headline":"HSBC GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 18.2% lower than men's (2023/24)","summary":"HSBC GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 18.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 31.1%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14645/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-21","captured_at":"2026-07-28 21:38:12"},{"signal_id":"36c7fab5d40606811f136ce7b1ae77c3","headline":"HSBC UK BANK PLC: women's median hourly pay is 18.4% lower than men's (2023/24)","summary":"HSBC UK BANK PLC reported a median hourly gender pay gap of 18.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.3%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC UK BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18672/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-21","captured_at":"2026-07-28 21:38:12"},{"signal_id":"2874ee6ee23f3d806f3453ceb0e6b0ff","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 19.08% lower than men's (2023/24)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 19.08% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.47%. Women are 60.37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-12","captured_at":"2026-07-28 21:38:12"},{"signal_id":"12acf7e9ba98546ca2c74209ee9ebc1c","headline":"Hywel Dda University Health Board: women's median hourly pay is 7.20% lower than men's (2023/24)","summary":"Hywel Dda University Health Board reported a median hourly gender pay gap of 7.20% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.24%. Women are 69.55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hywel Dda University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22402/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-10","captured_at":"2026-07-28 21:38:12"},{"signal_id":"25d97757697cbff66dc2c3a503e7cfe8","headline":"I4 PAY PARTNERS LIMITED: women's median hourly pay is 26.9% lower than men's (2023/24)","summary":"I4 PAY PARTNERS LIMITED reported a median hourly gender pay gap of 26.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.6%. Women are 56.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"I4 PAY PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6455/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-06-29","captured_at":"2026-07-28 21:38:12"},{"signal_id":"769ed226aacf9f76998ff5051009fbcd","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 13.9% lower than men's (2023/24)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 13.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 21.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"68d794688c83fa1a4efe6580b2ad7d18","headline":"ICELAND FOODS LIMITED: women's median hourly pay is 8.76% lower than men's (2023/24)","summary":"ICELAND FOODS LIMITED reported a median hourly gender pay gap of 8.76% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.33%. Women are 40.58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICELAND FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6470/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-15","captured_at":"2026-07-28 21:38:12"},{"signal_id":"6018c92f1bcc88c098e7b78d71c5d798","headline":"IKEA LIMITED: women's median hourly pay is 5.9% lower than men's (2023/24)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 5.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:12"},{"signal_id":"d53d2dd1e6068be59cd0a6ae70756b9c","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 0.5% higher than men's (2023/24)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of -0.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-09-20","captured_at":"2026-07-28 21:38:12"},{"signal_id":"02609e8b59e09716f4bd862abd9bb550","headline":"Imperial College London: women's median hourly pay is 6.0% lower than men's (2023/24)","summary":"Imperial College London reported a median hourly gender pay gap of 6.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-23","captured_at":"2026-07-28 21:38:12"},{"signal_id":"b57d1801318e1837d44cec22a283e62d","headline":"INDEPENDENT CLINICAL SERVICES LIMITED: women's median hourly pay is 5.84% higher than men's (2023/24)","summary":"INDEPENDENT CLINICAL SERVICES LIMITED reported a median hourly gender pay gap of -5.84% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7.69%. Women are 81% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INDEPENDENT CLINICAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/345/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-22","captured_at":"2026-07-28 21:38:12"},{"signal_id":"28595846a1cabe0edcbcefe3bd1db702","headline":"INSPIRING VET CARE LIMITED: women's median hourly pay is 47.3% lower than men's (2023/24)","summary":"INSPIRING VET CARE LIMITED reported a median hourly gender pay gap of 47.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 40.21%. Women are 68.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INSPIRING VET CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6576/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"d18083c885f9926daac1d6b952ee83d0","headline":"ISS FACILITY SERVICES LIMITED: women's median hourly pay is 9% lower than men's (2023/24)","summary":"ISS FACILITY SERVICES LIMITED reported a median hourly gender pay gap of 9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS FACILITY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6805/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"21ab34486e10d2d3cd443a187b713d28","headline":"ISS MEDICLEAN LIMITED: women's median hourly pay is 1% higher than men's (2023/24)","summary":"ISS MEDICLEAN LIMITED reported a median hourly gender pay gap of -1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -3%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS MEDICLEAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6807/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:12"},{"signal_id":"183b85d53b3cde080b7b0752d74fa90d","headline":"ITX UK LIMITED: women's median hourly pay is 0.7% lower than men's (2023/24)","summary":"ITX UK LIMITED reported a median hourly gender pay gap of 0.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 74.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ITX UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14056/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:12"},{"signal_id":"573243ac12223995c44bc10637b745f7","headline":"J D WETHERSPOON PLC: women's median hourly pay is 0.72% lower than men's (2023/24)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 0.72% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.08%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:12"},{"signal_id":"5282c5cdb95b453a89e48dcbfcf3c549","headline":"JACOBS U.K. LIMITED: women's median hourly pay is 21.6% lower than men's (2023/24)","summary":"JACOBS U.K. LIMITED reported a median hourly gender pay gap of 21.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.7%. Women are 17.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JACOBS U.K. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6889/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:12"},{"signal_id":"eb0ae6f0c0fa82d90e009fa40f8de424","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 3.9% higher than men's (2023/24)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of -3.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -1.7%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"163bf1b6cd1a55383fea236c72e87708","headline":"JD SPORTS FASHION PLC: there is no median hourly pay gap (2023/24)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 0.00% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.88%. Women are 38.88% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-05","captured_at":"2026-07-28 21:38:13"},{"signal_id":"a38e1ffbdc7be8305548455802eb8e4b","headline":"JET2.COM LIMITED: women's median hourly pay is 31.91% lower than men's (2023/24)","summary":"JET2.COM LIMITED reported a median hourly gender pay gap of 31.91% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 47.16%. Women are 9.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JET2.COM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6967/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"7d261c27c69db990d8968e788119d91c","headline":"JMK BUSINESS SOLUTIONS LIMITED: women's median hourly pay is 16.45% lower than men's (2023/24)","summary":"JMK BUSINESS SOLUTIONS LIMITED reported a median hourly gender pay gap of 16.45% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.45%. Women are 18.38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JMK BUSINESS SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6984/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b090e2575d4804084d8de75134310cf7","headline":"JOHN LEWIS PLC: women's median hourly pay is 4.4% lower than men's (2023/24)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 4.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0fe5eabb361de388ccf6fb556727895c","headline":"JOHNSONS TEXTILE SERVICES LIMITED: women's median hourly pay is 7.4% lower than men's (2023/24)","summary":"JOHNSONS TEXTILE SERVICES LIMITED reported a median hourly gender pay gap of 7.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 26.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHNSONS TEXTILE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7031/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:13"},{"signal_id":"07397fe8f0c1a6009d18ace8095625bd","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 16.4% lower than men's (2023/24)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 16.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 28.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"5ff62b70192ae20d20dc3454bcb377ab","headline":"WORKWELL PEOPLE SOLUTIONS LIMITED: women's median hourly pay is 53% lower than men's (2023/24)","summary":"WORKWELL PEOPLE SOLUTIONS LIMITED reported a median hourly gender pay gap of 53% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 44%. Women are 25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WORKWELL PEOPLE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7063/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"d061638a0696ce776dd45668166141e5","headline":"Kent Community Health Nhs Foundation Trust: women's median hourly pay is 7.5% lower than men's (2023/24)","summary":"Kent Community Health Nhs Foundation Trust reported a median hourly gender pay gap of 7.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 84.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Community Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7192/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"5c584cb28bf92dd3063e275e27dd2ad7","headline":"Kent County Council: women's median hourly pay is 13.8% lower than men's (2023/24)","summary":"Kent County Council reported a median hourly gender pay gap of 13.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"71ab03bc3c1fbf5706337f3a1a003e00","headline":"Kent Police: women's median hourly pay is 22.7% lower than men's (2023/24)","summary":"Kent Police reported a median hourly gender pay gap of 22.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:13"},{"signal_id":"c876506d119560eef639f4d6f01bacbf","headline":"Kettering General Hospital: women's median hourly pay is 11.45% lower than men's (2023/24)","summary":"Kettering General Hospital reported a median hourly gender pay gap of 11.45% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.48%. Women are 62.53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kettering General Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7215/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-18","captured_at":"2026-07-28 21:38:13"},{"signal_id":"450095790d3980a262ab301cdac224ba","headline":"KIER LIMITED: women's median hourly pay is 24.3% lower than men's (2023/24)","summary":"KIER LIMITED reported a median hourly gender pay gap of 24.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.6%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"41059b5c4af19d12d363625df3f30027","headline":"King's College Hospital: women's median hourly pay is 7.42% lower than men's (2023/24)","summary":"King's College Hospital reported a median hourly gender pay gap of 7.42% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.90%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:13"},{"signal_id":"aec3af27656b6645f4bbaacaa4edcf30","headline":"King's College London: women's median hourly pay is 8.6% lower than men's (2023/24)","summary":"King's College London reported a median hourly gender pay gap of 8.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"20728f5514ca048a85cf9020b9553f7b","headline":"Kingston upon Hull City Council: women's median hourly pay is 0.4% lower than men's (2023/24)","summary":"Kingston upon Hull City Council reported a median hourly gender pay gap of 0.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 63.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kingston upon Hull City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/277/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-15","captured_at":"2026-07-28 21:38:13"},{"signal_id":"a0bc59e0151bf37fae6d146ef71cd748","headline":"Kirklees Council: women's median hourly pay is 15.7% lower than men's (2023/24)","summary":"Kirklees Council reported a median hourly gender pay gap of 15.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:13"},{"signal_id":"1adc2814ae6ca0a155ff744e6a40e76e","headline":"KPI RECRUITING LIMITED: women's median hourly pay is 2.74% lower than men's (2023/24)","summary":"KPI RECRUITING LIMITED reported a median hourly gender pay gap of 2.74% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -2.22%. Women are 29.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPI RECRUITING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7368/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0f304d3cab7813281c84cf1445270736","headline":"KPMG LLP: women's median hourly pay is 15.2% lower than men's (2023/24)","summary":"KPMG LLP reported a median hourly gender pay gap of 15.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 18.0%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7369/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:13"},{"signal_id":"2dd32b0425ff5037d4ee5af9017169c8","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 4.23% lower than men's (2023/24)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 4.23% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.84%. Women are 39.22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:13"},{"signal_id":"c24548c4a85dcdd9982713b90f3d7c3c","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 7.7% lower than men's (2023/24)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 7.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.2%. Women are 13.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"2e4a53701e3d9314a359948ee03b0fd8","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 1.1% lower than men's (2023/24)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 1.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 74.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-12","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b244ad71975fece1b45585a023857a87","headline":"Lancashire Constabulary: women's median hourly pay is 23.5% lower than men's (2023/24)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 23.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 29.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:13"},{"signal_id":"186d1d3127dd8e69f53707e0e91a221d","headline":"Lancashire County Council: women's median hourly pay is 17.5% lower than men's (2023/24)","summary":"Lancashire County Council reported a median hourly gender pay gap of 17.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 66.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"f4f15ac95daed03c1fd81769b688ce13","headline":"Lancashire Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 3.2% lower than men's (2023/24)","summary":"Lancashire Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 3.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.0%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7429/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-07","captured_at":"2026-07-28 21:38:13"},{"signal_id":"95baf12f6d58b6e3d2480ddfb8f42c2a","headline":"Leeds Beckett University: women's median hourly pay is 13.4% lower than men's (2023/24)","summary":"Leeds Beckett University reported a median hourly gender pay gap of 13.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.0%. Women are 47.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Beckett University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7525/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:13"},{"signal_id":"f3b1e9b6e81536bb9abe9a6143ef70c2","headline":"Leeds City Council: women's median hourly pay is 8.5% lower than men's (2023/24)","summary":"Leeds City Council reported a median hourly gender pay gap of 8.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 61.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-14","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b1cc26db71bdd62d1b3a54a39f45b550","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 19.05% lower than men's (2023/24)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 19.05% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.73%. Women are 62.07% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:13"},{"signal_id":"e60adcb99318cad0f6d62a32095dd3c4","headline":"LEGAL & GENERAL RESOURCES LIMITED: women's median hourly pay is 25.0% lower than men's (2023/24)","summary":"LEGAL & GENERAL RESOURCES LIMITED reported a median hourly gender pay gap of 25.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.9%. Women are 36.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEGAL & GENERAL RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14239/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:13"},{"signal_id":"ea3def4919e3429c9fd698b14e06ccd5","headline":"Leicester City Council: women's median hourly pay is 0.2% higher than men's (2023/24)","summary":"Leicester City Council reported a median hourly gender pay gap of -0.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -1.2%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7551/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-12","captured_at":"2026-07-28 21:38:13"},{"signal_id":"f479f7b9ad3b13a5cbb6eae38a514e6f","headline":"Leicestershire County Council: women's median hourly pay is 9% lower than men's (2023/24)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-09","captured_at":"2026-07-28 21:38:13"},{"signal_id":"f7eb5bbaf189417a7cb3c26a50168f65","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 3.4% lower than men's (2023/24)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 3.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 75.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:13"},{"signal_id":"9c263130b0314e939eb48bac162e6196","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: there is no median hourly pay gap (2023/24)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.00% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.1%. Women are 45.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"596f1f0a91dded0cc0d925629f8a0d0c","headline":"LEONARDO UK LTD: women's median hourly pay is 12.40% lower than men's (2023/24)","summary":"LEONARDO UK LTD reported a median hourly gender pay gap of 12.40% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.07%. Women are 14.21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARDO UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7579/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b2cba9b17e21e52c6f5a8007f788e10f","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 16.00% lower than men's (2023/24)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 16.00% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.38%. Women are 65.36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-10","captured_at":"2026-07-28 21:38:13"},{"signal_id":"f99a59927ee10019e4d34086028d4d48","headline":"LIDL GREAT BRITAIN LIMITED: there is no median hourly pay gap (2023/24)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 34.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"369e5b54fc429419220effd110bd9b07","headline":"Lincolnshire County Council: women's median hourly pay is 2.7% lower than men's (2023/24)","summary":"Lincolnshire County Council reported a median hourly gender pay gap of 2.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.5%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lincolnshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7662/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-01","captured_at":"2026-07-28 21:38:13"},{"signal_id":"87eec360a652612514aa6ec550b598fb","headline":"LINNAEUS GROUP LIMITED: women's median hourly pay is 47.5% lower than men's (2023/24)","summary":"LINNAEUS GROUP LIMITED reported a median hourly gender pay gap of 47.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 45.4%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LINNAEUS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20220/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"471f61f524b418c8bd8f6304d720486a","headline":"Liverpool University Hospitals NHS Foundation Trust: women's median hourly pay is 6.8% lower than men's (2023/24)","summary":"Liverpool University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 6.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.1%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20148/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"466672c9830c36016c2f01f667222648","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 0.2% lower than men's (2023/24)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of 0.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 14.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:13"},{"signal_id":"bc13585a6b69845dcec92c57f75e645c","headline":"LLOYDS BANK PLC: women's median hourly pay is 37.4% lower than men's (2023/24)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 37.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.0%. Women are 36.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"49c158d00edeffb67e3c20451ba3d624","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 32.8% lower than men's (2023/24)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 32.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.7%. Women are 38.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"c3e8fed0ce2c44ba6e720295ba43ac04","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 10.96% lower than men's (2023/24)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 10.96% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.82%. Women are 41.44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b079169d662728726a83ec6ca9ee7b3a","headline":"London Fire Brigade: women's median hourly pay is 0.4% higher than men's (2023/24)","summary":"London Fire Brigade reported a median hourly gender pay gap of -0.40% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -5.07%. Women are 26.35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"5c1cb26e1ca9861f239df3cf816d0771","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 4.56% lower than men's (2023/24)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 4.56% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.33%. Women are 9.21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"513aa124faee06014be7969c9ed28cae","headline":"London North West University Healthcare Trust: women's median hourly pay is 13% lower than men's (2023/24)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 13% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.5%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:13"},{"signal_id":"125c5946c9c761e240e7af465418dd5a","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 12.2% lower than men's (2023/24)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 12.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 13.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:13"},{"signal_id":"bd95746e7cbc68ab32115517a2a23a8f","headline":"LOUGHBOROUGH UNIVERSITY: women's median hourly pay is 16.56% lower than men's (2023/24)","summary":"LOUGHBOROUGH UNIVERSITY reported a median hourly gender pay gap of 16.56% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.04%. Women are 37.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LOUGHBOROUGH UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7868/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-12","captured_at":"2026-07-28 21:38:13"},{"signal_id":"5d89548dda6725a738e0866c2413d2a3","headline":"MACH RECRUITMENT LIMITED: there is no median hourly pay gap (2023/24)","summary":"MACH RECRUITMENT LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7.8%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MACH RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7976/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0502e06ea0026b0321498ef0ce4869ac","headline":"Maidstone And Tunbridge Wells Nhs Trust: women's median hourly pay is 16.8% lower than men's (2023/24)","summary":"Maidstone And Tunbridge Wells Nhs Trust reported a median hourly gender pay gap of 16.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20%. Women are 63.07% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Maidstone And Tunbridge Wells Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8009/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"66e80f8aab5ca14e54d7a55a5b3e25eb","headline":"MAINPAY LIMITED: women's median hourly pay is 4.6% lower than men's (2023/24)","summary":"MAINPAY LIMITED reported a median hourly gender pay gap of 4.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 32.7%. Women are 75.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MAINPAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8013/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:13"},{"signal_id":"4c1607fd20ed29d5bb2d3bc9dab034ac","headline":"Manchester City Council: women's median hourly pay is 1.1% lower than men's (2023/24)","summary":"Manchester City Council reported a median hourly gender pay gap of 1.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 62.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:13"},{"signal_id":"bfdf035cd481a12914394c2f266b1c6b","headline":"Manchester University NHS Foundation Trust: women's median hourly pay is 2.29% lower than men's (2023/24)","summary":"Manchester University NHS Foundation Trust reported a median hourly gender pay gap of 2.29% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.65%. Women are 68.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18830/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-20","captured_at":"2026-07-28 21:38:13"},{"signal_id":"a0beb402d4314e26bc1cbb1d93cad12a","headline":"MANPOWER UK LIMITED: women's median hourly pay is 2.6% lower than men's (2023/24)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 2.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 32.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-24","captured_at":"2026-07-28 21:38:13"},{"signal_id":"da467589aec1759f0d5076ca81fbbc70","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 6.2% lower than men's (2023/24)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 6.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.6%. Women are 55.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-07","captured_at":"2026-07-28 21:38:13"},{"signal_id":"c0b13b716e910ac9c38d59bbd0f3dbb8","headline":"MARRIOTT HOTELS LIMITED: women's median hourly pay is 2.04% lower than men's (2023/24)","summary":"MARRIOTT HOTELS LIMITED reported a median hourly gender pay gap of 2.04% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.91%. Women are 52.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARRIOTT HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8128/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-08","captured_at":"2026-07-28 21:38:13"},{"signal_id":"fc3a19001318a082a12511fbb930f19d","headline":"MARSH SERVICES LIMITED: women's median hourly pay is 27.5% lower than men's (2023/24)","summary":"MARSH SERVICES LIMITED reported a median hourly gender pay gap of 27.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 31.6%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSH SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8136/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-21","captured_at":"2026-07-28 21:38:13"},{"signal_id":"f20269a42a7e13101450303fa776a212","headline":"MARSTON'S TRADING LIMITED: women's median hourly pay is 1.87% lower than men's (2023/24)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 1.87% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.48%. Women are 39.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0880c30a3d38fc2dc744106ffad61e1e","headline":"MATALAN RETAIL LTD.: there is no median hourly pay gap (2023/24)","summary":"MATALAN RETAIL LTD. reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 49.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MATALAN RETAIL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8179/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-05-23","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0bffd8f1733fd6bd770da2571ee14389","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2023/24)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1%. Women are 50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"5f844ec0f8c5df5d2baded1b8b3fa542","headline":"Medway NHS Foundation Trust: women's median hourly pay is 20.34% lower than men's (2023/24)","summary":"Medway NHS Foundation Trust reported a median hourly gender pay gap of 20.34% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.51%. Women are 60.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Medway NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16896/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-29","captured_at":"2026-07-28 21:38:13"},{"signal_id":"88c340717c9f6a5be5130e11158a4f17","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 2.7% lower than men's (2023/24)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 2.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 41.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"066261efe47d07eb274db4cdb5e62d11","headline":"Mersey Care Nhs Foundation Trust: women's median hourly pay is 3.5% higher than men's (2023/24)","summary":"Mersey Care Nhs Foundation Trust reported a median hourly gender pay gap of -3.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.4%. Women are 76.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey Care Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8363/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-08","captured_at":"2026-07-28 21:38:13"},{"signal_id":"a052dba26a3d20631fd96a8dc958f24d","headline":"Merseyside Police: women's median hourly pay is 8.23% lower than men's (2023/24)","summary":"Merseyside Police reported a median hourly gender pay gap of 8.23% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.48%. Women are 37.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Merseyside Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8367/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"491404608bd375ddaa820d6a32937888","headline":"METHODIST HOMES: women's median hourly pay is 4.3% lower than men's (2023/24)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 4.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.2%. Women are 80.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-06","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0c60e637df88ab1f81dc6c39c4533439","headline":"Metropolitan Police Service: women's median hourly pay is 10.80% lower than men's (2023/24)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 10.80% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.37%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-01","captured_at":"2026-07-28 21:38:13"},{"signal_id":"e997e069e8446c49ee010171aca1055d","headline":"Mid and South Essex NHS Foundation Trust: women's median hourly pay is 11.32% lower than men's (2023/24)","summary":"Mid and South Essex NHS Foundation Trust reported a median hourly gender pay gap of 11.32% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.01%. Women are 62.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid and South Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20298/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0a4a9e7b6cc47304fa123508203a82ba","headline":"Mid Cheshire Hospitals Nhs Foundation Trust: women's median hourly pay is 11.64% lower than men's (2023/24)","summary":"Mid Cheshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 11.64% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.3%. Women are 75.88% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Cheshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8431/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-01","captured_at":"2026-07-28 21:38:13"},{"signal_id":"8b30098e1f911f58ded2f659f01f8e0e","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 14.8% lower than men's (2023/24)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 14.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.5%. Women are 65.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:13"},{"signal_id":"9a2a46ea0cfc64c9c677ee677780ef35","headline":"Midlands Partnership NHS Foundation Trust: women's median hourly pay is 4.42% lower than men's (2023/24)","summary":"Midlands Partnership NHS Foundation Trust reported a median hourly gender pay gap of 4.42% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.69%. Women are 78.37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Midlands Partnership NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18582/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-27","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b5a73c9b813339c158f143c8a84c3fd9","headline":"MIDSHIRES CARE LIMITED: there is no median hourly pay gap (2023/24)","summary":"MIDSHIRES CARE LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 87.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MIDSHIRES CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8451/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"1b4a03c26b8964ac8850def0eb4a6f8d","headline":"Ministry Of Defence: women's median hourly pay is 8.2% lower than men's (2023/24)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 8.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.0%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:13"},{"signal_id":"6a1c30162d9df0f8b88382c432ff5dd1","headline":"Ministry of Justice: women's median hourly pay is 6.3% lower than men's (2023/24)","summary":"Ministry of Justice reported a median hourly gender pay gap of 6.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry of Justice","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8499/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"800cf03bdf5a073b95c5cc262db4dddc","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: women's median hourly pay is 0.5% lower than men's (2023/24)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 0.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -3.7%. Women are 49.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:13"},{"signal_id":"1c1be4b9b167abebd72f0d1b6c68df62","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 0.6% lower than men's (2023/24)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 0.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -2.5%. Women are 51.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:13"},{"signal_id":"90e4f02b9ea3d96c7334bac1fe8705f7","headline":"MITIE LIMITED: women's median hourly pay is 7.2% lower than men's (2023/24)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 7.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 25.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"605172f0ee34db4a4b24e152e692fa72","headline":"MORGAN SINDALL GROUP PLC: women's median hourly pay is 29.0% lower than men's (2023/24)","summary":"MORGAN SINDALL GROUP PLC reported a median hourly gender pay gap of 29.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.8%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORGAN SINDALL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8631/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0c46609099425d11c9c50b170aba1ce8","headline":"MORSON HUMAN RESOURCES LIMITED: women's median hourly pay is 32.1% lower than men's (2023/24)","summary":"MORSON HUMAN RESOURCES LIMITED reported a median hourly gender pay gap of 32.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 31.9%. Women are 8.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORSON HUMAN RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8650/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b5023161277f28a69bb2b0b5b1878891","headline":"MOTO HOSPITALITY LIMITED: women's median hourly pay is 4.3% lower than men's (2023/24)","summary":"MOTO HOSPITALITY LIMITED reported a median hourly gender pay gap of 4.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTO HOSPITALITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8660/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"3b9aa6e81042006b5429141fefb9836e","headline":"MOTT MACDONALD LIMITED: women's median hourly pay is 19.74% lower than men's (2023/24)","summary":"MOTT MACDONALD LIMITED reported a median hourly gender pay gap of 19.74% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.4%. Women are 19.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTT MACDONALD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8672/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"4dd6d38db5d319b0a16a57e435f13611","headline":"MOY PARK LIMITED: women's median hourly pay is 2.51% lower than men's (2023/24)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 2.51% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.05%. Women are 30.47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-16","captured_at":"2026-07-28 21:38:13"},{"signal_id":"5d47516535777a0ef55e78dec666bc89","headline":"NANDO'S CHICKENLAND LIMITED: there is no median hourly pay gap (2023/24)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3%. Women are 48% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"28eebcc6eda972dce74d82685e836cd2","headline":"NASA UMBRELLA LTD: there is no median hourly pay gap (2023/24)","summary":"NASA UMBRELLA LTD reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0%. Women are 23.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NASA UMBRELLA LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8781/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:13"},{"signal_id":"d285f34ea9dc0ec5227e7088563df478","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 5.13% lower than men's (2023/24)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 5.13% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.47%. Women are 30.89% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"40d7b5faad915af495c2b0a096838788","headline":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY: women's median hourly pay is 29.7% lower than men's (2023/24)","summary":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 29.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 33.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8819/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-16","captured_at":"2026-07-28 21:38:13"},{"signal_id":"82dee2b3218149cfb3844bc31a1bcece","headline":"Nationwide Building Society: women's median hourly pay is 22.4% lower than men's (2023/24)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 22.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.2%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:13"},{"signal_id":"cf56a2916fd4b07176652c52082c5966","headline":"NESTLE UK LTD.: women's median hourly pay is 1% higher than men's (2023/24)","summary":"NESTLE UK LTD. reported a median hourly gender pay gap of -1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NESTLE UK LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8868/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-14","captured_at":"2026-07-28 21:38:13"},{"signal_id":"c8391cbbb319c7115ca28cb1ebb24a1f","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 9.3% lower than men's (2023/24)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 9.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 14.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-01","captured_at":"2026-07-28 21:38:13"},{"signal_id":"afde1f560f5576c8d23711b9e911452e","headline":"NEW LOOK RETAILERS LIMITED: women's median hourly pay is 5.2% lower than men's (2023/24)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 5.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.9%. Women are 73.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"12cecd7f9fca70c34dc408789d62bec0","headline":"Newcastle City Council: women's median hourly pay is 4.96% lower than men's (2023/24)","summary":"Newcastle City Council reported a median hourly gender pay gap of 4.96% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.85%. Women are 60.44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"4feb442eb39d951f497c9a1d32a19ea4","headline":"Newcastle University: women's median hourly pay is 12.4% lower than men's (2023/24)","summary":"Newcastle University reported a median hourly gender pay gap of 12.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.1%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-22","captured_at":"2026-07-28 21:38:13"},{"signal_id":"978628822be76ed9976e2efe50aef142","headline":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED: women's median hourly pay is 5.00% lower than men's (2023/24)","summary":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED reported a median hourly gender pay gap of 5.00% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.96%. Women are 63.75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8915/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"867660aa7661158df60e5d5dcddf3626","headline":"Newport City Council: women's median hourly pay is 0.18% higher than men's (2023/24)","summary":"Newport City Council reported a median hourly gender pay gap of -0.18% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.18%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newport City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16644/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-02","captured_at":"2026-07-28 21:38:13"},{"signal_id":"ccc9f649d314e57a603f563056159414","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 4.5% lower than men's (2023/24)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 4.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"4500baeb730a24e03a554d98f48bf18e","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 17.3% lower than men's (2023/24)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 17.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.8%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:13"},{"signal_id":"7c87f7e21f824fb453b478ca0f4236e5","headline":"NHS Blood and Transplant: women's median hourly pay is 3.57% lower than men's (2023/24)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 3.57% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.04%. Women are 65.94% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-23","captured_at":"2026-07-28 21:38:13"},{"signal_id":"5213704ead4f8ddccbd6a1b8199fea82","headline":"NHS Commissioning Board Special Authority: women's median hourly pay is 8.87% lower than men's (2023/24)","summary":"NHS Commissioning Board Special Authority reported a median hourly gender pay gap of 8.87% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.84%. Women are 55.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Commissioning Board Special Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14310/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-26","captured_at":"2026-07-28 21:38:13"},{"signal_id":"ac9ddc64f7408af03fdecca9b904515b","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 13% higher than men's (2023/24)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -13.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7.6%. Women are 85.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"d1349bda98da93edf6b940dfb4076793","headline":"NHS PROPERTY SERVICES LIMITED: women's median hourly pay is 21.37% lower than men's (2023/24)","summary":"NHS PROPERTY SERVICES LIMITED reported a median hourly gender pay gap of 21.37% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.77%. Women are 36.26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROPERTY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8974/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-08","captured_at":"2026-07-28 21:38:13"},{"signal_id":"c0ff27618c387a267dd5311aed1b36b2","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2023/24)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:13"},{"signal_id":"0dfff0931a3631c4cc4d30817d63b96a","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 18.65% higher than men's (2023/24)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of -18.65% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -12.8%. Women are 13.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:13"},{"signal_id":"cd1110c773cf66f93365702d5cc206aa","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 16.6% lower than men's (2023/24)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 16.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.5%. Women are 61.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:13"},{"signal_id":"daaaf9f33f384728a4ec177b3274df61","headline":"Norfolk And Suffolk Nhs Foundation Trust: women's median hourly pay is 7.4% lower than men's (2023/24)","summary":"Norfolk And Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 7.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 66.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9045/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-12","captured_at":"2026-07-28 21:38:13"},{"signal_id":"e13999202b214b0745635042ebf4ab98","headline":"Norfolk County Council: women's median hourly pay is 8.0% lower than men's (2023/24)","summary":"Norfolk County Council reported a median hourly gender pay gap of 8.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 65.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"a027aa39ef43aeae7cbd95698c884dec","headline":"North Bristol N H S Trust: women's median hourly pay is 0.6245% lower than men's (2023/24)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of 0.6245% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 18.9147%. Women are 66.33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-09","captured_at":"2026-07-28 21:38:13"},{"signal_id":"67fde877d8a2fa138be8cbdec0519e3b","headline":"North Cumbria Integrated Care NHS Foundation Trust: women's median hourly pay is 16% lower than men's (2023/24)","summary":"North Cumbria Integrated Care NHS Foundation Trust reported a median hourly gender pay gap of 16% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Cumbria Integrated Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19495/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-07","captured_at":"2026-07-28 21:38:13"},{"signal_id":"8d6aeaf5a7610d472fbfd2c820c3b089","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 5% lower than men's (2023/24)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 23%. Women are 80.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:13"},{"signal_id":"b283bda5bb6b49ba1c32b4252804e267","headline":"North Lincolnshire Council: women's median hourly pay is 7.6% higher than men's (2023/24)","summary":"North Lincolnshire Council reported a median hourly gender pay gap of -7.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -2.0%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Lincolnshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9079/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:13"},{"signal_id":"242299baa3a985d9f43bb4ebad4b4afb","headline":"North West Ambulance Service N H S Trust: women's median hourly pay is 10.54% lower than men's (2023/24)","summary":"North West Ambulance Service N H S Trust reported a median hourly gender pay gap of 10.54% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.77%. Women are 39.05% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9096/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-11","captured_at":"2026-07-28 21:38:14"},{"signal_id":"fcb66406e262bb55fde45556aceb4a7d","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 11.71% lower than men's (2023/24)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 11.71% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.79%. Women are 65.17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"b54f2fe82d261609dfbdaecf473d8316","headline":"North Yorkshire Council: women's median hourly pay is 8.8% lower than men's (2023/24)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 8.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 69.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-30","captured_at":"2026-07-28 21:38:14"},{"signal_id":"342af4ec48eb5bdaaae0ac730ae87858","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 5.22% lower than men's (2023/24)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 5.22% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.72%. Women are 68.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-25","captured_at":"2026-07-28 21:38:14"},{"signal_id":"bd225426120818dde4eecf30626e48ea","headline":"Northamptonshire Healthcare Nhs Foundation Trust: women's median hourly pay is 3.2% lower than men's (2023/24)","summary":"Northamptonshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 3.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.1%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northamptonshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9115/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:14"},{"signal_id":"11058976dd946c2df79ee092717d102d","headline":"Northern Care Alliance NHS Foundation Trust: women's median hourly pay is 8.75% lower than men's (2023/24)","summary":"Northern Care Alliance NHS Foundation Trust reported a median hourly gender pay gap of 8.75% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 23.52%. Women are 67.64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Care Alliance NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21656/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:14"},{"signal_id":"468b031bceff1974afffa343be612df4","headline":"NORTHERN EDUCATION TRUST: women's median hourly pay is 26.6% lower than men's (2023/24)","summary":"NORTHERN EDUCATION TRUST reported a median hourly gender pay gap of 26.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NORTHERN EDUCATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9126/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"660b4f7aa60f390c1e3b23d8d15f6189","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 19.19% lower than men's (2023/24)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 19.19% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.71%. Women are 70.35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-12","captured_at":"2026-07-28 21:38:14"},{"signal_id":"bb464383e941016fdd4736064e84fdf0","headline":"Northern Trains Limited: women's median hourly pay is 26.6% lower than men's (2023/24)","summary":"Northern Trains Limited reported a median hourly gender pay gap of 26.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 15.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Trains Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19888/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-15","captured_at":"2026-07-28 21:38:14"},{"signal_id":"cce7ad35e457be275eab6ff620ba45c9","headline":"Northumberland County Council: women's median hourly pay is 1.8% lower than men's (2023/24)","summary":"Northumberland County Council reported a median hourly gender pay gap of 1.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -0.4%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumberland County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9149/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3108b2140d05a8aab891f2cda7fa0d8c","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 5% lower than men's (2023/24)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.8%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"2f35e3ef03eb442bd274f40feb77010b","headline":"Northumbria Police: women's median hourly pay is 27.27% lower than men's (2023/24)","summary":"Northumbria Police reported a median hourly gender pay gap of 27.27% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.38%. Women are 35.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"602b63ba42b09097950316cb57c30d84","headline":"Nottingham City Council: women's median hourly pay is 1.7% higher than men's (2023/24)","summary":"Nottingham City Council reported a median hourly gender pay gap of -1.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16646/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:14"},{"signal_id":"5fa7a13589e04a8c4e677c615f20965d","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 4% lower than men's (2023/24)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:14"},{"signal_id":"7a4ffbb115dc1da540074cc103b2b4a1","headline":"Nottinghamshire County Council: women's median hourly pay is 8.8% lower than men's (2023/24)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 8.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 74.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-25","captured_at":"2026-07-28 21:38:14"},{"signal_id":"34d01bfba1ce397c64193e14d88d5add","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 5.56% higher than men's (2023/24)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -5.56% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.56%. Women are 72.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"f1e80304a755e36a4f86124958fd77ee","headline":"NUFFIELD HEALTH: women's median hourly pay is 1.2% higher than men's (2023/24)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of -1.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.2%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"c5ca314663e46a56d78eb4c21f9613b3","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 0.6% lower than men's (2023/24)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of 0.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -4.1%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"e60035da3765b15e99f0d44987728379","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 4.18% lower than men's (2023/24)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 4.18% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.01%. Women are 45.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"a4791fba08060d5a45f90f912ad0b7f0","headline":"OCS UK&I LIMITED: there is no median hourly pay gap (2023/24)","summary":"OCS UK&I LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 44.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS UK&I LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11044/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"d845437feb0787fa3f781e408634b589","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 2.7% lower than men's (2023/24)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 2.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 49.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:14"},{"signal_id":"1b2ad9d233fea6f16e80a81c0a2d3137","headline":"OPENREACH LIMITED: women's median hourly pay is 2.1% higher than men's (2023/24)","summary":"OPENREACH LIMITED reported a median hourly gender pay gap of -2.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -5.1%. Women are 14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OPENREACH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19362/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"f9b50c46296862bf3e10fd32be987437","headline":"OUTCOMES FIRST MIDCO LIMITED: women's median hourly pay is 1.6% lower than men's (2023/24)","summary":"OUTCOMES FIRST MIDCO LIMITED reported a median hourly gender pay gap of 1.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OUTCOMES FIRST MIDCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9453/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-05-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"1a7188150079237380876b186a53e373","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 14.4% lower than men's (2023/24)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 14.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 29.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:14"},{"signal_id":"71ee3d36cec94e4f7c639e1c953196c0","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 8.7% lower than men's (2023/24)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of 8.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.3%. Women are 72.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-18","captured_at":"2026-07-28 21:38:14"},{"signal_id":"6f0c85d3742c886cf073379923d656b1","headline":"Oxfordshire County Council: women's median hourly pay is 4.4% higher than men's (2023/24)","summary":"Oxfordshire County Council reported a median hourly gender pay gap of -4.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.2%. Women are 66.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9479/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"406c8969389c17812ffe3fa186b49f96","headline":"PARASOL LIMITED: women's median hourly pay is 22% lower than men's (2023/24)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 22% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:14"},{"signal_id":"66dd2dd190c1e972db7f93497578dfc3","headline":"PARKDEAN RESORTS UK LIMITED: women's median hourly pay is 1.4% lower than men's (2023/24)","summary":"PARKDEAN RESORTS UK LIMITED reported a median hourly gender pay gap of 1.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 44.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARKDEAN RESORTS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18513/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"7a285667054322545c897cdb8b4a2c7e","headline":"PAYSTREAM MY MAX 3 LIMITED: women's median hourly pay is 16% lower than men's (2023/24)","summary":"PAYSTREAM MY MAX 3 LIMITED reported a median hourly gender pay gap of 16% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX 3 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9646/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-24","captured_at":"2026-07-28 21:38:14"},{"signal_id":"907296ea1d4a2e11ca35d17b204ceadb","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 19% lower than men's (2023/24)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of 19% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-24","captured_at":"2026-07-28 21:38:14"},{"signal_id":"26510a6dbda2a251d2f5e342d4dc73f0","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 7.2% lower than men's (2023/24)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of 7.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"70917541de4bc6f36da57497fa4a8265","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 28.21% lower than men's (2023/24)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 28.21% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 46.51%. Women are 80.36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:14"},{"signal_id":"057bbda4bc111a3419e38b65901b3ccf","headline":"PETS AT HOME LTD: women's median hourly pay is 9.7% lower than men's (2023/24)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 9.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-12","captured_at":"2026-07-28 21:38:14"},{"signal_id":"6ddada5fd71f37f925a11ec405db401f","headline":"PIZZAEXPRESS (RESTAURANTS) LIMITED: women's median hourly pay is 2.3% lower than men's (2023/24)","summary":"PIZZAEXPRESS (RESTAURANTS) LIMITED reported a median hourly gender pay gap of 2.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PIZZAEXPRESS (RESTAURANTS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9859/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"8888808eebe86b8d7f2d61a68fba1400","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 8.04% lower than men's (2023/24)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 8.04% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.66%. Women are 60.08% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"f464d9c31dbc1318dff45520b926e169","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 20.6% lower than men's (2023/24)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 20.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.4%. Women are 63.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:14"},{"signal_id":"2a6798722824850e403b422e7235c20e","headline":"POUNDLAND LIMITED: women's median hourly pay is 5% lower than men's (2023/24)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:14"},{"signal_id":"4892ba7356c1471740b16b577a6286d5","headline":"Powys Council: women's median hourly pay is 8.7% lower than men's (2023/24)","summary":"Powys Council reported a median hourly gender pay gap of 8.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 60.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Powys Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16407/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:14"},{"signal_id":"7296030a9bb3be6ab742973d8c519731","headline":"PRET A MANGER (EUROPE) LIMITED: women's median hourly pay is 0.7% lower than men's (2023/24)","summary":"PRET A MANGER (EUROPE) LIMITED reported a median hourly gender pay gap of 0.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 58.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRET A MANGER (EUROPE) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10010/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"2a355a928e5206572c347c8d2306647c","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 4.2% lower than men's (2023/24)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 4.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 41.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-15","captured_at":"2026-07-28 21:38:14"},{"signal_id":"73ae5217e7b3954fb91173f3fe1a774f","headline":"PRIMARK STORES LIMITED: women's median hourly pay is 1.4% lower than men's (2023/24)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 1.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 60.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-14","captured_at":"2026-07-28 21:38:14"},{"signal_id":"df64102368b90fcd5a81b8c594c68a28","headline":"PROMAN SUPPLY CHAIN LTD: women's median hourly pay is 5.08% lower than men's (2023/24)","summary":"PROMAN SUPPLY CHAIN LTD reported a median hourly gender pay gap of 5.08% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 33.66%. Women are 21.44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PROMAN SUPPLY CHAIN LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17068/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-07-22","captured_at":"2026-07-28 21:38:14"},{"signal_id":"0bcabc1454bf706904e1aa10f3e44a50","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 3.74% higher than men's (2023/24)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of -3.74% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.01%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-20","captured_at":"2026-07-28 21:38:14"},{"signal_id":"9b623f37da6684091be033882b645e77","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 10.0% lower than men's (2023/24)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 10.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.0%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"8d523f3088b39f44088618294f94eb13","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 12.80% lower than men's (2023/24)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 12.80% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.20%. Women are 74.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:14"},{"signal_id":"71a1461919e2b69ef9edd4b34d8974e5","headline":"RANDSTAD SOLUTIONS LIMITED: women's median hourly pay is 3% lower than men's (2023/24)","summary":"RANDSTAD SOLUTIONS LIMITED reported a median hourly gender pay gap of 3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -6.9%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RANDSTAD SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14919/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"f5a818f34a778a94f4e35bc374d53505","headline":"REED STAFFING SERVICES LIMITED: women's median hourly pay is 2.6% lower than men's (2023/24)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 2.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 60.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3f00cc27eb634e9b6f684404796fa161","headline":"Rhondda Cynon Taf Council: women's median hourly pay is 18.28% lower than men's (2023/24)","summary":"Rhondda Cynon Taf Council reported a median hourly gender pay gap of 18.28% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.46%. Women are 72.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rhondda Cynon Taf Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19155/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-09","captured_at":"2026-07-28 21:38:14"},{"signal_id":"26d1b896001717f653a74b95701fce64","headline":"RIVER ISLAND CLOTHING CO. LIMITED: women's median hourly pay is 10.1% lower than men's (2023/24)","summary":"RIVER ISLAND CLOTHING CO. LIMITED reported a median hourly gender pay gap of 10.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 32%. Women are 70.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RIVER ISLAND CLOTHING CO. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10521/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"548ec9eff0e5288bb46a61a48afd68b7","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 2.0% lower than men's (2023/24)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 2.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -1.4%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3335b9bc9f9cf5408d3daf287fa88872","headline":"Rotherham NHS Foundation Trust: women's median hourly pay is 17.2% lower than men's (2023/24)","summary":"Rotherham NHS Foundation Trust reported a median hourly gender pay gap of 17.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.7%. Women are 69.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16186/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-15","captured_at":"2026-07-28 21:38:14"},{"signal_id":"70b79f09e14845d3feac49a193d5d761","headline":"INTACT INSURANCE UK LIMITED: women's median hourly pay is 26.2% lower than men's (2023/24)","summary":"INTACT INSURANCE UK LIMITED reported a median hourly gender pay gap of 26.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.4%. Women are 37.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INTACT INSURANCE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10638/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-19","captured_at":"2026-07-28 21:38:14"},{"signal_id":"df245920ca07a86d78c5ddfb941a3fce","headline":"Royal Berkshire Nhs Foundation Trust: women's median hourly pay is 10.9% lower than men's (2023/24)","summary":"Royal Berkshire Nhs Foundation Trust reported a median hourly gender pay gap of 10.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.19%. Women are 65.98% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Berkshire Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10644/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-15","captured_at":"2026-07-28 21:38:14"},{"signal_id":"b8343fa0174101c89089b46c9cbf0ee1","headline":"Royal Cornwall Hospitals NHS Trusts: women's median hourly pay is 17.9% lower than men's (2023/24)","summary":"Royal Cornwall Hospitals NHS Trusts reported a median hourly gender pay gap of 17.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 24.9%. Women are 59.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Cornwall Hospitals NHS Trusts","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20228/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3eab551be0d38e8d3920ed4660a1e806","headline":"Royal Devon University Healthcare NHS Foundation Trust: women's median hourly pay is 8.0% lower than men's (2023/24)","summary":"Royal Devon University Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 8.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 66.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon University Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22673/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"243e63b7793da687bd38019d2cea8756","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 12.1% lower than men's (2023/24)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 12.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.2%. Women are 60.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:14"},{"signal_id":"60eb421536ed2095a0283c163ad8f1fc","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 2.6% lower than men's (2023/24)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 2.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.5%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:14"},{"signal_id":"a1a8a2747217c22bb5755c080c7a8fd1","headline":"ROYAL MENCAP SOCIETY: there is no median hourly pay gap (2023/24)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.1%. Women are 74.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"1a02d8575521d05ae77f9951ee2e1ad7","headline":"Royal Surrey County NHS Foundation Trust: women's median hourly pay is 10.3% lower than men's (2023/24)","summary":"Royal Surrey County NHS Foundation Trust reported a median hourly gender pay gap of 10.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 23.5%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Surrey County NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15966/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"e2dc111c96d6f2c444e3ec0b2f6f893f","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 0.16% higher than men's (2023/24)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of -0.16% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.43%. Women are 68.75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-01","captured_at":"2026-07-28 21:38:14"},{"signal_id":"a5fbfd6e346531b9adc00703133c8bd7","headline":"SAFEWAY STORES LIMITED: women's median hourly pay is 3% lower than men's (2023/24)","summary":"SAFEWAY STORES LIMITED reported a median hourly gender pay gap of 3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 34.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAFEWAY STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10789/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:14"},{"signal_id":"129fbee36b0526422b86c65dd6cc92a0","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 6.8% lower than men's (2023/24)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 6.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 36.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-05-30","captured_at":"2026-07-28 21:38:14"},{"signal_id":"d2e15719a0ec148122cf972675ebdd35","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 9% lower than men's (2023/24)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:14"},{"signal_id":"04e6271a36ccf56742113e8331fb7531","headline":"SANCTUARY CARE LIMITED: women's median hourly pay is 1% lower than men's (2023/24)","summary":"SANCTUARY CARE LIMITED reported a median hourly gender pay gap of 1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANCTUARY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10848/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"f6e05987af7801caf4e17916e29b3f9f","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 11.98% lower than men's (2023/24)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 11.98% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.46%. Women are 66.05% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-11","captured_at":"2026-07-28 21:38:14"},{"signal_id":"2c5471ccf8367fef6b12072765436e6e","headline":"SANTANDER UK PLC: women's median hourly pay is 28.7% lower than men's (2023/24)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 28.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.1%. Women are 37.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"498bb8cba0e8a11eca7af13b6b7e1f74","headline":"SANTIO LIMITED: there is no median hourly pay gap (2023/24)","summary":"SANTIO LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 48% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19326/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"e7c5bedba8e9a93bd88d4f2f87ccf14e","headline":"SAVILLS (UK) LIMITED: women's median hourly pay is 38.70% lower than men's (2023/24)","summary":"SAVILLS (UK) LIMITED reported a median hourly gender pay gap of 38.70% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 32.17%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAVILLS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/654/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"abdedd71a0c68b82345d44a02f03d22a","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 1.4% lower than men's (2023/24)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 1.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 37.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:14"},{"signal_id":"8b1b7c8e69e89cb97db33e104ea31134","headline":"SECURITAS SECURITY SERVICES (UK) LIMITED: women's median hourly pay is 3.8% higher than men's (2023/24)","summary":"SECURITAS SECURITY SERVICES (UK) LIMITED reported a median hourly gender pay gap of -3.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -4.3%. Women are 17.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SECURITAS SECURITY SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10987/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:14"},{"signal_id":"88a50f667a55f855669864aa9614ea43","headline":"SELECT SERVICE PARTNER UK LIMITED: women's median hourly pay is 4.6% lower than men's (2023/24)","summary":"SELECT SERVICE PARTNER UK LIMITED reported a median hourly gender pay gap of 4.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.1%. Women are 50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELECT SERVICE PARTNER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11009/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"d25694a5458ec6fb08cdd5d848d5247d","headline":"SELLAFIELD LIMITED: women's median hourly pay is 13.65% lower than men's (2023/24)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 13.65% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.67%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:14"},{"signal_id":"fdd4bcd5536251cdf13b795b6004b30d","headline":"SERCO LIMITED: women's median hourly pay is 8.8% lower than men's (2023/24)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 8.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.67%. Women are 34.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3083c8d6614d683036723192f8bb34b3","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 7.8% lower than men's (2023/24)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 7.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:14"},{"signal_id":"d0152c1f8653a55e1629b00152b4a86a","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 9.3% lower than men's (2023/24)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 9.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.4%. Women are 63.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:14"},{"signal_id":"746dc93135f279064d4560011ed41c7d","headline":"Sherwood Forest Hospitals NHS Foundation Trust: women's median hourly pay is 15.7% lower than men's (2023/24)","summary":"Sherwood Forest Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 15.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.6%. Women are 67.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sherwood Forest Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16207/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:14"},{"signal_id":"568f4b5f49990a8871f18e1e2568b697","headline":"SINGLE RESOURCE LIMITED: women's median hourly pay is 4.9% lower than men's (2023/24)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 4.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.0%. Women are 37.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-13","captured_at":"2026-07-28 21:38:14"},{"signal_id":"aee3156bb8864026cbc446f652f17c4f","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 2.4% lower than men's (2023/24)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 2.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3231d461d500cf0c38de44152c08e042","headline":"SKY UK LIMITED: women's median hourly pay is 11.5% lower than men's (2023/24)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 11.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"ac93e8d7e4625d076b181baaa64fb2ca","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 12.24% higher than men's (2023/24)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of -12.24% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -8.82%. Women are 67.29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:14"},{"signal_id":"37bde59feca926043ce7f33f5e775f21","headline":"SODEXO LIMITED: women's median hourly pay is 12.14% lower than men's (2023/24)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 12.14% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.92%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"8f9accbeaea7e696f39921641be885d4","headline":"Somerset NHS Foundation Trust: women's median hourly pay is 2.9190% lower than men's (2023/24)","summary":"Somerset NHS Foundation Trust reported a median hourly gender pay gap of 2.9190% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 18.22%. Women are 71.51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Somerset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21437/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-03","captured_at":"2026-07-28 21:38:14"},{"signal_id":"bcd6f77d78e2424c8ebbbc9a33379f58","headline":"South London And Maudsley Nhs Foundation Trust: women's median hourly pay is 3.45% lower than men's (2023/24)","summary":"South London And Maudsley Nhs Foundation Trust reported a median hourly gender pay gap of 3.45% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.30%. Women are 66.44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South London And Maudsley Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11381/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:14"},{"signal_id":"f487c2e9c96ba12769ccec11ecba6c52","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 21.35% lower than men's (2023/24)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 21.35% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 29.18%. Women are 69.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"a6ffce3d011800e56fa67a4502eb8ff4","headline":"South Tyneside and Sunderland NHS Foundation Trust: women's median hourly pay is 10.11% lower than men's (2023/24)","summary":"South Tyneside and Sunderland NHS Foundation Trust reported a median hourly gender pay gap of 10.11% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.92%. Women are 71.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tyneside and Sunderland NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20267/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"9aecc94f80c46ab0efdf87831c5ea293","headline":"South Wales Police: women's median hourly pay is 18.6% lower than men's (2023/24)","summary":"South Wales Police reported a median hourly gender pay gap of 18.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 30.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-02","captured_at":"2026-07-28 21:38:14"},{"signal_id":"b14447d485c632e4d29b97302882a9f3","headline":"South Warwickshire General Hospital Nhs Trust: women's median hourly pay is 7.42% lower than men's (2023/24)","summary":"South Warwickshire General Hospital Nhs Trust reported a median hourly gender pay gap of 7.42% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.27%. Women are 83.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Warwickshire General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11400/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:14"},{"signal_id":"657cafe6ed1b548c81922a8c8ffeca9d","headline":"South West Yorkshire Partnership N H S Foundation Trust: women's median hourly pay is 6.4% lower than men's (2023/24)","summary":"South West Yorkshire Partnership N H S Foundation Trust reported a median hourly gender pay gap of 6.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.12%. Women are 70.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South West Yorkshire Partnership N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11404/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:14"},{"signal_id":"387605e46137f087832dcc865a2ae4b9","headline":"South Western Ambulance Service Foundation Trust: women's median hourly pay is 5.49% lower than men's (2023/24)","summary":"South Western Ambulance Service Foundation Trust reported a median hourly gender pay gap of 5.49% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.21%. Women are 52.26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Western Ambulance Service Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11405/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:14"},{"signal_id":"02271f1895014dbe66d1995dfe759da8","headline":"South Yorkshire Police: women's median hourly pay is 13.1% lower than men's (2023/24)","summary":"South Yorkshire Police reported a median hourly gender pay gap of 13.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11409/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:14"},{"signal_id":"95b40ef27d0e1b40640a0d9625ff05aa","headline":"Southern Health Nhs Foundation Trust: women's median hourly pay is 2.3% lower than men's (2023/24)","summary":"Southern Health Nhs Foundation Trust reported a median hourly gender pay gap of 2.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 76.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Southern Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11421/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-16","captured_at":"2026-07-28 21:38:14"},{"signal_id":"a48176f5f9e40b45b124c846754d4335","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 9.2% lower than men's (2023/24)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 9.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 17.7%. Women are 75.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3c19059b07b82b6d65b177956d8fddac","headline":"FRASERS GROUP TRADING LIMITED: women's median hourly pay is 5.90% lower than men's (2023/24)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 5.90% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.10%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:14"},{"signal_id":"e87c76058a16a70f2e8231eec7cf6972","headline":"SPORTSWIFT LIMITED: women's median hourly pay is 1% lower than men's (2023/24)","summary":"SPORTSWIFT LIMITED reported a median hourly gender pay gap of 1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPORTSWIFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11498/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"2619c096996a8d02bf31be5547c6fe57","headline":"SSE PLC: women's median hourly pay is 15.3% lower than men's (2023/24)","summary":"SSE PLC reported a median hourly gender pay gap of 15.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.1%. Women are 20.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-09-27","captured_at":"2026-07-28 21:38:14"},{"signal_id":"dfc150a905aab0e9031157b56a9a8dd8","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 10% lower than men's (2023/24)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 10% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 69.54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-09","captured_at":"2026-07-28 21:38:14"},{"signal_id":"faac59d90e88b5605a05f1b0ea48a687","headline":"St Helens and Knowsley Teaching Hospitals NHS Trust: women's median hourly pay is 2.17% lower than men's (2023/24)","summary":"St Helens and Knowsley Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 2.17% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.71%. Women are 71.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St Helens and Knowsley Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16392/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-11","captured_at":"2026-07-28 21:38:14"},{"signal_id":"c9acb310fc024775d5e1e751ddc4af4b","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 11.7% lower than men's (2023/24)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 11.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 14.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-08","captured_at":"2026-07-28 21:38:14"},{"signal_id":"a968d208d201d9b08c564b0d6fc63046","headline":"STARBUCKS COFFEE COMPANY (UK) LIMITED: women's median hourly pay is 2.40% lower than men's (2023/24)","summary":"STARBUCKS COFFEE COMPANY (UK) LIMITED reported a median hourly gender pay gap of 2.40% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.20%. Women are 63.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARBUCKS COFFEE COMPANY (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11666/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:14"},{"signal_id":"8ae397a5e03a9b3f1a92b81c583929a5","headline":"STARK BUILDING MATERIALS UK LIMITED: women's median hourly pay is 6.7% higher than men's (2023/24)","summary":"STARK BUILDING MATERIALS UK LIMITED reported a median hourly gender pay gap of -6.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -6.6%. Women are 21.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARK BUILDING MATERIALS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10818/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"c1b9a4a15118e56d56ef4b0382a2f7b6","headline":"Stockport Nhs Foundation Trust: women's median hourly pay is 5.18% higher than men's (2023/24)","summary":"Stockport Nhs Foundation Trust reported a median hourly gender pay gap of -5.18% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.96%. Women are 71.46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Stockport Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11728/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3de58dcfb30641010babee79dbd529f1","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 2.9% lower than men's (2023/24)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 2.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.6%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-08-17","captured_at":"2026-07-28 21:38:14"},{"signal_id":"7c56cd9dcd37f4add5f294069b212111","headline":"SUEZ RECYCLING AND RECOVERY UK LTD: women's median hourly pay is 4.4% higher than men's (2023/24)","summary":"SUEZ RECYCLING AND RECOVERY UK LTD reported a median hourly gender pay gap of -4.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7.5%. Women are 20.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUEZ RECYCLING AND RECOVERY UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11785/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-22","captured_at":"2026-07-28 21:38:14"},{"signal_id":"110410bc23cea9183e8e047a8baeb3d4","headline":"Suffolk County Council: women's median hourly pay is 4.9% lower than men's (2023/24)","summary":"Suffolk County Council reported a median hourly gender pay gap of 4.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.2%. Women are 68.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:14"},{"signal_id":"3e70fcc78ca53f7acf9810a2cdfc2916","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 11.4% lower than men's (2023/24)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 11.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.6%. Women are 59% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:14"},{"signal_id":"a1ee5e886396feb40fa58cc4659e4a4f","headline":"Surrey & Sussex Healthcare N H S Trust: women's median hourly pay is 0.9% higher than men's (2023/24)","summary":"Surrey & Sussex Healthcare N H S Trust reported a median hourly gender pay gap of -0.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey & Sussex Healthcare N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11832/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-29","captured_at":"2026-07-28 21:38:14"},{"signal_id":"ce973492ec56008552ef6e7f01264a8a","headline":"Surrey County Council: women's median hourly pay is 8.8% lower than men's (2023/24)","summary":"Surrey County Council reported a median hourly gender pay gap of 8.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-11","captured_at":"2026-07-28 21:38:14"},{"signal_id":"2567bd2c6072663f5557aba5c346b806","headline":"Sussex Community NHS Foundation Trust: women's median hourly pay is 1.7% higher than men's (2023/24)","summary":"Sussex Community NHS Foundation Trust reported a median hourly gender pay gap of -1.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 81% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Community NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11847/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-11","captured_at":"2026-07-28 21:38:14"},{"signal_id":"f20a6107067e1e85b698f4f746d65b37","headline":"Sussex Partnership Nhs Foundation Trust: women's median hourly pay is 5.04% lower than men's (2023/24)","summary":"Sussex Partnership Nhs Foundation Trust reported a median hourly gender pay gap of 5.04% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Partnership Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11849/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-04","captured_at":"2026-07-28 21:38:14"},{"signal_id":"e7e0f66d51d2d876410cb5e54e55ee08","headline":"Sussex Police: women's median hourly pay is 14.2% lower than men's (2023/24)","summary":"Sussex Police reported a median hourly gender pay gap of 14.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 33.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11850/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-30","captured_at":"2026-07-28 21:38:14"},{"signal_id":"46a6435db35918651525a2ad2f826413","headline":"Swansea Council: women's median hourly pay is 3.73% lower than men's (2023/24)","summary":"Swansea Council reported a median hourly gender pay gap of 3.73% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.01%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:14"},{"signal_id":"c9f6695403d970c3df3f887a63dd9f69","headline":"SWISSPORT GB LIMITED: women's median hourly pay is 7.2% lower than men's (2023/24)","summary":"SWISSPORT GB LIMITED reported a median hourly gender pay gap of 7.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SWISSPORT GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11902/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-23","captured_at":"2026-07-28 21:38:15"},{"signal_id":"010cc89e5d2478af05bdfd4a163f8197","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 22.4% lower than men's (2023/24)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 22.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 23.6%. Women are 14.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:15"},{"signal_id":"d1480e82adf0580b7171ecb6a8b5ca53","headline":"T. J. MORRIS LIMITED: there is no median hourly pay gap (2023/24)","summary":"T. J. MORRIS LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 46.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T. J. MORRIS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11950/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"65cf5156f2ce0ebaf03616ceb73827fc","headline":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED: women's median hourly pay is 0.6% higher than men's (2023/24)","summary":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED reported a median hourly gender pay gap of -0.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -6.2%. Women are 7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11961/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:15"},{"signal_id":"e33e765062137a478adbe0b825f0bebc","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 15.17% lower than men's (2023/24)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 15.17% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.42%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"01d5d1138177ebbd476036a53d682ba3","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 7.04% lower than men's (2023/24)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 7.04% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.87%. Women are 10.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:15"},{"signal_id":"f53b11e11325d6384340aeaed48d5d49","headline":"TEACHING PERSONNEL LIMITED: women's median hourly pay is 18% lower than men's (2023/24)","summary":"TEACHING PERSONNEL LIMITED reported a median hourly gender pay gap of 18% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TEACHING PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12060/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:15"},{"signal_id":"5225f033b20de3e1810bbfae86bf57d4","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 5.3% lower than men's (2023/24)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 5.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:15"},{"signal_id":"f1fdbab9e031aee05dd5ba28d6c69008","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 0.7% lower than men's (2023/24)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of 0.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 41.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:15"},{"signal_id":"127f0cbfaa576159b92c2fafb00cb1ea","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 21.1% lower than men's (2023/24)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 21.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.7%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:15"},{"signal_id":"e04cd5fe59e66c87e9ed3ad56e7ec95a","headline":"TELEPERFORMANCE LIMITED: women's median hourly pay is 3.39% lower than men's (2023/24)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of 3.39% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.37%. Women are 49.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:15"},{"signal_id":"24700e7e4b8145052bffd8892b9e40dd","headline":"TESCO STORES LIMITED: women's median hourly pay is 4.9% lower than men's (2023/24)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 4.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.0%. Women are 37.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"a8576908e7cebc94772b147d37a737d5","headline":"Thames Valley Police: women's median hourly pay is 17.10% lower than men's (2023/24)","summary":"Thames Valley Police reported a median hourly gender pay gap of 17.10% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.15%. Women are 35.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"3568f8550a1e0fe25e3a88d30113cbd3","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 10.8% lower than men's (2023/24)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 10.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-13","captured_at":"2026-07-28 21:38:15"},{"signal_id":"debaf4ce65712950d9924f3f811658e7","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 3.6% lower than men's (2023/24)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 3.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 16.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:15"},{"signal_id":"54c94f4b1f32d7b0c2212dcb8dedbe8d","headline":"The Dudley Group NHS Foundation Trust: women's median hourly pay is 23.4% lower than men's (2023/24)","summary":"The Dudley Group NHS Foundation Trust reported a median hourly gender pay gap of 23.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 39.5%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Dudley Group NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12332/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-08","captured_at":"2026-07-28 21:38:15"},{"signal_id":"27eef53fd661243f11d398e3aaf770ef","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 2.7% lower than men's (2023/24)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 2.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.84%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"018deaf97c4a51b96ef33c0e54835e71","headline":"The National Crime Agency: women's median hourly pay is 8.68% lower than men's (2023/24)","summary":"The National Crime Agency reported a median hourly gender pay gap of 8.68% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.46%. Women are 32.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Crime Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12475/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"e0a375e9f02aedafd98e0f45718c1771","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 6.2% lower than men's (2023/24)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 6.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 60.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"52dce40d7960b3e8b998bb1bce49f456","headline":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust: women's median hourly pay is 2.29% lower than men's (2023/24)","summary":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 2.29% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 22.44%. Women are 68.69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12483/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"64d289667610a298c14347b56c4c23fc","headline":"The Open University: women's median hourly pay is 6.3% lower than men's (2023/24)","summary":"The Open University reported a median hourly gender pay gap of 6.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:15"},{"signal_id":"5a6c5dc56aed45db32271e7a344dd60b","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 13.6% lower than men's (2023/24)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 13.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.7%. Women are 61.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:15"},{"signal_id":"206d4d836dcbd84e08e6d39eb8716cab","headline":"THE RANK GROUP PLC: women's median hourly pay is 5.2% lower than men's (2023/24)","summary":"THE RANK GROUP PLC reported a median hourly gender pay gap of 5.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 35.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE RANK GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10265/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"4ed17cf2ccf0d0d8288a50c76a987caf","headline":"The Shrewsbury and Telford Hospital NHS Trust: women's median hourly pay is 6.5% lower than men's (2023/24)","summary":"The Shrewsbury and Telford Hospital NHS Trust reported a median hourly gender pay gap of 6.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 21%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Shrewsbury and Telford Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15713/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-26","captured_at":"2026-07-28 21:38:15"},{"signal_id":"383ad5356be94d5840ef369959e234c2","headline":"THE UK RECRUITMENT CO. LTD: women's median hourly pay is 0.5% higher than men's (2023/24)","summary":"THE UK RECRUITMENT CO. LTD reported a median hourly gender pay gap of -0.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7.6%. Women are 43.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UK RECRUITMENT CO. LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20824/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-02","captured_at":"2026-07-28 21:38:15"},{"signal_id":"69bd9d924a4df0af19e29262a0262bf7","headline":"THE UNIVERSITY OF BIRMINGHAM: women's median hourly pay is 16.9% lower than men's (2023/24)","summary":"THE UNIVERSITY OF BIRMINGHAM reported a median hourly gender pay gap of 16.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 40.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF BIRMINGHAM","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13169/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:15"},{"signal_id":"a6409e785c4957609b053b3903d7d692","headline":"TJX UK: women's median hourly pay is 9.4% lower than men's (2023/24)","summary":"TJX UK reported a median hourly gender pay gap of 9.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"20415fd8c34e5fa0371bb15cde68940a","headline":"TOOLSTATION LIMITED: there is no median hourly pay gap (2023/24)","summary":"TOOLSTATION LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 36.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TOOLSTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12801/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"a76678e661886eb39b53291e5a1ede68","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 4.93% lower than men's (2023/24)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 4.93% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.63%. Women are 68.63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"a50674226fa6bb0b80370fe545daadda","headline":"Transport for London: women's median hourly pay is 8.6% lower than men's (2023/24)","summary":"Transport for London reported a median hourly gender pay gap of 8.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 26.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"7a07e02a746c36bd49b793d10ce14edf","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 4.1% lower than men's (2023/24)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 4.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-03","captured_at":"2026-07-28 21:38:15"},{"signal_id":"74f5197c682bea4f04e231f2868c29b9","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 5.5% lower than men's (2023/24)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 5.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 21.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"198d074235bda13a6b03a453c170b7e4","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 1% lower than men's (2023/24)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of 1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -4.3%. Women are 20.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8f311a73fb2e406eb174d549b8aec333","headline":"TROIA (UK) RESTAURANTS LIMITED: women's median hourly pay is 3.3% lower than men's (2023/24)","summary":"TROIA (UK) RESTAURANTS LIMITED reported a median hourly gender pay gap of 3.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 27.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TROIA (UK) RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12964/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-08-10","captured_at":"2026-07-28 21:38:15"},{"signal_id":"b86a76e9e8c6e6f372c9572a3a4a023c","headline":"TSB BANK PLC: women's median hourly pay is 21.9% lower than men's (2023/24)","summary":"TSB BANK PLC reported a median hourly gender pay gap of 21.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.9%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TSB BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/355/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-18","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8c65c367ddcfa631df4e724da3b131c2","headline":"UBER BRITANNIA LIMITED: women's median hourly pay is 0.3% lower than men's (2023/24)","summary":"UBER BRITANNIA LIMITED reported a median hourly gender pay gap of 0.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 0.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER BRITANNIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21077/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"9889bbc9aef2bf8c7c4584218d3f79d7","headline":"UBER LONDON LIMITED: women's median hourly pay is 9.1% lower than men's (2023/24)","summary":"UBER LONDON LIMITED reported a median hourly gender pay gap of 9.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 0.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER LONDON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18798/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"c0024afbdf07dddc05382c26b558f8ab","headline":"UCL: women's median hourly pay is 6.2% lower than men's (2023/24)","summary":"UCL reported a median hourly gender pay gap of 6.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:15"},{"signal_id":"e384b5249733352ad96f29d7fc2939cb","headline":"UK Armed Forces: women's median hourly pay is 1.4% lower than men's (2023/24)","summary":"UK Armed Forces reported a median hourly gender pay gap of 1.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 1.1%. Women are 11.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:15"},{"signal_id":"1453911be56e9b2fda1424535b70dbe0","headline":"UK Statistics Authority: women's median hourly pay is 3.0% lower than men's (2023/24)","summary":"UK Statistics Authority reported a median hourly gender pay gap of 3.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Statistics Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13077/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"6ee7ee55ec1d026658aebb9fb1222a19","headline":"UMBRELLA-COMPANY LIMITED: there is no median hourly pay gap (2023/24)","summary":"UMBRELLA-COMPANY LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.23%. Women are 30.21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UMBRELLA-COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13096/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"0a031f739281e76c8d21e24a224ee5d0","headline":"UNIPART GROUP LIMITED: women's median hourly pay is 5.5% lower than men's (2023/24)","summary":"UNIPART GROUP LIMITED reported a median hourly gender pay gap of 5.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIPART GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13111/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-03","captured_at":"2026-07-28 21:38:15"},{"signal_id":"767248624f6be48daac9b28b0d511729","headline":"United Kingdom Research and Innovation: women's median hourly pay is 5.0% lower than men's (2023/24)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 5.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:15"},{"signal_id":"f476424fa366884aa7cae21c47ed26e1","headline":"UNITED LEARNING TRUST: women's median hourly pay is 19.51% lower than men's (2023/24)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 19.51% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.28%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:15"},{"signal_id":"fba96c4c1138bc32db5cf88a86a5e739","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 14.6% lower than men's (2023/24)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 14.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 28.7%. Women are 63.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-11-29","captured_at":"2026-07-28 21:38:15"},{"signal_id":"e454a46525f597dd5e3619f9e23b50f2","headline":"UNITED UTILITIES GROUP PLC: women's median hourly pay is 14.3% lower than men's (2023/24)","summary":"UNITED UTILITIES GROUP PLC reported a median hourly gender pay gap of 14.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13144/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-15","captured_at":"2026-07-28 21:38:15"},{"signal_id":"2a8cdb4e53bb06479ae398cf1f51dcb7","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 14.6% lower than men's (2023/24)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 14.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 34.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-15","captured_at":"2026-07-28 21:38:15"},{"signal_id":"d7ebc94393fafbb9be34ca0995e6e4a9","headline":"University College Hospital NHS Trust: women's median hourly pay is 7.9% lower than men's (2023/24)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 7.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"b45c56303786f9bed5cbc1448f83e4d7","headline":"University Hospital Coventry and Warwickshire NHS Trust: women's median hourly pay is 19.27% lower than men's (2023/24)","summary":"University Hospital Coventry and Warwickshire NHS Trust reported a median hourly gender pay gap of 19.27% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 30.80%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Coventry and Warwickshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13473/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-07","captured_at":"2026-07-28 21:38:15"},{"signal_id":"33b06f1b1667ab6ae10e10fa8d67be54","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 12.02% lower than men's (2023/24)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 12.02% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.73%. Women are 62.88% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"f634c2c4777d3b9a0d8f4896b7b409f4","headline":"University Hospitals Bristol and Weston NHS Foundation Trust: women's median hourly pay is 4.34% lower than men's (2023/24)","summary":"University Hospitals Bristol and Weston NHS Foundation Trust reported a median hourly gender pay gap of 4.34% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 65.97% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol and Weston NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20028/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-22","captured_at":"2026-07-28 21:38:15"},{"signal_id":"c7cfd3596095ccf586944f52c276f7e3","headline":"University Hospitals Dorset NHS Foundation Trust: women's median hourly pay is 3.53% lower than men's (2023/24)","summary":"University Hospitals Dorset NHS Foundation Trust reported a median hourly gender pay gap of 3.53% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.63%. Women are 65.68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Dorset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20710/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"cf31a575ff3c1de30da9f43ee77311fc","headline":"University Hospitals of Derby and Burton NHS Foundation Trust: women's median hourly pay is 11% lower than men's (2023/24)","summary":"University Hospitals of Derby and Burton NHS Foundation Trust reported a median hourly gender pay gap of 11% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 24.2%. Women are 69.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals of Derby and Burton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19430/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:15"},{"signal_id":"de29994c422e9cbb0bad9ce38eaf7e44","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 9.10% lower than men's (2023/24)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 9.10% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 23.79%. Women are 64.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-05","captured_at":"2026-07-28 21:38:15"},{"signal_id":"b47aeca9141e2ee4fc460bcb0b2c393d","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 8.36% lower than men's (2023/24)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 8.36% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.8%. Women are 71.65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-14","captured_at":"2026-07-28 21:38:15"},{"signal_id":"b5602b5ed78ebc5cbf543d6c298fe601","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 9.3% lower than men's (2023/24)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 9.3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 25.8%. Women are 64.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-29","captured_at":"2026-07-28 21:38:15"},{"signal_id":"ff26e400b62ff4ac8665deaa22bd211d","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 10.6% lower than men's (2023/24)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 10.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 45.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-08","captured_at":"2026-07-28 21:38:15"},{"signal_id":"4bf7fbdf6081c73d3d481be09dc0c1aa","headline":"University Of Cambridge: women's median hourly pay is 8.6% lower than men's (2023/24)","summary":"University Of Cambridge reported a median hourly gender pay gap of 8.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.4%. Women are 41.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"b62b429a50f067380b932a7dc0c80e0b","headline":"UNIVERSITY OF EAST ANGLIA: women's median hourly pay is 20.84% lower than men's (2023/24)","summary":"UNIVERSITY OF EAST ANGLIA reported a median hourly gender pay gap of 20.84% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.89%. Women are 48.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF EAST ANGLIA","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13175/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"6e625acd9fbe8ca07c6bca23727b519c","headline":"University of Exeter: women's median hourly pay is 19.1% lower than men's (2023/24)","summary":"University of Exeter reported a median hourly gender pay gap of 19.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8a8b244df000bb62e83aee3f42cd6a83","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 15.4% lower than men's (2023/24)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 15.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 42.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:15"},{"signal_id":"2e215d09b57d392d8a4e3a0cb9418a51","headline":"University of Leicester: women's median hourly pay is 17.9% lower than men's (2023/24)","summary":"University of Leicester reported a median hourly gender pay gap of 17.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 44.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-15","captured_at":"2026-07-28 21:38:15"},{"signal_id":"3a1ecbf86573caff878eb3282750eebb","headline":"University of Nottingham: women's median hourly pay is 13.4% lower than men's (2023/24)","summary":"University of Nottingham reported a median hourly gender pay gap of 13.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.0%. Women are 42.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Nottingham","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15824/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:15"},{"signal_id":"d0cbea5adbf59e7daa9e68fa3a36094a","headline":"University of Oxford: women's median hourly pay is 11.1% lower than men's (2023/24)","summary":"University of Oxford reported a median hourly gender pay gap of 11.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.1%. Women are 42.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Oxford","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14396/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"ad6cbcb2063eff70196dca551dc65323","headline":"UNIVERSITY OF READING: women's median hourly pay is 15.7% lower than men's (2023/24)","summary":"UNIVERSITY OF READING reported a median hourly gender pay gap of 15.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 51.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF READING","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13188/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-26","captured_at":"2026-07-28 21:38:15"},{"signal_id":"2390cdba7bf820d63708ecdb01f6bbaa","headline":"UNIVERSITY OF SHEFFIELD: women's median hourly pay is 10.1% lower than men's (2023/24)","summary":"UNIVERSITY OF SHEFFIELD reported a median hourly gender pay gap of 10.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 41.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF SHEFFIELD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16119/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-18","captured_at":"2026-07-28 21:38:15"},{"signal_id":"ee9d9aa2cf8a3f91cc19348b55bd1aaa","headline":"University of the Arts, London: women's median hourly pay is 3% lower than men's (2023/24)","summary":"University of the Arts, London reported a median hourly gender pay gap of 3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 3.36%. Women are 55.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of the Arts, London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/192/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-07-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8836765481883e2e3989314acaae7045","headline":"University of Warwick: women's median hourly pay is 20.47% lower than men's (2023/24)","summary":"University of Warwick reported a median hourly gender pay gap of 20.47% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.50%. Women are 39.24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"149fa6c5d7506364427eef431d44f98d","headline":"University of York: women's median hourly pay is 11.9% lower than men's (2023/24)","summary":"University of York reported a median hourly gender pay gap of 11.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.9%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of York","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/296/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-14","captured_at":"2026-07-28 21:38:15"},{"signal_id":"d48610e0a2f238785e85ce31e9287000","headline":"UPS LIMITED: women's median hourly pay is 8.98% lower than men's (2023/24)","summary":"UPS LIMITED reported a median hourly gender pay gap of 8.98% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.86%. Women are 13.94% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-25","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8bfa74e0174b23fa19a7ccb9fd65473a","headline":"Velindre University NHS Trust: women's median hourly pay is 14% lower than men's (2023/24)","summary":"Velindre University NHS Trust reported a median hourly gender pay gap of 14% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Velindre University NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20380/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-22","captured_at":"2026-07-28 21:38:15"},{"signal_id":"4d00af94167a2d82924fd0f7e03abf6c","headline":"VEOLIA ES (UK) LIMITED: there is no median hourly pay gap (2023/24)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of 0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -7.83%. Women are 14.42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"98c1e41fed6a2760bee66d94b0708655","headline":"VIRGIN ATLANTIC LIMITED: women's median hourly pay is 28.4% lower than men's (2023/24)","summary":"VIRGIN ATLANTIC LIMITED reported a median hourly gender pay gap of 28.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 56.1%. Women are 30.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13330/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8f6f210f98a184de4497a46d6244d820","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 3.9% higher than men's (2023/24)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of -3.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -3.1%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-21","captured_at":"2026-07-28 21:38:15"},{"signal_id":"ff16e2b8098b535062d036aef7a5b21c","headline":"VODAFONE LIMITED: women's median hourly pay is 15.1% lower than men's (2023/24)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 15.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 30.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-06","captured_at":"2026-07-28 21:38:15"},{"signal_id":"64f4311ad739c58b23b2adf30fba00fb","headline":"WAGAMAMA LIMITED: women's median hourly pay is 0.6% lower than men's (2023/24)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of 0.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 47.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"dd7817482d257048f18aab49314cec48","headline":"Wakefield Metropolitan District Council: women's median hourly pay is 1.8% higher than men's (2023/24)","summary":"Wakefield Metropolitan District Council reported a median hourly gender pay gap of -1.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.2%. Women are 68.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wakefield Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13450/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-19","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8577eaff3ea65034d163eae51c7853f7","headline":"Walsall Healthcare NHS Trust: women's median hourly pay is 20% lower than men's (2023/24)","summary":"Walsall Healthcare NHS Trust reported a median hourly gender pay gap of 20% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 29%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Walsall Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17187/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:15"},{"signal_id":"2a51b31dce17b1a5248a75443a0dc733","headline":"WEALDEN LEISURE LIMITED: women's median hourly pay is 6.98% higher than men's (2023/24)","summary":"WEALDEN LEISURE LIMITED reported a median hourly gender pay gap of -6.98% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -18.9%. Women are 73.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WEALDEN LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13562/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"0080032880dd5c45f242c7c6374b6274","headline":"WELCOME BREAK GROUP LIMITED: women's median hourly pay is 1.0% lower than men's (2023/24)","summary":"WELCOME BREAK GROUP LIMITED reported a median hourly gender pay gap of 1.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.38%. Women are 50.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WELCOME BREAK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13581/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-13","captured_at":"2026-07-28 21:38:15"},{"signal_id":"6695ce078c0f797db419a3deda2f26e9","headline":"West Hertfordshire Hospitals NHS Trust: women's median hourly pay is 10.5% lower than men's (2023/24)","summary":"West Hertfordshire Hospitals NHS Trust reported a median hourly gender pay gap of 10.5% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 24.4%. Women are 64.15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Hertfordshire Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13618/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-24","captured_at":"2026-07-28 21:38:15"},{"signal_id":"8ade1d2b112bb2c73e09ddc156a38718","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 11.42% lower than men's (2023/24)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 11.42% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.90%. Women are 42.71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-07","captured_at":"2026-07-28 21:38:15"},{"signal_id":"cea896d43887c02a009d0cd94722c3fe","headline":"West Midlands Police: women's median hourly pay is 11.7% lower than men's (2023/24)","summary":"West Midlands Police reported a median hourly gender pay gap of 11.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 32.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-01-25","captured_at":"2026-07-28 21:38:15"},{"signal_id":"0a1459836da0a15cde32659a7c9f6fc7","headline":"West Suffolk Nhs Foundation Trust: women's median hourly pay is 7.41% lower than men's (2023/24)","summary":"West Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 7.41% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 20.80%. Women are 72.46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13635/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-22","captured_at":"2026-07-28 21:38:15"},{"signal_id":"a65a6433014021a02436533c77af160e","headline":"West Sussex County Council: women's median hourly pay is 10.0% lower than men's (2023/24)","summary":"West Sussex County Council reported a median hourly gender pay gap of 10.0% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 69.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-09-26","captured_at":"2026-07-28 21:38:15"},{"signal_id":"76aa3d42a7bd1f07b354eee4f8886521","headline":"West Yorkshire Police: women's median hourly pay is 13.9% lower than men's (2023/24)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 13.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.41%. Women are 30.71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-12-22","captured_at":"2026-07-28 21:38:15"},{"signal_id":"be5053513a94f5f85e48b294cecbec16","headline":"WGC LTD: women's median hourly pay is 4.35% higher than men's (2023/24)","summary":"WGC LTD reported a median hourly gender pay gap of -4.35% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 0.76%. Women are 83.95% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WGC LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13697/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-06-07","captured_at":"2026-07-28 21:38:15"},{"signal_id":"66a313461e45e5df7c2ea8dbf1ed386c","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 4.55% lower than men's (2023/24)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 4.55% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 10.54%. Women are 48.59% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-08","captured_at":"2026-07-28 21:38:15"},{"signal_id":"945b40dbb19d45a7addac3552d1988ed","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 0.1% lower than men's (2023/24)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 0.1% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-01","captured_at":"2026-07-28 21:38:15"},{"signal_id":"0c784e4161fab84acf6874cdb51238a2","headline":"Wigan Metropolitan Borough Council: women's median hourly pay is 2.87% higher than men's (2023/24)","summary":"Wigan Metropolitan Borough Council reported a median hourly gender pay gap of -2.87% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is -2.27%. Women are 71.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wigan Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13763/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-19","captured_at":"2026-07-28 21:38:15"},{"signal_id":"f3dd047174cfb36350bdd265d032bf3d","headline":"WILLIAM HILL LIMITED: women's median hourly pay is 2.8% lower than men's (2023/24)","summary":"WILLIAM HILL LIMITED reported a median hourly gender pay gap of 2.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 14.2%. Women are 35.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILLIAM HILL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/279/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-13","captured_at":"2026-07-28 21:38:15"},{"signal_id":"32e43cc7932172f774712f99e761ce1d","headline":"WINCANTON GROUP LIMITED: women's median hourly pay is 13.6% lower than men's (2023/24)","summary":"WINCANTON GROUP LIMITED reported a median hourly gender pay gap of 13.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18851/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:15"},{"signal_id":"f3a2c056832b0830a471e4d77a130661","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 5.9% lower than men's (2023/24)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 5.9% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.4%. Women are 71.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"b8807daea663491f75ad1179e6b23645","headline":"WM MORRISON SUPERMARKETS LIMITED: women's median hourly pay is 3% lower than men's (2023/24)","summary":"WM MORRISON SUPERMARKETS LIMITED reported a median hourly gender pay gap of 3% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WM MORRISON SUPERMARKETS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8643/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-28","captured_at":"2026-07-28 21:38:15"},{"signal_id":"43c119099b8f06c9449b96532c4e2331","headline":"Worcestershire Acute Hospitals NHS Trust: women's median hourly pay is 18.2% lower than men's (2023/24)","summary":"Worcestershire Acute Hospitals NHS Trust reported a median hourly gender pay gap of 18.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 29.89%. Women are 84.44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Worcestershire Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16751/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-11-13","captured_at":"2026-07-28 21:38:15"},{"signal_id":"283ff5d581f79dd3ea57c1e330cf1a41","headline":"WREN KITCHENS LIMITED: women's median hourly pay is 12.2% lower than men's (2023/24)","summary":"WREN KITCHENS LIMITED reported a median hourly gender pay gap of 12.2% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 27.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WREN KITCHENS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13926/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"3480bac24fb65a63575c6bfdcbe99fe4","headline":"Wrexham County Borough Council: women's median hourly pay is 14.8% lower than men's (2023/24)","summary":"Wrexham County Borough Council reported a median hourly gender pay gap of 14.8% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrexham County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19258/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"b228e0ed89ef0c4e6366541b15ef7e85","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 12.7% lower than men's (2023/24)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 12.7% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 69.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-01","captured_at":"2026-07-28 21:38:15"},{"signal_id":"d49f9002aebddf5242cf9fa332112b0c","headline":"WSP UK LIMITED: women's median hourly pay is 23.00% lower than men's (2023/24)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 23.00% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 19.04%. Women are 19.26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"621b1b06164da800c6679c79c798b129","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 7.4% lower than men's (2023/24)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 7.4% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 26.9%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2023-10-10","captured_at":"2026-07-28 21:38:15"},{"signal_id":"a5eb90de4a457b5c410895f2c1fc45c7","headline":"Yorkshire Ambulance Service Nhs Trust: women's median hourly pay is 9.07% lower than men's (2023/24)","summary":"Yorkshire Ambulance Service Nhs Trust reported a median hourly gender pay gap of 9.07% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 8.84%. Women are 44.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Yorkshire Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14030/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-02-27","captured_at":"2026-07-28 21:38:15"},{"signal_id":"afcd2db9d4f8d5a8d8be62edcf05dfe0","headline":"YOUNG & CO'S BREWERY PLC: women's median hourly pay is 4.6% lower than men's (2023/24)","summary":"YOUNG & CO'S BREWERY PLC reported a median hourly gender pay gap of 4.6% for the 2023/24 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 37.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"YOUNG & CO'S BREWERY PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14036/reporting-year-2023/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-03-20","captured_at":"2026-07-28 21:38:15"},{"signal_id":"19fcaac6194411fc39c9ebc5a82a1a93","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 4.8% lower than men's (2024/25)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 4.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 27.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:15"},{"signal_id":"1482bcd890f3a40259230b90c10a7a61","headline":"24 X 7 LTD.: there is no median hourly pay gap (2024/25)","summary":"24 X 7 LTD. reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 48% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"24 X 7 LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/695/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:15"},{"signal_id":"0d48d22f6c95765e4b2a540c3a7c072c","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 8.5% lower than men's (2024/25)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 8.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:15"},{"signal_id":"f8be77f1b3aa540fadb565af333419cb","headline":"ABM FACILITY SERVICES UK LIMITED: there is no median hourly pay gap (2024/25)","summary":"ABM FACILITY SERVICES UK LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.8%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ABM FACILITY SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/805/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:15"},{"signal_id":"6ad4eb956df4fe6f6654bcf6138a25a0","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 18.2% lower than men's (2024/25)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 18.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.7%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:16"},{"signal_id":"90318a7ae89d9ac59dcdc4dcc6d4d511","headline":"ACHIEVE TOGETHER LIMITED: women's median hourly pay is 3.36% lower than men's (2024/25)","summary":"ACHIEVE TOGETHER LIMITED reported a median hourly gender pay gap of 3.36% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.80%. Women are 65.31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACHIEVE TOGETHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12541/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"379c86c34069966400f18688ef23102f","headline":"ACORN CARE AND EDUCATION LIMITED: women's median hourly pay is 1.6% lower than men's (2024/25)","summary":"ACORN CARE AND EDUCATION LIMITED reported a median hourly gender pay gap of 1.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACORN CARE AND EDUCATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/23243/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-05-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"91a43b14cc2d0e193d48f05b7bba8f07","headline":"ADECCO UK LIMITED: women's median hourly pay is 0.1% lower than men's (2024/25)","summary":"ADECCO UK LIMITED reported a median hourly gender pay gap of 0.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -19.2%. Women are 47.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADECCO UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/899/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4814089a9678124c8f56280d3dcb466d","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 7.0% lower than men's (2024/25)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 7.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"403232203afa13286a6f596587d283cf","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 0.6% higher than men's (2024/25)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -0.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.2%. Women are 14.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-31","captured_at":"2026-07-28 21:38:16"},{"signal_id":"27917c3f00df739727576a7a74a56e24","headline":"ALDI STORES LIMITED: women's median hourly pay is 5.34% lower than men's (2024/25)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 5.34% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.46%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:16"},{"signal_id":"9163ff418112da16eacaaf38be4b7048","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 5.1% lower than men's (2024/25)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 5.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 32.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:16"},{"signal_id":"59387e82e5b30abff76c99ee7010868d","headline":"ALLIANCE PROPERTY HOLDINGS LIMITED: there is no median hourly pay gap (2024/25)","summary":"ALLIANCE PROPERTY HOLDINGS LIMITED reported a median hourly gender pay gap of 0.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.2%. Women are 54.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE PROPERTY HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22869/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"489afeb514fbf3ed0c8f132d375cbbae","headline":"ALTRAD EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 21% lower than men's (2024/25)","summary":"ALTRAD EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 21% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALTRAD EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21061/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-24","captured_at":"2026-07-28 21:38:16"},{"signal_id":"fb7a68fd5ce027792751aeab98a1d2d8","headline":"AMAZON UK SERVICES LTD.: women's median hourly pay is 2.2% lower than men's (2024/25)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of 2.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -2%. Women are 32.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"51826edee4566f425cad1a1c4e158dc8","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 24.41% lower than men's (2024/25)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 24.41% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.60%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"3b4ba9f141b2f20f10e4cc995d3559e5","headline":"ANCHOR HANOVER GROUP: women's median hourly pay is 1.80% lower than men's (2024/25)","summary":"ANCHOR HANOVER GROUP reported a median hourly gender pay gap of 1.80% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.60%. Women are 71.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR HANOVER GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19327/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"fa1931949b27bb8f6e18108d3596983d","headline":"Aneurin Bevan University Health Board: women's median hourly pay is 9.68% lower than men's (2024/25)","summary":"Aneurin Bevan University Health Board reported a median hourly gender pay gap of 9.68% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.71%. Women are 71.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Aneurin Bevan University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20586/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"2aae1b9fdd91c9efe5d54f5cc44b062b","headline":"ANGARD STAFFING SOLUTIONS LIMITED: women's median hourly pay is 2.5% lower than men's (2024/25)","summary":"ANGARD STAFFING SOLUTIONS LIMITED reported a median hourly gender pay gap of 2.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.7%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGARD STAFFING SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14907/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:16"},{"signal_id":"97f9459c57e53fdaff85072663b8dfdf","headline":"ANGLIAN WATER SERVICES LIMITED: women's median hourly pay is 11.6% lower than men's (2024/25)","summary":"ANGLIAN WATER SERVICES LIMITED reported a median hourly gender pay gap of 11.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 34.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLIAN WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1285/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-20","captured_at":"2026-07-28 21:38:16"},{"signal_id":"541a0d57aa511031437d0e68a3fb7d0f","headline":"ANGLO BEEF PROCESSORS HOLDINGS: women's median hourly pay is 5.2% lower than men's (2024/25)","summary":"ANGLO BEEF PROCESSORS HOLDINGS reported a median hourly gender pay gap of 5.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLO BEEF PROCESSORS HOLDINGS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1289/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f02d366def16aa5c2943d40644563e25","headline":"ARAMARK LIMITED: women's median hourly pay is 14.3% lower than men's (2024/25)","summary":"ARAMARK LIMITED reported a median hourly gender pay gap of 14.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26%. Women are 26.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARAMARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1361/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f5e6674d93635e5d50acf9322235a63a","headline":"ARCADIS HUMAN RESOURCES LIMITED: women's median hourly pay is 21.4% lower than men's (2024/25)","summary":"ARCADIS HUMAN RESOURCES LIMITED reported a median hourly gender pay gap of 21.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 21.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARCADIS HUMAN RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1372/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:16"},{"signal_id":"26375421a03873c3932769be77d61717","headline":"ARGOS LIMITED: women's median hourly pay is 4.5% lower than men's (2024/25)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 4.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.7%. Women are 33.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:16"},{"signal_id":"047f982a9769f92305b532608cb4a1c6","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 3.6% lower than men's (2024/25)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 3.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 16.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-27","captured_at":"2026-07-28 21:38:16"},{"signal_id":"6bf80b19ce0233ceb2c462d7b8412620","headline":"ARRIVA RAIL LONDON LIMITED: women's median hourly pay is 44.8% lower than men's (2024/25)","summary":"ARRIVA RAIL LONDON LIMITED reported a median hourly gender pay gap of 44.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.1%. Women are 11.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARRIVA RAIL LONDON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15632/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:16"},{"signal_id":"ea5706b81a1214d0733f0a79ef8482a2","headline":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED: women's median hourly pay is 34.2% lower than men's (2024/25)","summary":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED reported a median hourly gender pay gap of 34.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 51.8%. Women are 22.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1454/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"b1e6d3de3c58fd928fd06224350fbd1e","headline":"ASDA EXPRESS LIMITED: there is no median hourly pay gap (2024/25)","summary":"ASDA EXPRESS LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.2%. Women are 45.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA EXPRESS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4765/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-19","captured_at":"2026-07-28 21:38:16"},{"signal_id":"b60ae75c67f6732485729b148d078e5f","headline":"ASDA STORES LIMITED: women's median hourly pay is 4% lower than men's (2024/25)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 35.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-19","captured_at":"2026-07-28 21:38:16"},{"signal_id":"9286536e70d41b96ede6259f61a82e85","headline":"Ashford and St. Peter's Hospitals NHS Foundation Trust: women's median hourly pay is 2.4% lower than men's (2024/25)","summary":"Ashford and St. Peter's Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 2.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.05%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ashford and St. Peter's Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17212/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-30","captured_at":"2026-07-28 21:38:16"},{"signal_id":"5f433e802c7e36d867b043c47e1a29a0","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 7.7% lower than men's (2024/25)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 7.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 43.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:16"},{"signal_id":"6a6912ca22114f33c5a59ea30496e4ef","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 14.1% lower than men's (2024/25)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 14.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.7%. Women are 21.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f734434b36a7ee61982b3289f25d5821","headline":"ATLAS FM PAYROLL LIMITED: women's median hourly pay is 3.69% lower than men's (2024/25)","summary":"ATLAS FM PAYROLL LIMITED reported a median hourly gender pay gap of 3.69% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.09%. Women are 45.58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATLAS FM PAYROLL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/29317/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f68e433eb51f1f003b83831bd1dbd6ae","headline":"ATOS IT SERVICES UK LIMITED: women's median hourly pay is 15.58% lower than men's (2024/25)","summary":"ATOS IT SERVICES UK LIMITED reported a median hourly gender pay gap of 15.58% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.02%. Women are 33.07% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATOS IT SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1576/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-14","captured_at":"2026-07-28 21:38:16"},{"signal_id":"08573bff457372d7d72db339e52bdb09","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 26.4% lower than men's (2024/25)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 26.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:16"},{"signal_id":"d88fb158d0f801f49362c7b480a0b6a6","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 20.8% lower than men's (2024/25)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 20.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-25","captured_at":"2026-07-28 21:38:16"},{"signal_id":"c3e6d87b07df0ce79aed5d6284653032","headline":"Avon & Wiltshire Mental Health Partnership NHS Trust: women's median hourly pay is 5.6% lower than men's (2024/25)","summary":"Avon & Wiltshire Mental Health Partnership NHS Trust reported a median hourly gender pay gap of 5.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 71.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon & Wiltshire Mental Health Partnership NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15705/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-09","captured_at":"2026-07-28 21:38:16"},{"signal_id":"bf248883d6d12a82c304929131b3bfe1","headline":"Avon and Somerset Police: women's median hourly pay is 9.1% lower than men's (2024/25)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 9.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.1%. Women are 37.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f5de0c203f5e670d162d2558941dda5d","headline":"AWE PLC: women's median hourly pay is 16.5% lower than men's (2024/25)","summary":"AWE PLC reported a median hourly gender pay gap of 16.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.1%. Women are 17.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:16"},{"signal_id":"d08280b4e61ec8f756cf9795c58f89f9","headline":"B&Q LIMITED: women's median hourly pay is 0.4% lower than men's (2024/25)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 0.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 41.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"98aaca0a0e308a1075dc99d244484af2","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 5.2% lower than men's (2024/25)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 5.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 16.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"fff7f072feb6eb1b6d3417d53dd30e6e","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 12.5% lower than men's (2024/25)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 12.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 14.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"829578581842b76ac7f50feb8651a0dc","headline":"BAE SYSTEMS PLC: women's median hourly pay is 8.1% lower than men's (2024/25)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 8.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 21.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"2f753d90d0221ecc503afcd4d7a13d83","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 3.1% lower than men's (2024/25)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 3.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 17.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"af93fe9c9378ac5ffa5d64ae8a403806","headline":"BAKKAVOR FOODS LIMITED: women's median hourly pay is 4.9% lower than men's (2024/25)","summary":"BAKKAVOR FOODS LIMITED reported a median hourly gender pay gap of 4.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 33.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1752/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:16"},{"signal_id":"0b37c6b0cec0a47296ba7d02119910a2","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 22.6% lower than men's (2024/25)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 22.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.6%. Women are 14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"b6b5362874baf38677d02b19b56a8001","headline":"Bank of England: women's median hourly pay is 16.6% lower than men's (2024/25)","summary":"Bank of England reported a median hourly gender pay gap of 16.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.0%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bank of England","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14475/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-08-14","captured_at":"2026-07-28 21:38:16"},{"signal_id":"bcf4d80dff53e249bfd6e39098eaf974","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 0.73% lower than men's (2024/25)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 0.73% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.10%. Women are 76.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f91520118e61259ee18347ccdc1236b1","headline":"BARCLAYS BANK PLC: women's median hourly pay is 30.6% lower than men's (2024/25)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 30.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 38.6%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-13","captured_at":"2026-07-28 21:38:16"},{"signal_id":"5b9fc0a1f771f63692334c1cdb35dea6","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 10.6% lower than men's (2024/25)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 10.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.6%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-13","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4b1cce370934e08bde7d4e8327878847","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 21.3% lower than men's (2024/25)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 21.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-13","captured_at":"2026-07-28 21:38:16"},{"signal_id":"cea71c97ab64ecd1d09e18d2f2458425","headline":"Barking Havering & Redbridge Hospitals N H S Trust: women's median hourly pay is 19.8% lower than men's (2024/25)","summary":"Barking Havering & Redbridge Hospitals N H S Trust reported a median hourly gender pay gap of 19.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.6%. Women are 57.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barking Havering & Redbridge Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1820/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-30","captured_at":"2026-07-28 21:38:16"},{"signal_id":"0ad919a0755365abbf177e9d9aa2aeae","headline":"BARNARDO'S: women's median hourly pay is 5.09% lower than men's (2024/25)","summary":"BARNARDO'S reported a median hourly gender pay gap of 5.09% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.05%. Women are 77.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"9de044ba4c5da2e125a68b4e55308501","headline":"Barts Health Nhs Trust: women's median hourly pay is 4.8% lower than men's (2024/25)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 4.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 57.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f3037a4ea8a813505e467eebb3ee5efa","headline":"BAXTERSTOREY LIMITED: women's median hourly pay is 7.77% lower than men's (2024/25)","summary":"BAXTERSTOREY LIMITED reported a median hourly gender pay gap of 7.77% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.12%. Women are 38.86% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAXTERSTOREY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1876/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:16"},{"signal_id":"111a04f35307c9ba6a015d9e456d1aca","headline":"BDO SERVICES LIMITED: women's median hourly pay is 9.6% lower than men's (2024/25)","summary":"BDO SERVICES LIMITED reported a median hourly gender pay gap of 9.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 39.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/127/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-12","captured_at":"2026-07-28 21:38:16"},{"signal_id":"96bd847c1430747d6b322fb8b83c506f","headline":"BDW TRADING LIMITED: women's median hourly pay is 7.9% lower than men's (2024/25)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of 7.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 26.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"87ffd2a67b9d9e7ba4721c5f4db9cad2","headline":"Bedfordshire Hospitals NHS Foundation Trust: women's median hourly pay is 14.4% lower than men's (2024/25)","summary":"Bedfordshire Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 14.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.66%. Women are 63.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bedfordshire Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21232/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"98c1305e151b7b8fdac6e1a0f0271175","headline":"Berkshire Healthcare Nhs Foundation Trust: women's median hourly pay is 12.36% lower than men's (2024/25)","summary":"Berkshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 12.36% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.99%. Women are 74.91% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Berkshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1992/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:16"},{"signal_id":"871da3524d33e2526616863ef3d33610","headline":"BESTWAY PANACEA HOLDINGS LIMITED: there is no median hourly pay gap (2024/25)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 65.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"012ec84a3e3fe76b712498dedc1f6e98","headline":"Betsi Cadwaladr University Health Board: women's median hourly pay is 6.65% lower than men's (2024/25)","summary":"Betsi Cadwaladr University Health Board reported a median hourly gender pay gap of 6.65% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.58%. Women are 72.77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Betsi Cadwaladr University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22400/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4a3a498581cdf031e2ed58333b5bd0ef","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 6.3% lower than men's (2024/25)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 6.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 18.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-07-15","captured_at":"2026-07-28 21:38:16"},{"signal_id":"0d03268c9b75dbb5d390680a28b8fe38","headline":"BIFFA WASTE SERVICES LIMITED: women's median hourly pay is 0.2% higher than men's (2024/25)","summary":"BIFFA WASTE SERVICES LIMITED reported a median hourly gender pay gap of -0.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -14.9%. Women are 25.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIFFA WASTE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/656/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:16"},{"signal_id":"e710e1cb6453a81d31903bca10239d08","headline":"Birmingham & Solihull Mental Health Trust: women's median hourly pay is 0.56% lower than men's (2024/25)","summary":"Birmingham & Solihull Mental Health Trust reported a median hourly gender pay gap of 0.56% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.87%. Women are 70.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham & Solihull Mental Health Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2086/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-27","captured_at":"2026-07-28 21:38:16"},{"signal_id":"ae95a948c5795c9a821bf3548a570d2b","headline":"Birmingham City Council: women's median hourly pay is 0.1% lower than men's (2024/25)","summary":"Birmingham City Council reported a median hourly gender pay gap of 0.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.7%. Women are 57.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-06-13","captured_at":"2026-07-28 21:38:16"},{"signal_id":"fbf6672816065c17d5467935c8aa56e7","headline":"Birmingham Community Healthcare NHS Foundation Trust: women's median hourly pay is 0.30% lower than men's (2024/25)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 0.30% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.94%. Women are 78.81% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:16"},{"signal_id":"6a5a6a85fce707d3df995a9899021d53","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 15.05% lower than men's (2024/25)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 15.05% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.55%. Women are 69.69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-07","captured_at":"2026-07-28 21:38:16"},{"signal_id":"7af2dfba37596ef96d7a79858fcc51df","headline":"BKUK GROUP LIMITED: there is no median hourly pay gap (2024/25)","summary":"BKUK GROUP LIMITED reported a median hourly gender pay gap of 0.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.5%. Women are 42.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BKUK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19263/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"dcab2a14facc388a90550a42874d6727","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 0.92% lower than men's (2024/25)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 0.92% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.87%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"fc244ae189fac54d4f3f4ff2e7892f8d","headline":"Bloomberg LP: women's median hourly pay is 23.8% lower than men's (2024/25)","summary":"Bloomberg LP reported a median hourly gender pay gap of 23.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.9%. Women are 23.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bloomberg LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16272/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"a03d196796d07aa9b11b50952d2a6022","headline":"BLUE ARROW LTD.: women's median hourly pay is 7.85% lower than men's (2024/25)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 7.85% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.51%. Women are 30.15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:16"},{"signal_id":"086bb8b70c5e8d00c954b370a18cced9","headline":"BNP PARIBAS LONDON BRANCH: women's median hourly pay is 28.8% lower than men's (2024/25)","summary":"BNP PARIBAS LONDON BRANCH reported a median hourly gender pay gap of 28.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 36.3%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BNP PARIBAS LONDON BRANCH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15117/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"0546c8849316e61239963df74c59915c","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 12.98% lower than men's (2024/25)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 12.98% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.16%. Women are 74.69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4a5a92b29aed8439c007a30d5a977ff4","headline":"BOOKER LIMITED: women's median hourly pay is 11.60% lower than men's (2024/25)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 11.60% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.80%. Women are 18.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-12","captured_at":"2026-07-28 21:38:16"},{"signal_id":"8f2531b63252b9c0e552c2988f4f9004","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 0.6% lower than men's (2024/25)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 69.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"c7e235207dd7328a5367805046f10637","headline":"Bournemouth, Christchurch & Poole Council: women's median hourly pay is 6.04% higher than men's (2024/25)","summary":"Bournemouth, Christchurch & Poole Council reported a median hourly gender pay gap of -6.04% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -1.72%. Women are 64.92% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bournemouth, Christchurch & Poole Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20150/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-06","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4262acf7edb9c6703bcd87fb1f443d54","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 8.6% lower than men's (2024/25)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 8.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:16"},{"signal_id":"0a35e91224f5063d8a42a953532b59f6","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 6.1% lower than men's (2024/25)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 6.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.1%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-13","captured_at":"2026-07-28 21:38:16"},{"signal_id":"a9d5f0b2718cf6442ac2a9cc84dd2635","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 7.3% lower than men's (2024/25)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 7.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 90.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:16"},{"signal_id":"d687e7fed6516eb4100a5b8b51708018","headline":"Bristol City Council: women's median hourly pay is 7.38% lower than men's (2024/25)","summary":"Bristol City Council reported a median hourly gender pay gap of 7.38% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.76%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-14","captured_at":"2026-07-28 21:38:16"},{"signal_id":"1f9fcb9bfb3eef50081c8d344d89d2e4","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 27% lower than men's (2024/25)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 27% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 54%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:16"},{"signal_id":"384b72f435546a1d5a2af0e74faa9e75","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 7.9% lower than men's (2024/25)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 7.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-09","captured_at":"2026-07-28 21:38:16"},{"signal_id":"2636b9356e705ad7eb799ddecf96d31e","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 3.3% lower than men's (2024/25)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 3.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-11","captured_at":"2026-07-28 21:38:16"},{"signal_id":"cc7133912d8d31ea9809c37b649aba01","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 1.8% lower than men's (2024/25)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 1.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-11","captured_at":"2026-07-28 21:38:16"},{"signal_id":"1ec19ab8eef12e4862171f4cdd515ed3","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 8.0% lower than men's (2024/25)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of 8.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.0%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:16"},{"signal_id":"01d4a49c96e8ddf4fb03779f3162ce4d","headline":"BROOK STREET (UK) LIMITED: women's median hourly pay is 0.2% lower than men's (2024/25)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.2%. Women are 60.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"03f8640fcdbf6fb11ac491e1d94f3549","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 13.9% lower than men's (2024/25)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 13.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.9%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-07","captured_at":"2026-07-28 21:38:16"},{"signal_id":"3aa34b6614cc7278a089cf91c120ea7f","headline":"BUSY BEES NURSERIES LIMITED: women's median hourly pay is 4% lower than men's (2024/25)","summary":"BUSY BEES NURSERIES LIMITED reported a median hourly gender pay gap of 4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.1%. Women are 91.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUSY BEES NURSERIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2603/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:16"},{"signal_id":"02949bd14c13cb1c1ccd5641af1f312d","headline":"BYLOR SERVICES LIMITED: women's median hourly pay is 19.3% lower than men's (2024/25)","summary":"BYLOR SERVICES LIMITED reported a median hourly gender pay gap of 19.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 0.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BYLOR SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18198/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"23a9348bb42517d84a26fb58461d48c9","headline":"CADENT GAS LIMITED: women's median hourly pay is 15.29% lower than men's (2024/25)","summary":"CADENT GAS LIMITED reported a median hourly gender pay gap of 15.29% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.42%. Women are 20.88% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CADENT GAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15469/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:16"},{"signal_id":"e5049a60cfa32b0e57143111cce9ad6d","headline":"Caerphilly County Borough Council: women's median hourly pay is 4.9% lower than men's (2024/25)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of 4.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 65.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:16"},{"signal_id":"893b02c3eba1d7319135fc58ed4de826","headline":"CAFFE NERO GROUP HOLDINGS LTD: women's median hourly pay is 0.19% lower than men's (2024/25)","summary":"CAFFE NERO GROUP HOLDINGS LTD reported a median hourly gender pay gap of 0.19% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.34%. Women are 61.23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAFFE NERO GROUP HOLDINGS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10606/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"d1be85aa27692107ba18f59fb273402a","headline":"Calderdale & Huddersfield N H S: women's median hourly pay is 18.9% lower than men's (2024/25)","summary":"Calderdale & Huddersfield N H S reported a median hourly gender pay gap of 18.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 64.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Calderdale & Huddersfield N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2679/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:16"},{"signal_id":"bc5362c0cf027f82d19ea666e282a7ee","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 9.6% lower than men's (2024/25)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 9.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.9%. Women are 61.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-29","captured_at":"2026-07-28 21:38:16"},{"signal_id":"926727e08cebd18c7731fddbf7b2045d","headline":"CAPGEMINI UK PLC: women's median hourly pay is 18.1% lower than men's (2024/25)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 18.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 18.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4ff7111960f30658d3df543aa227c127","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 22.2% lower than men's (2024/25)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 22.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.3%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:16"},{"signal_id":"09b71a40addd13c8dac401351657f013","headline":"Cardiff and Vale University Health Board: women's median hourly pay is 0.73% higher than men's (2024/25)","summary":"Cardiff and Vale University Health Board reported a median hourly gender pay gap of -0.73% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.78%. Women are 69.86% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff and Vale University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22349/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-07","captured_at":"2026-07-28 21:38:16"},{"signal_id":"644fdcf33082030c248d86582c7a474d","headline":"Cardiff Council: women's median hourly pay is 6.42% lower than men's (2024/25)","summary":"Cardiff Council reported a median hourly gender pay gap of 6.42% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.69%. Women are 72.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17962/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-29","captured_at":"2026-07-28 21:38:16"},{"signal_id":"122fad42166b2127a9a7cbdf2d5aa65b","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 8.5% lower than men's (2024/25)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 8.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:16"},{"signal_id":"de42b7a42c008baf552f2700228bbc03","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 1.6% lower than men's (2024/25)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 1.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5%. Women are 71.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"cdca2ffe435ddd112d0363c0f8a80d5a","headline":"CATER LINK LIMITED: women's median hourly pay is 16% lower than men's (2024/25)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 16% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:16"},{"signal_id":"e84aaa4e3aba83c7b145400ee09d1bf0","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 15.5% lower than men's (2024/25)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 15.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4da05ddc79b0324a7fe7454a5df1c8f4","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2024/25)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 54.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:16"},{"signal_id":"f5554f37a4ebf49d4334130d6eadb11d","headline":"CENTER PARCS LIMITED: women's median hourly pay is 6.1% lower than men's (2024/25)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 6.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 58.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:16"},{"signal_id":"0b98e87612dad3058043dab7294f0070","headline":"Central & North West London N H S: women's median hourly pay is 11.1447% lower than men's (2024/25)","summary":"Central & North West London N H S reported a median hourly gender pay gap of 11.1447% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.5999%. Women are 71.08% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central & North West London N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3031/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-08-13","captured_at":"2026-07-28 21:38:16"},{"signal_id":"7332e7498c2dcb25eb905eff34b033ad","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 13.3% lower than men's (2024/25)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 13.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13%. Women are 51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4840c20890ff41690ab7471b63174d9e","headline":"Central London Community Healthcare Nhs Trust: women's median hourly pay is 1.95% lower than men's (2024/25)","summary":"Central London Community Healthcare Nhs Trust reported a median hourly gender pay gap of 1.95% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.71%. Women are 79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central London Community Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3039/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"9c36f4ca63a6c87cd26712b6db700c28","headline":"CERA CARE CARERS LTD: women's median hourly pay is 1.7% higher than men's (2024/25)","summary":"CERA CARE CARERS LTD reported a median hourly gender pay gap of -1.70% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -1.1%. Women are 84.12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CERA CARE CARERS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/23663/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:16"},{"signal_id":"4cc625ae6643a8dff75b3f40be4ca680","headline":"CGI IT UK LIMITED: women's median hourly pay is 8.4% lower than men's (2024/25)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 8.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 17.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:16"},{"signal_id":"a97f048a9c36f3533965ee88655aee0b","headline":"CH & CO CATERING LIMITED: women's median hourly pay is 8.4% lower than men's (2024/25)","summary":"CH & CO CATERING LIMITED reported a median hourly gender pay gap of 8.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.6%. Women are 37.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CH & CO CATERING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3083/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:16"},{"signal_id":"40b0e5e740a6b512aa0bfb50c4bbc451","headline":"CHALLENGE-TRG RECRUITMENT LIMITED: women's median hourly pay is 9.99% lower than men's (2024/25)","summary":"CHALLENGE-TRG RECRUITMENT LIMITED reported a median hourly gender pay gap of 9.99% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.95%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHALLENGE-TRG RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/567/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:17"},{"signal_id":"33e3a8abde2b789bd225e8415f388593","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 12.2% lower than men's (2024/25)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 12.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.9%. Women are 75.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:17"},{"signal_id":"58f29ff1fe88e2cb20be60c10591986b","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 3.92% lower than men's (2024/25)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 3.92% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.03%. Women are 54.24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:17"},{"signal_id":"2fdf0912c4282ad608dc9824f50bf159","headline":"CINEWORLD CINEMAS LIMITED: women's median hourly pay is 1.93% lower than men's (2024/25)","summary":"CINEWORLD CINEMAS LIMITED reported a median hourly gender pay gap of 1.93% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.21%. Women are 41.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CINEWORLD CINEMAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3254/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"c84db3c6bce0564578d66ea8a1af2953","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 4.1% lower than men's (2024/25)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of 4.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 73.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:17"},{"signal_id":"4f3cdd277d0b2e74c9016a5d2eeef766","headline":"CITIBANK N.A: women's median hourly pay is 15.6% lower than men's (2024/25)","summary":"CITIBANK N.A reported a median hourly gender pay gap of 15.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.5%. Women are 29.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CITIBANK N.A","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16457/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"815ad75e3fd4a9514332d4acd884b7d3","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 6.7% lower than men's (2024/25)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 6.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 56.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"7a4396d5267bf18863ed9a2cd0280bb9","headline":"City of London Corporation: there is no median hourly pay gap (2024/25)","summary":"City of London Corporation reported a median hourly gender pay gap of 0.00% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.08%. Women are 47.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City of London Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3288/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:17"},{"signal_id":"ffdee7a97bc1fb09c3841d000a91ff07","headline":"CLYDESDALE BANK LIMITED: women's median hourly pay is 35.7% lower than men's (2024/25)","summary":"CLYDESDALE BANK LIMITED reported a median hourly gender pay gap of 35.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.5%. Women are 39.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLYDESDALE BANK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/85/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-11-26","captured_at":"2026-07-28 21:38:17"},{"signal_id":"f8575339324b31666206847cae261ff5","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 6.5% lower than men's (2024/25)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 6.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 32.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"784741bb724a2180e9877b8fc05c5ad3","headline":"COGNIZANT WORLDWIDE LIMITED: women's median hourly pay is 10.5% lower than men's (2024/25)","summary":"COGNIZANT WORLDWIDE LIMITED reported a median hourly gender pay gap of 10.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.4%. Women are 14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COGNIZANT WORLDWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/164/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:17"},{"signal_id":"dbb762501e685acc91cf2b1472d92ec7","headline":"COMMUNITY INTEGRATED CARE: women's median hourly pay is 0.8% lower than men's (2024/25)","summary":"COMMUNITY INTEGRATED CARE reported a median hourly gender pay gap of 0.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.2%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMMUNITY INTEGRATED CARE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3479/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"d9325d286ff7763223023c89cc758624","headline":"COMPASS GROUP, UK AND IRELAND LIMITED: women's median hourly pay is 6.9% lower than men's (2024/25)","summary":"COMPASS GROUP, UK AND IRELAND LIMITED reported a median hourly gender pay gap of 6.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 46.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMPASS GROUP, UK AND IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14481/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:17"},{"signal_id":"94d61e55c4485e5c5e4dc9b98258a8d4","headline":"CONCENTRIX TSC UK LTD: women's median hourly pay is 1.3% lower than men's (2024/25)","summary":"CONCENTRIX TSC UK LTD reported a median hourly gender pay gap of 1.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 45.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONCENTRIX TSC UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12086/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"85b6bcd5ba96310197067f42f8965e68","headline":"CONNEX EDUCATION PARTNERSHIP LIMITED: women's median hourly pay is 4% lower than men's (2024/25)","summary":"CONNEX EDUCATION PARTNERSHIP LIMITED reported a median hourly gender pay gap of 4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONNEX EDUCATION PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22363/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"563aed50f41a14e80da52ba3238a8e6b","headline":"Cornwall Council: women's median hourly pay is 4.4% lower than men's (2024/25)","summary":"Cornwall Council reported a median hourly gender pay gap of 4.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.7%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:17"},{"signal_id":"98b6f72fcdeefa04a095966ad7ab3a4e","headline":"Cornwall Partnership Nhs Foundation Trust: women's median hourly pay is 7.1% lower than men's (2024/25)","summary":"Cornwall Partnership Nhs Foundation Trust reported a median hourly gender pay gap of 7.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 79.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Partnership Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3587/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:17"},{"signal_id":"8f5c1e83f690201e12568c44affbd570","headline":"COSTA LIMITED: there is no median hourly pay gap (2024/25)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 0.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.5%. Women are 58.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"676fb67e8b62ae38e6938ef8e3129948","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 1.9% lower than men's (2024/25)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of 1.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 36.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-09-11","captured_at":"2026-07-28 21:38:17"},{"signal_id":"f8e1e94a41a0fa45aec9f3995ed89e47","headline":"Countess of Chester Hospital NHS FT: women's median hourly pay is 5.99% lower than men's (2024/25)","summary":"Countess of Chester Hospital NHS FT reported a median hourly gender pay gap of 5.99% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.49%. Women are 70.93% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Countess of Chester Hospital NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15723/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"e0c1ab9e0bb2bf904a07be1e5c402cf4","headline":"COUNTRYWIDE ESTATE AGENTS LIMITED: women's median hourly pay is 20% lower than men's (2024/25)","summary":"COUNTRYWIDE ESTATE AGENTS LIMITED reported a median hourly gender pay gap of 20% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24%. Women are 48% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COUNTRYWIDE ESTATE AGENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3639/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"265d146b28fe01d7ee2669c3ec2309bb","headline":"County Durham And Darlington Nhs Foundation Trust: women's median hourly pay is 20.52% lower than men's (2024/25)","summary":"County Durham And Darlington Nhs Foundation Trust reported a median hourly gender pay gap of 20.52% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 29.56%. Women are 70.21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"County Durham And Darlington Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3645/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:17"},{"signal_id":"cece9351448829f7116b5718ddad75c9","headline":"Coventry City Council: women's median hourly pay is 1.5% higher than men's (2024/25)","summary":"Coventry City Council reported a median hourly gender pay gap of -1.50% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -1.74%. Women are 70.82% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Coventry City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3655/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:17"},{"signal_id":"0621aa1ba24a305c5247a395eb9cc620","headline":"CRANSWICK COUNTRY FOODS PLC: women's median hourly pay is 7.3% lower than men's (2024/25)","summary":"CRANSWICK COUNTRY FOODS PLC reported a median hourly gender pay gap of 7.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.6%. Women are 25.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CRANSWICK COUNTRY FOODS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3688/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"3f2f6c3b1830d3beb2f974b340540bdd","headline":"Crown Prosecution Service: women's median hourly pay is 21.1% lower than men's (2024/25)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 21.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.1%. Women are 60.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"fd104be524cb135f5a5f17497b34e3c9","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 3.3% lower than men's (2024/25)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 3.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.9%. Women are 26.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-05-30","captured_at":"2026-07-28 21:38:17"},{"signal_id":"6785c6309fb9c49fa41c89c06a02cfd6","headline":"CVS (UK) LIMITED: women's median hourly pay is 37.6% lower than men's (2024/25)","summary":"CVS (UK) LIMITED reported a median hourly gender pay gap of 37.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 36.5%. Women are 71.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CVS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3842/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"459a812b25d53b4b78e27d40eec18014","headline":"Cwm Taf Morgannwg University Health Board: women's median hourly pay is 11.5% lower than men's (2024/25)","summary":"Cwm Taf Morgannwg University Health Board reported a median hourly gender pay gap of 11.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.3%. Women are 69.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cwm Taf Morgannwg University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21829/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:17"},{"signal_id":"ae7bffcbecbc4b59ae3c9c4335bf1aa8","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 6.1% lower than men's (2024/25)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 6.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 48.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:17"},{"signal_id":"5d05cf66bf55fafd71aa7cbcd6308347","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 23.0% lower than men's (2024/25)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 23.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 30.1%. Women are 20.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:17"},{"signal_id":"203b9af82c7f6feb0b6e71908f7530b1","headline":"DELOITTE LLP: women's median hourly pay is 12.1% lower than men's (2024/25)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 12.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 41.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-08","captured_at":"2026-07-28 21:38:17"},{"signal_id":"f52679b9b9cb1251538252be58d2e3f5","headline":"DELOITTE MCS LIMITED: women's median hourly pay is 14.7% lower than men's (2024/25)","summary":"DELOITTE MCS LIMITED reported a median hourly gender pay gap of 14.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 32.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE MCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/400/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-08","captured_at":"2026-07-28 21:38:17"},{"signal_id":"7639b1a4f15bb93fe61e0e322c137487","headline":"Department for Business and Trade: women's median hourly pay is 9.15% lower than men's (2024/25)","summary":"Department for Business and Trade reported a median hourly gender pay gap of 9.15% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.24%. Women are 44.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Business and Trade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22631/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-19","captured_at":"2026-07-28 21:38:17"},{"signal_id":"6a8af5f0934fcf901243ad37fe095c92","headline":"Department for Education: women's median hourly pay is 8.2% lower than men's (2024/25)","summary":"Department for Education reported a median hourly gender pay gap of 8.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 54.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-11","captured_at":"2026-07-28 21:38:17"},{"signal_id":"e422d867eef91151dc6209e524a3da65","headline":"Department For Transport: women's median hourly pay is 12.1% lower than men's (2024/25)","summary":"Department For Transport reported a median hourly gender pay gap of 12.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-17","captured_at":"2026-07-28 21:38:17"},{"signal_id":"428dda5d60a17dd10774bf477c22412e","headline":"Department of Health and Social Care: women's median hourly pay is 13.9% lower than men's (2024/25)","summary":"Department of Health and Social Care reported a median hourly gender pay gap of 13.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department of Health and Social Care","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4035/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-17","captured_at":"2026-07-28 21:38:17"},{"signal_id":"3fef3b580a4971aa6fafcbf21c15d7cf","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 8.7% lower than men's (2024/25)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 8.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 52.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-17","captured_at":"2026-07-28 21:38:17"},{"signal_id":"fcab715c83ab048fac88f2345c798931","headline":"Derbyshire County Council: women's median hourly pay is 13.9% lower than men's (2024/25)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 13.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:17"},{"signal_id":"67ac5054c224ccacd241c5d11049ceeb","headline":"Devon & Cornwall Police: women's median hourly pay is 18.35% higher than men's (2024/25)","summary":"Devon & Cornwall Police reported a median hourly gender pay gap of -18.35% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.43%. Women are 34.56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon & Cornwall Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9904/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-19","captured_at":"2026-07-28 21:38:17"},{"signal_id":"3fccf5f197d1f9c751c78ed3d6fd7f8c","headline":"Devon County Council: women's median hourly pay is 12.97% lower than men's (2024/25)","summary":"Devon County Council reported a median hourly gender pay gap of 12.97% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.08%. Women are 66.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4070/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"b5d24d7219baaae230a3660d31de6311","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 4.9% lower than men's (2024/25)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 4.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 15.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:17"},{"signal_id":"d28c0b60b754023acc5be5984e849d17","headline":"DILIGENTA LIMITED: women's median hourly pay is 1.49% lower than men's (2024/25)","summary":"DILIGENTA LIMITED reported a median hourly gender pay gap of 1.49% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.36%. Women are 49.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DILIGENTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4127/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:17"},{"signal_id":"4d05042eabc837108cf34f240a1b9be1","headline":"DIMENSIONS (UK) LIMITED: women's median hourly pay is 1.7% lower than men's (2024/25)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 1.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:17"},{"signal_id":"e987adc6eee274f8ba0aca8d15fadcd5","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 25.1% lower than men's (2024/25)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 25.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.2%. Women are 27.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"50580114a47fdce9221a9ff55c274f02","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 29.4% lower than men's (2024/25)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 29.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 37.6%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-10","captured_at":"2026-07-28 21:38:17"},{"signal_id":"9eb0a01b492bc46728fea57b61e5ce7d","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 3% lower than men's (2024/25)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-12","captured_at":"2026-07-28 21:38:17"},{"signal_id":"6750a709b86b40693f176d6b5c25e1f8","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 1.95% lower than men's (2024/25)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 1.95% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.75%. Women are 77.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-16","captured_at":"2026-07-28 21:38:17"},{"signal_id":"01e4d26825ed043e3b7c6a804eae9d45","headline":"DPDGROUP UK LTD: women's median hourly pay is 9.1% lower than men's (2024/25)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of 9.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"2874b6ddea0303423433e7ebff648ceb","headline":"Dudley Metropolitan Borough Council: women's median hourly pay is 10.3% lower than men's (2024/25)","summary":"Dudley Metropolitan Borough Council reported a median hourly gender pay gap of 10.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dudley Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4294/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-11","captured_at":"2026-07-28 21:38:17"},{"signal_id":"da23a296c49feac37301679f455bd965","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 2.8% lower than men's (2024/25)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 2.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 52.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"d050588a17bd77fd23e1e1378073d955","headline":"Durham County Council: women's median hourly pay is 2.11% lower than men's (2024/25)","summary":"Durham County Council reported a median hourly gender pay gap of 2.11% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.63%. Women are 64.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-14","captured_at":"2026-07-28 21:38:17"},{"signal_id":"5a694c24498891b0ca4ac53f6df4c791","headline":"Durham University: women's median hourly pay is 20.5% lower than men's (2024/25)","summary":"Durham University reported a median hourly gender pay gap of 20.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.0%. Women are 40.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14890/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:17"},{"signal_id":"825de677eeec3be5e02952fc04fa459d","headline":"DX NETWORK SERVICES LIMITED: women's median hourly pay is 2.97% lower than men's (2024/25)","summary":"DX NETWORK SERVICES LIMITED reported a median hourly gender pay gap of 2.97% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.58%. Women are 22.11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DX NETWORK SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4334/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-10","captured_at":"2026-07-28 21:38:17"},{"signal_id":"b3ede93c7c9e553093223b2b087af349","headline":"E.ON UK LIMITED: women's median hourly pay is 25.2% lower than men's (2024/25)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 25.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-12","captured_at":"2026-07-28 21:38:17"},{"signal_id":"04b1186b65ad56ac7d97045dbafab463","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 9.3% lower than men's (2024/25)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 9.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 20.4%. Women are 64.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"aba5807dae161a711d7d44ff21d1d636","headline":"East Dunbartonshire Council: there is no median hourly pay gap (2024/25)","summary":"East Dunbartonshire Council reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.39%. Women are 79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Dunbartonshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19209/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-21","captured_at":"2026-07-28 21:38:17"},{"signal_id":"e2ae7d0d3a57183307daa95790aa8b3b","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 7.57% lower than men's (2024/25)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of 7.57% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.13%. Women are 78.75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:17"},{"signal_id":"ef28e1ba6affc7f153e766014d02f8ea","headline":"East London NHS Foundation Trust: women's median hourly pay is 0.85% lower than men's (2024/25)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 0.85% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.57%. Women are 67.58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"fee71d4225fc4acc8b3521b03c8bf0bf","headline":"East Of England Ambulance Service Nhs Trust: women's median hourly pay is 5.13% lower than men's (2024/25)","summary":"East Of England Ambulance Service Nhs Trust reported a median hourly gender pay gap of 5.13% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.88%. Women are 43.14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Of England Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4406/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-21","captured_at":"2026-07-28 21:38:17"},{"signal_id":"1ff0a73d5fbb1e4bad99224144c4a088","headline":"East Renfrewshire Council: women's median hourly pay is 13.9% lower than men's (2024/25)","summary":"East Renfrewshire Council reported a median hourly gender pay gap of 13.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Renfrewshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19920/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-07","captured_at":"2026-07-28 21:38:17"},{"signal_id":"e7141740d9e0c709668a9610a11b5c15","headline":"East Suffolk and North Essex NHS Foundation Trust: women's median hourly pay is 11.263% lower than men's (2024/25)","summary":"East Suffolk and North Essex NHS Foundation Trust reported a median hourly gender pay gap of 11.263% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.455%. Women are 64.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Suffolk and North Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19742/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:17"},{"signal_id":"ec266842d6c8e0b500e4bd816d6c663e","headline":"East Sussex Council: women's median hourly pay is 6.10% lower than men's (2024/25)","summary":"East Sussex Council reported a median hourly gender pay gap of 6.10% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.18%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4411/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"e4079c119f7c0ccf4d2d487512d1507b","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 4.4% lower than men's (2024/25)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 4.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 67.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-18","captured_at":"2026-07-28 21:38:17"},{"signal_id":"a9169389785044123a1a1d9d64022f78","headline":"EASYJET AIRLINE COMPANY LIMITED: women's median hourly pay is 47.1% lower than men's (2024/25)","summary":"EASYJET AIRLINE COMPANY LIMITED reported a median hourly gender pay gap of 47.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 52.1%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET AIRLINE COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4432/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"8bbdf21adf88a8792abf12d6ba7d68d1","headline":"EDF ENERGY LIMITED: women's median hourly pay is 30.6% lower than men's (2024/25)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 30.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.7%. Women are 28.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"144999a9c503c89499f379628efd580f","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 13% lower than men's (2024/25)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 13% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 12.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"f361e948ca0e9ed24858f4d1c2c4fa05","headline":"EE LIMITED: women's median hourly pay is 0.5% lower than men's (2024/25)","summary":"EE LIMITED reported a median hourly gender pay gap of 0.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"4f6836d38f210cf9f649cedbec3106b6","headline":"ELIS UK LIMITED: women's median hourly pay is 7.4% lower than men's (2024/25)","summary":"ELIS UK LIMITED reported a median hourly gender pay gap of 7.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 19.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ELIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19991/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:17"},{"signal_id":"0f20cd76400f31df0fced6a72d964541","headline":"ENTAIN MARKETING (UK) LIMITED: women's median hourly pay is 12.1% lower than men's (2024/25)","summary":"ENTAIN MARKETING (UK) LIMITED reported a median hourly gender pay gap of 12.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.0%. Women are 30.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENTAIN MARKETING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20816/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"ab19842b43ca8748a201d16ce5422035","headline":"ENTERPRISE RENT-A-CAR UK LIMITED: women's median hourly pay is 4.10% lower than men's (2024/25)","summary":"ENTERPRISE RENT-A-CAR UK LIMITED reported a median hourly gender pay gap of 4.10% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.10%. Women are 29.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENTERPRISE RENT-A-CAR UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4650/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:17"},{"signal_id":"ca2c41997650f866993a5c6d3c0af190","headline":"Epsom and St Helier University Hospitals NHS Trust: women's median hourly pay is 1.9% higher than men's (2024/25)","summary":"Epsom and St Helier University Hospitals NHS Trust reported a median hourly gender pay gap of -1.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 67.84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Epsom and St Helier University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15724/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:17"},{"signal_id":"180007fcda2f78fc0e8fb9f28f7ff37a","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 25.5% lower than men's (2024/25)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 25.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21%. Women are 22.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"9f73aee9dd657d8949da3316ae1f2874","headline":"ERNST & YOUNG LLP: women's median hourly pay is 10.1% lower than men's (2024/25)","summary":"ERNST & YOUNG LLP reported a median hourly gender pay gap of 10.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 39.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4702/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:17"},{"signal_id":"6879cb73a56931c11171dca772f375dd","headline":"Essex County Council: women's median hourly pay is 5.1% lower than men's (2024/25)","summary":"Essex County Council reported a median hourly gender pay gap of 5.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"4ce3845cfa114d8f57c57785d6d11d46","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 3.90% lower than men's (2024/25)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 3.90% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.41%. Women are 71.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:17"},{"signal_id":"822debac9e3ebf4e07cef88f52ab0e76","headline":"Essex Police: women's median hourly pay is 18.8% lower than men's (2024/25)","summary":"Essex Police reported a median hourly gender pay gap of 18.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 30.99% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"40bfcc60f6436ba656aaa0ee35658319","headline":"ESTEE LAUDER COSMETICS LIMITED: women's median hourly pay is 10% lower than men's (2024/25)","summary":"ESTEE LAUDER COSMETICS LIMITED reported a median hourly gender pay gap of 10% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 32%. Women are 81% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ESTEE LAUDER COSMETICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4741/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"61c2ebe1442f5df7be11446c031031ea","headline":"EUI LIMITED: women's median hourly pay is 6.6% lower than men's (2024/25)","summary":"EUI LIMITED reported a median hourly gender pay gap of 6.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EUI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4757/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"28866f9f6528c150fac62a2e394178e6","headline":"EVRI LIMITED: women's median hourly pay is 1.9% lower than men's (2024/25)","summary":"EVRI LIMITED reported a median hourly gender pay gap of 1.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.8%. Women are 29.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EVRI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6118/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-18","captured_at":"2026-07-28 21:38:17"},{"signal_id":"cf67454b5854d63d3c75608d8f5d40ec","headline":"FACEBOOK UK LTD: women's median hourly pay is 2.7% lower than men's (2024/25)","summary":"FACEBOOK UK LTD reported a median hourly gender pay gap of 2.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.1%. Women are 26.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FACEBOOK UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/373/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:17"},{"signal_id":"4b26e7bcb9977fd3eabd4e19c65a8f10","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 1.5% lower than men's (2024/25)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of 1.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.5%. Women are 9.14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:17"},{"signal_id":"15cbcac66219b66f7a6edcf4210bcdf3","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 21.1% lower than men's (2024/25)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 21.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"d7764a23011b9e63299cf5b73c1bae86","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 22.5% lower than men's (2024/25)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 22.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.6%. Women are 7.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:17"},{"signal_id":"e2562bab6005d6b5225512b85341f91f","headline":"Flintshire County Council: women's median hourly pay is 18.47% lower than men's (2024/25)","summary":"Flintshire County Council reported a median hourly gender pay gap of 18.47% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -37.307%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Flintshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/45387/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:17"},{"signal_id":"f16c4f9f99b8a3116226349ded9fe220","headline":"Foreign, Commonwealth and Development Office: women's median hourly pay is 2.7% lower than men's (2024/25)","summary":"Foreign, Commonwealth and Development Office reported a median hourly gender pay gap of 2.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.5%. Women are 46.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Foreign, Commonwealth and Development Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20870/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-13","captured_at":"2026-07-28 21:38:17"},{"signal_id":"97839b4d712420e65c3beaa100a9ca0e","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 2.83% lower than men's (2024/25)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 2.83% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 19.65%. Women are 65.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"6e22efb4f92b79ffc33ed0c3b011450c","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 10.1% lower than men's (2024/25)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 10.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 18.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:17"},{"signal_id":"862448e0bbd098b4deb58840fd25a475","headline":"FULLER SMITH & TURNER PLC: women's median hourly pay is 0.4% lower than men's (2024/25)","summary":"FULLER SMITH & TURNER PLC reported a median hourly gender pay gap of 0.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.6%. Women are 35.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FULLER SMITH & TURNER PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5281/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:17"},{"signal_id":"a9cc0b89092e237a26b7e4c7fe0b55da","headline":"G4S SECURE SOLUTIONS (UK) LIMITED: women's median hourly pay is 2.7% higher than men's (2024/25)","summary":"G4S SECURE SOLUTIONS (UK) LIMITED reported a median hourly gender pay gap of -2.70% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -1.80%. Women are 16.66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"G4S SECURE SOLUTIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5342/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"8b5d49d7901a5010908824597acfc52d","headline":"GCHQ: women's median hourly pay is 12.3% lower than men's (2024/25)","summary":"GCHQ reported a median hourly gender pay gap of 12.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"b8a59be76429390d6df1c37ee1e6dbd7","headline":"GENERATE FS LIMITED: there is no median hourly pay gap (2024/25)","summary":"GENERATE FS LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.9%. Women are 79.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GENERATE FS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5448/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"8fe7643ebbb073c12a1801663830d757","headline":"GIANT PROFESSIONAL LIMITED: women's median hourly pay is 22.4% lower than men's (2024/25)","summary":"GIANT PROFESSIONAL LIMITED reported a median hourly gender pay gap of 22.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.8%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIANT PROFESSIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5499/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:17"},{"signal_id":"ba392e46a3660f7a39fd2d1cf97bb2d5","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 4.4% higher than men's (2024/25)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of -4.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.9%. Women are 48.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:17"},{"signal_id":"3976473ff697b64259a592ed76e1a614","headline":"Gloucestershire Health & Care NHS Foundation Trust: women's median hourly pay is 5.27% lower than men's (2024/25)","summary":"Gloucestershire Health & Care NHS Foundation Trust reported a median hourly gender pay gap of 5.27% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.99%. Women are 79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Health & Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20003/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:17"},{"signal_id":"8555ecc76cf112fc3d8345c7a42b891c","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 17.2% lower than men's (2024/25)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 17.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.3%. Women are 64.72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:17"},{"signal_id":"dca683bfe9d948215e07a0572e5c66ed","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 16.47% lower than men's (2024/25)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 16.47% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.63%. Women are 10.09% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-06","captured_at":"2026-07-28 21:38:17"},{"signal_id":"df77cb1975af601e278ccb63314ce57e","headline":"GRANT THORNTON SERVICES LLP: women's median hourly pay is 12% lower than men's (2024/25)","summary":"GRANT THORNTON SERVICES LLP reported a median hourly gender pay gap of 12% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GRANT THORNTON SERVICES LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5665/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:17"},{"signal_id":"b88e45cf4deaa0276b07c0b675b2fbc2","headline":"GRANT THORNTON UK LLP: women's median hourly pay is 12% lower than men's (2024/25)","summary":"GRANT THORNTON UK LLP reported a median hourly gender pay gap of 12% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GRANT THORNTON UK LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5666/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:17"},{"signal_id":"0182702586208348df3d0bb0187ac6de","headline":"Great Ormond Street Hospital NHS Foundation Trust: women's median hourly pay is 4.89% lower than men's (2024/25)","summary":"Great Ormond Street Hospital NHS Foundation Trust reported a median hourly gender pay gap of 4.89% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.65%. Women are 66.94% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Great Ormond Street Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15483/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-23","captured_at":"2026-07-28 21:38:17"},{"signal_id":"c2d24d58979eb5824131062472c2895a","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 12.76% lower than men's (2024/25)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 12.76% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 28.02%. Women are 71.60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"1516cc0b38f7ac3289f6c6fc48ef7f70","headline":"Greater Manchester Mental Health NHS Foundation Trust: women's median hourly pay is 12.9% higher than men's (2024/25)","summary":"Greater Manchester Mental Health NHS Foundation Trust reported a median hourly gender pay gap of -12.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 73.65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Mental Health NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15811/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:17"},{"signal_id":"0bcbcac9a40d81150c66cbc74416d376","headline":"Greater Manchester Police: women's median hourly pay is 16.7% lower than men's (2024/25)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 16.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 32.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:18"},{"signal_id":"73559f3d257a65e1de548a7cee8c5e4e","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 5% lower than men's (2024/25)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-06-13","captured_at":"2026-07-28 21:38:18"},{"signal_id":"618ef19c972f2840156c5449a54f4bdd","headline":"GREENE KING RETAIL SERVICES LIMITED: women's median hourly pay is 1.71% lower than men's (2024/25)","summary":"GREENE KING RETAIL SERVICES LIMITED reported a median hourly gender pay gap of 1.71% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.72%. Women are 40.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING RETAIL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5704/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"51fd8a3c2653d179ad592efa2ed665bb","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 2.82% higher than men's (2024/25)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -2.82% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -6.44%. Women are 64.48% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:18"},{"signal_id":"bf85c459c5e29a629f921213227a3116","headline":"GREGGS PLC: women's median hourly pay is 3.68% lower than men's (2024/25)","summary":"GREGGS PLC reported a median hourly gender pay gap of 3.68% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.33%. Women are 49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"27914f8662c38d67f72dbbbcb86a1e5f","headline":"GRIFFIN CATERING SERVICES LIMITED: women's median hourly pay is 2.9% lower than men's (2024/25)","summary":"GRIFFIN CATERING SERVICES LIMITED reported a median hourly gender pay gap of 2.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 34.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GRIFFIN CATERING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5736/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:18"},{"signal_id":"d0e1471c34c67e8e43d5701e03e4085b","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 8.56% lower than men's (2024/25)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 8.56% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.44%. Women are 61.74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:18"},{"signal_id":"f662a12d6ab28363d5ca211f5c2e484b","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 12.2% lower than men's (2024/25)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 12.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 15.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:18"},{"signal_id":"ddffeba11f0374d9b0bb7809b2380def","headline":"H M Government Cabinet Office: women's median hourly pay is 18.4% lower than men's (2024/25)","summary":"H M Government Cabinet Office reported a median hourly gender pay gap of 18.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 40.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H M Government Cabinet Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5816/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-18","captured_at":"2026-07-28 21:38:18"},{"signal_id":"2b5369b0390083fbef6cb7982ccdda25","headline":"H&M HENNES & MAURITZ UK LIMITED: women's median hourly pay is 1.7% lower than men's (2024/25)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 1.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:18"},{"signal_id":"d2934af18ad4ce635ab2831c1bb67a53","headline":"HALFORDS LIMITED: there is no median hourly pay gap (2024/25)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -4.36%. Women are 25.97% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-22","captured_at":"2026-07-28 21:38:18"},{"signal_id":"b5877693afe344c7912211e02958f74f","headline":"Hampshire Constabulary: women's median hourly pay is 18.8% lower than men's (2024/25)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 18.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-25","captured_at":"2026-07-28 21:38:18"},{"signal_id":"a72d7456d1a2ce1af435c4a82fc42fdc","headline":"Hampshire County Council: women's median hourly pay is 13.4% lower than men's (2024/25)","summary":"Hampshire County Council reported a median hourly gender pay gap of 13.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 67.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"6cfcda11b34ef24ad872e80e4c64874e","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 5.34% lower than men's (2024/25)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 5.34% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.7%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:18"},{"signal_id":"43117e125de2079bfc91f605985e563e","headline":"HAP FLEXI LIMITED: women's median hourly pay is 4% higher than men's (2024/25)","summary":"HAP FLEXI LIMITED reported a median hourly gender pay gap of -4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.8%. Women are 57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAP FLEXI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/32585/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"6423bf44def590259ee179d9a297b6e8","headline":"HARRODS (UK) LIMITED: women's median hourly pay is 4.44% lower than men's (2024/25)","summary":"HARRODS (UK) LIMITED reported a median hourly gender pay gap of 4.44% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.38%. Women are 57.46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HARRODS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/24696/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:18"},{"signal_id":"6f3f1d6cb22113530e2c0d9101b29718","headline":"HARRODS LIMITED: women's median hourly pay is 4.4% lower than men's (2024/25)","summary":"HARRODS LIMITED reported a median hourly gender pay gap of 4.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 57.46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HARRODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5961/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:18"},{"signal_id":"aeb76827804fd741c6175b9362ec2568","headline":"HAYS SPECIALIST RECRUITMENT LIMITED: women's median hourly pay is 2.4% higher than men's (2024/25)","summary":"HAYS SPECIALIST RECRUITMENT LIMITED reported a median hourly gender pay gap of -2.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 40.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS SPECIALIST RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6019/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"2d9a58af304e6fa49c9e7e8557d3e29b","headline":"HBOS PLC: women's median hourly pay is 30.9% lower than men's (2024/25)","summary":"HBOS PLC reported a median hourly gender pay gap of 30.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.2%. Women are 42.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-16","captured_at":"2026-07-28 21:38:18"},{"signal_id":"2a3ae2288c091edd6834d50a3c1bab43","headline":"HC-ONE LIMITED: women's median hourly pay is 0.4% higher than men's (2024/25)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of -0.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -1.3%. Women are 82.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-29","captured_at":"2026-07-28 21:38:18"},{"signal_id":"ef2f817311f3ea575897965fb3aecce9","headline":"HC-ONE NO.1 LIMITED: women's median hourly pay is 0.1% lower than men's (2024/25)","summary":"HC-ONE NO.1 LIMITED reported a median hourly gender pay gap of 0.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -2.8%. Women are 78.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE NO.1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14438/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-29","captured_at":"2026-07-28 21:38:18"},{"signal_id":"e2ecacddbe3a392816bd2480e3ff782d","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 3.6% lower than men's (2024/25)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 3.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 34.4%. Women are 56.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:18"},{"signal_id":"9a7c5f9bea5795902937d832e109ca69","headline":"HERON FOODS LIMITED: women's median hourly pay is 2.5% lower than men's (2024/25)","summary":"HERON FOODS LIMITED reported a median hourly gender pay gap of 2.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.8%. Women are 45.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HERON FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6121/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-06-18","captured_at":"2026-07-28 21:38:18"},{"signal_id":"67ca4d47f70e27dd9fdd11a6503a017a","headline":"Hertfordshire County Council: women's median hourly pay is 1.0% lower than men's (2024/25)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of 1.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.5%. Women are 66.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"a2532cb554083313b75513aa215e3a33","headline":"HM Land Registry: women's median hourly pay is 8.2% lower than men's (2024/25)","summary":"HM Land Registry reported a median hourly gender pay gap of 8.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 52.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:18"},{"signal_id":"7506c2849d621ca4a2d02327c0700ce7","headline":"HM Revenue and Customs (HMRC): women's median hourly pay is 5.5% lower than men's (2024/25)","summary":"HM Revenue and Customs (HMRC) reported a median hourly gender pay gap of 5.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 46.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Revenue and Customs (HMRC)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14655/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-17","captured_at":"2026-07-28 21:38:18"},{"signal_id":"29285cd3d69dac36c9aa9851e4facf31","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 12.7% lower than men's (2024/25)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 12.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 30.6%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-10","captured_at":"2026-07-28 21:38:18"},{"signal_id":"96caa59b096aaf80643d4a2675baa61e","headline":"Home Office: women's median hourly pay is 11.1% lower than men's (2024/25)","summary":"Home Office reported a median hourly gender pay gap of 11.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 45.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-05-09","captured_at":"2026-07-28 21:38:18"},{"signal_id":"f22b3c59fffcfbad29d2da93e1eb2a22","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 5.4% lower than men's (2024/25)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 5.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 21.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"f20e7027821a544e28bb090d5d61d923","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 26.8% lower than men's (2024/25)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 26.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.7%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-19","captured_at":"2026-07-28 21:38:18"},{"signal_id":"48913b6fb2386179ede177947af7ee08","headline":"HSBC GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 14.0% lower than men's (2024/25)","summary":"HSBC GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 14.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 28.8%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14645/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-19","captured_at":"2026-07-28 21:38:18"},{"signal_id":"0d259776befb7dea658a9384aaa352fa","headline":"HSBC UK BANK PLC: women's median hourly pay is 17.4% lower than men's (2024/25)","summary":"HSBC UK BANK PLC reported a median hourly gender pay gap of 17.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 28.6%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC UK BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18672/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-19","captured_at":"2026-07-28 21:38:18"},{"signal_id":"f6acae00830a851233b6d00b5d0f78db","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 17.27% lower than men's (2024/25)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 17.27% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 29.5%. Women are 60.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:18"},{"signal_id":"9319188498c069d2a9bf3d90199ee105","headline":"Hywel Dda University Health Board: women's median hourly pay is 5.46% lower than men's (2024/25)","summary":"Hywel Dda University Health Board reported a median hourly gender pay gap of 5.46% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.11%. Women are 70.03% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hywel Dda University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22402/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-07","captured_at":"2026-07-28 21:38:18"},{"signal_id":"50f5126d00c4a1550642cf0426577412","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 13.7% lower than men's (2024/25)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 13.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 22.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:18"},{"signal_id":"4323203002b06c877927d51f7011a020","headline":"IKEA LIMITED: women's median hourly pay is 3.5% lower than men's (2024/25)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 3.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 44.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:18"},{"signal_id":"4420a986b2a46687c8ff11f82161dc75","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 2.09% lower than men's (2024/25)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of 2.09% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.57%. Women are 63.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"f0c92f5431b7be0d1694d76be0307a6e","headline":"Imperial College London: women's median hourly pay is 10.3% lower than men's (2024/25)","summary":"Imperial College London reported a median hourly gender pay gap of 10.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.8%. Women are 35.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"7ae7b833cd18fb284dd47d52d0702962","headline":"INSPIRING VET CARE LIMITED: women's median hourly pay is 52.08% lower than men's (2024/25)","summary":"INSPIRING VET CARE LIMITED reported a median hourly gender pay gap of 52.08% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 40.73%. Women are 68.86% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INSPIRING VET CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6576/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"0072f44743b0c741adfbde6b54caa0ae","headline":"ISS FACILITY SERVICES LIMITED: women's median hourly pay is 9% lower than men's (2024/25)","summary":"ISS FACILITY SERVICES LIMITED reported a median hourly gender pay gap of 9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS FACILITY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6805/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:18"},{"signal_id":"4e618fc94e818d68250b2d1e03ef4465","headline":"ISS MEDICLEAN LIMITED: women's median hourly pay is 1% higher than men's (2024/25)","summary":"ISS MEDICLEAN LIMITED reported a median hourly gender pay gap of -1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -7%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ISS MEDICLEAN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6807/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:18"},{"signal_id":"370dc1618254c9d055f598c043d84d31","headline":"ITX UK LIMITED: women's median hourly pay is 0.1% lower than men's (2024/25)","summary":"ITX UK LIMITED reported a median hourly gender pay gap of 0.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 75.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ITX UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14056/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"8bf93426591de3579e34d9cbaf02d046","headline":"J D WETHERSPOON PLC: women's median hourly pay is 0.08% lower than men's (2024/25)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 0.08% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.49%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-17","captured_at":"2026-07-28 21:38:18"},{"signal_id":"146b8c01fdc6c51a367a808d90eba352","headline":"JACOBS U.K. LIMITED: women's median hourly pay is 18.9% lower than men's (2024/25)","summary":"JACOBS U.K. LIMITED reported a median hourly gender pay gap of 18.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.7%. Women are 21.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JACOBS U.K. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6889/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:18"},{"signal_id":"6c5eb79a3c77dbbb6a84e95c698533ea","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 8% higher than men's (2024/25)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of -8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -3.5%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:18"},{"signal_id":"19a2adf48c64c8a5ba51705e0176e52a","headline":"James Paget University  Hospital NHS Foundation Trust: women's median hourly pay is 11.20% lower than men's (2024/25)","summary":"James Paget University  Hospital NHS Foundation Trust reported a median hourly gender pay gap of 11.20% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.14%. Women are 65.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"James Paget University  Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14978/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-14","captured_at":"2026-07-28 21:38:18"},{"signal_id":"09ffce3715ab33ad82c841b8d9efad70","headline":"JD SPORTS FASHION PLC: there is no median hourly pay gap (2024/25)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 0.00% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.58%. Women are 44.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"cba93d8b9ba77ccf5b0ba51633370f32","headline":"JET2.COM LIMITED: women's median hourly pay is 33.06% lower than men's (2024/25)","summary":"JET2.COM LIMITED reported a median hourly gender pay gap of 33.06% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 47.29%. Women are 9.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JET2.COM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6967/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"8386f9ae05fdd19dfd8f81a54112c498","headline":"JOHN LEWIS PLC: women's median hourly pay is 5.7% lower than men's (2024/25)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 5.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:18"},{"signal_id":"585a3cccacd088e7857f9397a9c70693","headline":"JOHNSONS TEXTILE SERVICES LIMITED: women's median hourly pay is 6.5% lower than men's (2024/25)","summary":"JOHNSONS TEXTILE SERVICES LIMITED reported a median hourly gender pay gap of 6.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 32.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHNSONS TEXTILE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7031/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:18"},{"signal_id":"99d2308ac3a48ac126c2f68b234797f9","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 15.7% lower than men's (2024/25)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 15.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 29.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"9365dbd5d50eee3109cba416a55e9f9a","headline":"Kent Community Health Nhs Foundation Trust: women's median hourly pay is 0.8% higher than men's (2024/25)","summary":"Kent Community Health Nhs Foundation Trust reported a median hourly gender pay gap of -0.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 84.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Community Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7192/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-22","captured_at":"2026-07-28 21:38:18"},{"signal_id":"9120ead394951c5580c035002fb09f46","headline":"Kent County Council: women's median hourly pay is 12% lower than men's (2024/25)","summary":"Kent County Council reported a median hourly gender pay gap of 12% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"7ef4d801acc58e71423e3f5b81d99e16","headline":"Kent Police: women's median hourly pay is 24.6% lower than men's (2024/25)","summary":"Kent Police reported a median hourly gender pay gap of 24.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:18"},{"signal_id":"1e663c2532f061ba3175aa0b88a20f09","headline":"Kettering General Hospital: women's median hourly pay is 10.3% lower than men's (2024/25)","summary":"Kettering General Hospital reported a median hourly gender pay gap of 10.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.0%. Women are 63.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kettering General Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7215/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-16","captured_at":"2026-07-28 21:38:18"},{"signal_id":"689628ab3a8730bafa4fac9b225c785a","headline":"KIER LIMITED: women's median hourly pay is 26.1% lower than men's (2024/25)","summary":"KIER LIMITED reported a median hourly gender pay gap of 26.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"99b9913e88ec4041bd0373e30f6d5702","headline":"King's College Hospital: women's median hourly pay is 14.1% lower than men's (2024/25)","summary":"King's College Hospital reported a median hourly gender pay gap of 14.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"587f5ca877bce7b08f30ab43e51cb682","headline":"King's College London: women's median hourly pay is 9.4% lower than men's (2024/25)","summary":"King's College London reported a median hourly gender pay gap of 9.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"77be2ac882b31d7db46ee600f68dd72e","headline":"Kirklees Council: women's median hourly pay is 13.3% lower than men's (2024/25)","summary":"Kirklees Council reported a median hourly gender pay gap of 13.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-24","captured_at":"2026-07-28 21:38:18"},{"signal_id":"7b1c9639af0d74072f8b030f5d93490f","headline":"KPMG LLP: women's median hourly pay is 16.2% lower than men's (2024/25)","summary":"KPMG LLP reported a median hourly gender pay gap of 16.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.8%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7369/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"a7896dc8c7149cb02610781767d99b93","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 4.2% lower than men's (2024/25)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 4.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 39.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"08ae4a82156986c6c0314ce3ec99e061","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 4.8% lower than men's (2024/25)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 4.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 13.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"dfb70cecdd99fe3b8d7cd4685a0096de","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 0.2% lower than men's (2024/25)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of 0.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 75.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"65529b8a91cba51f20952912ed44a015","headline":"Lancashire Constabulary: women's median hourly pay is 23.1% lower than men's (2024/25)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 23.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 31.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:18"},{"signal_id":"b17ef668ac7a218c28a346faaae278f7","headline":"Lancashire County Council: women's median hourly pay is 13.6% lower than men's (2024/25)","summary":"Lancashire County Council reported a median hourly gender pay gap of 13.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 66.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"fd07d054a9147f5a46e5832a31242ca5","headline":"LCM LABOUR LIMITED: women's median hourly pay is 0.83% lower than men's (2024/25)","summary":"LCM LABOUR LIMITED reported a median hourly gender pay gap of 0.83% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.57%. Women are 31.25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LCM LABOUR LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/34234/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"71daaaeb0731a7f125f1e8c0b70d0fab","headline":"Leeds City Council: women's median hourly pay is 5.8% lower than men's (2024/25)","summary":"Leeds City Council reported a median hourly gender pay gap of 5.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.8%. Women are 62.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:18"},{"signal_id":"19f28bba93be0250c06cfea694cbceb9","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 17.47% lower than men's (2024/25)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 17.47% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.79%. Women are 62.94% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:18"},{"signal_id":"398d801ba79ed992da1f0f2bbf212437","headline":"LEGAL & GENERAL RESOURCES LIMITED: women's median hourly pay is 26.0% lower than men's (2024/25)","summary":"LEGAL & GENERAL RESOURCES LIMITED reported a median hourly gender pay gap of 26.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.9%. Women are 37.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEGAL & GENERAL RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14239/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:18"},{"signal_id":"ca3be898e2cc36b2dba6e7f4111047fd","headline":"Leicester City Council: there is no median hourly pay gap (2024/25)","summary":"Leicester City Council reported a median hourly gender pay gap of 0.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -2.6%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7551/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-08-27","captured_at":"2026-07-28 21:38:18"},{"signal_id":"7002c8a5b276ed4827db719044e14074","headline":"Leicestershire County Council: women's median hourly pay is 5% lower than men's (2024/25)","summary":"Leicestershire County Council reported a median hourly gender pay gap of 5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15928/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:18"},{"signal_id":"2900f9183066262cbfb329c306567274","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 1.6% lower than men's (2024/25)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of 1.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 75.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"3308825dd825e4042ac452eb3e53dbab","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: there is no median hourly pay gap (2024/25)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 44.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:18"},{"signal_id":"09c81019e9eeac21c52e8c9cdcbb1948","headline":"LEONARDO UK LTD: women's median hourly pay is 9.84% lower than men's (2024/25)","summary":"LEONARDO UK LTD reported a median hourly gender pay gap of 9.84% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.79%. Women are 14.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARDO UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7579/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"81bceb81e21f1701fb9d97e6fb9e113c","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 15.26% lower than men's (2024/25)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 15.26% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.83%. Women are 65.26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-10","captured_at":"2026-07-28 21:38:18"},{"signal_id":"bbe7ea4301cbd69e84733a8c082da927","headline":"LIDL GREAT BRITAIN LIMITED: there is no median hourly pay gap (2024/25)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8%. Women are 34.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"83a14115e7aa0e4945653d5c14051b61","headline":"LIFEWAYS COMMUNITY CARE LIMITED: there is no median hourly pay gap (2024/25)","summary":"LIFEWAYS COMMUNITY CARE LIMITED reported a median hourly gender pay gap of 0.00% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.00%. Women are 69.80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFEWAYS COMMUNITY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7639/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:18"},{"signal_id":"cc12ffb3aea04299d086e62978f35c96","headline":"Lincolnshire County Council: women's median hourly pay is 1.9% lower than men's (2024/25)","summary":"Lincolnshire County Council reported a median hourly gender pay gap of 1.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lincolnshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7662/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-11-07","captured_at":"2026-07-28 21:38:18"},{"signal_id":"4643645f7a52dd619a3ed0e06c2f6e1b","headline":"LINNAEUS GROUP LIMITED: women's median hourly pay is 47.1% lower than men's (2024/25)","summary":"LINNAEUS GROUP LIMITED reported a median hourly gender pay gap of 47.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 44.2%. Women are 63.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LINNAEUS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20220/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"d190363a498384756e4bb73bfdc48ba3","headline":"Liverpool University Hospitals NHS Foundation Trust: women's median hourly pay is 5.80% lower than men's (2024/25)","summary":"Liverpool University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 5.80% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.05%. Women are 65.13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20148/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:18"},{"signal_id":"4fac9b101893a21feeaf4f9635d18854","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 0.2% higher than men's (2024/25)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of -0.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 16.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:18"},{"signal_id":"4edb0d90f5b50a7a7a734c443adca65b","headline":"LLOYDS BANK PLC: women's median hourly pay is 39.2% lower than men's (2024/25)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 39.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.7%. Women are 36.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-16","captured_at":"2026-07-28 21:38:18"},{"signal_id":"d8cf8dc3a071e55a7ae3e4438201d2ce","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 35.5% lower than men's (2024/25)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 35.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.9%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-16","captured_at":"2026-07-28 21:38:18"},{"signal_id":"ebe5d0d779f545e5d7b93a844ee41506","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 9.7% lower than men's (2024/25)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 9.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 43.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-13","captured_at":"2026-07-28 21:38:18"},{"signal_id":"95adf0bacca281ba127479be2959a646","headline":"London Borough Of Tower Hamlets: women's median hourly pay is 5.86% higher than men's (2024/25)","summary":"London Borough Of Tower Hamlets reported a median hourly gender pay gap of -5.86% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -2.03%. Women are 55.33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Borough Of Tower Hamlets","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7793/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"b3b5a70dfb764e2fd03bbf866232206d","headline":"London Fire Brigade: women's median hourly pay is 1.55% higher than men's (2024/25)","summary":"London Fire Brigade reported a median hourly gender pay gap of -1.55% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -6.38%. Women are 27.18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:18"},{"signal_id":"6910d66c833f7e5c7794598b2c910b4f","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 3.72% lower than men's (2024/25)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of 3.72% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.04%. Women are 8.62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:18"},{"signal_id":"6e785186a1917269a9c4decb658f5bd0","headline":"London North West University Healthcare Trust: women's median hourly pay is 13.2% lower than men's (2024/25)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 13.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"ab38c5182b920d729bb3206288efdf5f","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 10.0% lower than men's (2024/25)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 10.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 13.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"dabc8cedece6d11759390d7fd409dc1a","headline":"LOUGHBOROUGH UNIVERSITY: women's median hourly pay is 19.20% lower than men's (2024/25)","summary":"LOUGHBOROUGH UNIVERSITY reported a median hourly gender pay gap of 19.20% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.69%. Women are 38.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LOUGHBOROUGH UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7868/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:18"},{"signal_id":"cd280e6e979c7dcd036986c52a24c9d6","headline":"LOUNGERS UK LIMITED: women's median hourly pay is 4.83% lower than men's (2024/25)","summary":"LOUNGERS UK LIMITED reported a median hourly gender pay gap of 4.83% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.44%. Women are 32.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LOUNGERS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7871/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"b6a6c4df2a8d0cd590ca10ea33a0fcb8","headline":"MACH RECRUITMENT LIMITED: there is no median hourly pay gap (2024/25)","summary":"MACH RECRUITMENT LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -6.9%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MACH RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7976/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:18"},{"signal_id":"0afedfc82026e917b3a5e314f7b3d3a4","headline":"Maidstone And Tunbridge Wells Nhs Trust: women's median hourly pay is 4.4% lower than men's (2024/25)","summary":"Maidstone And Tunbridge Wells Nhs Trust reported a median hourly gender pay gap of 4.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.8%. Women are 62.47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Maidstone And Tunbridge Wells Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8009/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:18"},{"signal_id":"39d4d750e9d1154d0f35d8ecce1043ad","headline":"MAINPAY LIMITED: women's median hourly pay is 6.4% lower than men's (2024/25)","summary":"MAINPAY LIMITED reported a median hourly gender pay gap of 6.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 66.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MAINPAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8013/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-09","captured_at":"2026-07-28 21:38:18"},{"signal_id":"3a3d098181a10192a5451af9d6aa0994","headline":"Manchester City Council: women's median hourly pay is 0.7% lower than men's (2024/25)","summary":"Manchester City Council reported a median hourly gender pay gap of 0.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:18"},{"signal_id":"7e3eb83c5352fceda8197bd3165a01b1","headline":"Manchester University NHS Foundation Trust: women's median hourly pay is 2.29% lower than men's (2024/25)","summary":"Manchester University NHS Foundation Trust reported a median hourly gender pay gap of 2.29% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.32%. Women are 66.43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18830/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:18"},{"signal_id":"97b96dc542201c82f4cb0b227e0c7645","headline":"MANPOWER UK LIMITED: women's median hourly pay is 1.4% lower than men's (2024/25)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of 1.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 30.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:18"},{"signal_id":"cd1efdddc9c9f73c8c4168e66a9148b4","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 5.5% lower than men's (2024/25)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 5.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.2%. Women are 55.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-05","captured_at":"2026-07-28 21:38:18"},{"signal_id":"66663248f6297e99b2fcea3c64e70bd8","headline":"MARRIOTT HOTELS LIMITED: women's median hourly pay is 2.2% lower than men's (2024/25)","summary":"MARRIOTT HOTELS LIMITED reported a median hourly gender pay gap of 2.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 46.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARRIOTT HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8128/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:18"},{"signal_id":"ae22c9adabc48876240f4e05d1b01f58","headline":"MARSH SERVICES LIMITED: women's median hourly pay is 26.5% lower than men's (2024/25)","summary":"MARSH SERVICES LIMITED reported a median hourly gender pay gap of 26.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 30.7%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSH SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8136/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:18"},{"signal_id":"4bcd2237a7ff56fb80cf6364fef7bba0","headline":"MARSTON'S TRADING LIMITED: there is no median hourly pay gap (2024/25)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.12%. Women are 38.52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:18"},{"signal_id":"d81ebf12cbdce9ed8efb5de57415d7f7","headline":"MATALAN RETAIL LTD.: there is no median hourly pay gap (2024/25)","summary":"MATALAN RETAIL LTD. reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 56.04% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MATALAN RETAIL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8179/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"adf4adb4b79b05f2772f8e70219f7c9c","headline":"MBDA UK LIMITED: women's median hourly pay is 12.6% lower than men's (2024/25)","summary":"MBDA UK LIMITED reported a median hourly gender pay gap of 12.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.0%. Women are 16.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MBDA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8212/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:18"},{"signal_id":"1da61a2cc879ef15ab0d2d6d3fff93d7","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2024/25)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1%. Women are 53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:18"},{"signal_id":"b749848d8a680464b9bf97845ad9a905","headline":"Medway NHS Foundation Trust: women's median hourly pay is 17.2% lower than men's (2024/25)","summary":"Medway NHS Foundation Trust reported a median hourly gender pay gap of 17.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27.9%. Women are 60.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Medway NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16896/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-10","captured_at":"2026-07-28 21:38:19"},{"signal_id":"160127fa7efe862ff5dcf00706a12b8d","headline":"MENZIES AVIATION (UK) LIMITED: women's median hourly pay is 38.76% lower than men's (2024/25)","summary":"MENZIES AVIATION (UK) LIMITED reported a median hourly gender pay gap of 38.76% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.18%. Women are 22.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MENZIES AVIATION (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8332/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-06-23","captured_at":"2026-07-28 21:38:19"},{"signal_id":"624a1927509f3d53d63861f6fec39021","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 1.8% lower than men's (2024/25)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 1.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 41.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:19"},{"signal_id":"fdc65d71d297eb98f07091cf8472b923","headline":"Mersey & West Lancashire Teaching Hospitals NHS Trust: women's median hourly pay is 9.56% lower than men's (2024/25)","summary":"Mersey & West Lancashire Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 9.56% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 30.02%. Women are 71.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey & West Lancashire Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/23582/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-31","captured_at":"2026-07-28 21:38:19"},{"signal_id":"98f414a02af2e980bc36e90bb287818b","headline":"Mersey Care Nhs Foundation Trust: women's median hourly pay is 2.3% higher than men's (2024/25)","summary":"Mersey Care Nhs Foundation Trust reported a median hourly gender pay gap of -2.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 77.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey Care Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8363/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-10","captured_at":"2026-07-28 21:38:19"},{"signal_id":"137b6a65583fbcf5414a9464c0fae12a","headline":"Merseyside Police: women's median hourly pay is 8.8% lower than men's (2024/25)","summary":"Merseyside Police reported a median hourly gender pay gap of 8.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 39.22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Merseyside Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8367/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-06","captured_at":"2026-07-28 21:38:19"},{"signal_id":"c15b1b0754cf43259d545c6d94a4117a","headline":"METHODIST HOMES: women's median hourly pay is 0.9% lower than men's (2024/25)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 0.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.1%. Women are 79.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-05-07","captured_at":"2026-07-28 21:38:19"},{"signal_id":"fc80cf49c6bc83884a56b9b6687a015d","headline":"Metropolitan Police Service: women's median hourly pay is 11.3% lower than men's (2024/25)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 11.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 28.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:19"},{"signal_id":"bae32503da6a2125a9a13f5b27cd2d9e","headline":"MICROSOFT LIMITED: women's median hourly pay is 5.3% lower than men's (2024/25)","summary":"MICROSOFT LIMITED reported a median hourly gender pay gap of 5.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 27.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MICROSOFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8428/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"cf4d3f4d267145d081f88fd0f24067d8","headline":"Mid and South Essex NHS Foundation Trust: women's median hourly pay is 7.46% lower than men's (2024/25)","summary":"Mid and South Essex NHS Foundation Trust reported a median hourly gender pay gap of 7.46% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.16%. Women are 79.04% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid and South Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20298/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-08","captured_at":"2026-07-28 21:38:19"},{"signal_id":"e8d2feac7246719fc74d58801e211e39","headline":"Mid Cheshire Hospitals Nhs Foundation Trust: women's median hourly pay is 7.20% lower than men's (2024/25)","summary":"Mid Cheshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 7.20% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 20.87%. Women are 74.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Cheshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8431/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-07","captured_at":"2026-07-28 21:38:19"},{"signal_id":"5ea104d8d9111a80723f641f3e1e7cc7","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 10.3% lower than men's (2024/25)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 10.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.4%. Women are 65.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:19"},{"signal_id":"b0e53fe395bb1d4c406d556d25821962","headline":"Midlands Partnership NHS Foundation Trust: women's median hourly pay is 2.45% lower than men's (2024/25)","summary":"Midlands Partnership NHS Foundation Trust reported a median hourly gender pay gap of 2.45% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.95%. Women are 77.56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Midlands Partnership NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18582/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-09-09","captured_at":"2026-07-28 21:38:19"},{"signal_id":"f990fbc22ee980d4fcfca9408ae49432","headline":"MIDSHIRES CARE LIMITED: women's median hourly pay is 0.1% lower than men's (2024/25)","summary":"MIDSHIRES CARE LIMITED reported a median hourly gender pay gap of 0.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 87.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MIDSHIRES CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8451/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:19"},{"signal_id":"86defcff79495892e9fcf0bde0abe272","headline":"Ministry Of Defence: women's median hourly pay is 9.0% lower than men's (2024/25)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 9.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-17","captured_at":"2026-07-28 21:38:19"},{"signal_id":"d92c253d5836cd936a9315a863317e6a","headline":"Ministry of Justice: women's median hourly pay is 5% lower than men's (2024/25)","summary":"Ministry of Justice reported a median hourly gender pay gap of 5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry of Justice","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8499/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-17","captured_at":"2026-07-28 21:38:19"},{"signal_id":"a1290d8fbe3c13459fcd4b4c2b37023b","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: women's median hourly pay is 2.2% lower than men's (2024/25)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 2.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 35.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-07","captured_at":"2026-07-28 21:38:19"},{"signal_id":"0c89be721c8cfd3cd19f5122f6c8572c","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 1.4% lower than men's (2024/25)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 1.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 37.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-07","captured_at":"2026-07-28 21:38:19"},{"signal_id":"b1bf315bcc0eb899f5604428be17cee4","headline":"MITIE LIMITED: women's median hourly pay is 6.6% lower than men's (2024/25)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 6.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 27.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"27dca22e674b69f518be15550999f7df","headline":"MORGAN SINDALL GROUP PLC: women's median hourly pay is 28.9% lower than men's (2024/25)","summary":"MORGAN SINDALL GROUP PLC reported a median hourly gender pay gap of 28.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.7%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORGAN SINDALL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8631/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:19"},{"signal_id":"8c197e60f68416db3e5cce6323a163d8","headline":"MOTT MACDONALD LIMITED: women's median hourly pay is 19.1% lower than men's (2024/25)","summary":"MOTT MACDONALD LIMITED reported a median hourly gender pay gap of 19.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 20.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTT MACDONALD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8672/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:19"},{"signal_id":"e58cd3fde6e6905c4e12c2d78220ac17","headline":"MOY PARK LIMITED: women's median hourly pay is 3.2% lower than men's (2024/25)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 3.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 30.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"648325e4a8236ba27738bb726dd1a7a1","headline":"MULLER UK & IRELAND GROUP LLP: women's median hourly pay is 7.39% lower than men's (2024/25)","summary":"MULLER UK & IRELAND GROUP LLP reported a median hourly gender pay gap of 7.39% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -2.84%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MULLER UK & IRELAND GROUP LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8714/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:19"},{"signal_id":"0a5ff05aeff28017dabefb30cb8de87a","headline":"NANDO'S CHICKENLAND LIMITED: women's median hourly pay is 0.4% lower than men's (2024/25)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 0.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.9%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:19"},{"signal_id":"2c8e42070e0d40a1f536a2bfa984d96b","headline":"NASA UMBRELLA LTD: women's median hourly pay is 74.86% lower than men's (2024/25)","summary":"NASA UMBRELLA LTD reported a median hourly gender pay gap of 74.86% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.14%. Women are 17.57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NASA UMBRELLA LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8781/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-30","captured_at":"2026-07-28 21:38:19"},{"signal_id":"32a6c1250f6808e74faecbfd08ec932a","headline":"NATIONAL GRID UK LIMITED: women's median hourly pay is 4.9% lower than men's (2024/25)","summary":"NATIONAL GRID UK LIMITED reported a median hourly gender pay gap of 4.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 21.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL GRID UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14658/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:19"},{"signal_id":"894f199e5fa8ab9528df22676d43f5d0","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 4.0% lower than men's (2024/25)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 4.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 31.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:19"},{"signal_id":"22d2e81a0220a9cff9e492c0914e1ffa","headline":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY: women's median hourly pay is 27.3% lower than men's (2024/25)","summary":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 27.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.5%. Women are 33.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8819/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-14","captured_at":"2026-07-28 21:38:19"},{"signal_id":"07ce335ac096382bc55e2331634a4dc1","headline":"Nationwide Building Society: women's median hourly pay is 29.2% lower than men's (2024/25)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 29.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.8%. Women are 37.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:19"},{"signal_id":"7161e1f533c256c5090da0694e97a455","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 10.4% lower than men's (2024/25)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 10.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 15.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:19"},{"signal_id":"ec6777bc2dafab2567edaf6a4c7f00de","headline":"NEW LOOK RETAILERS LIMITED: women's median hourly pay is 4.7% lower than men's (2024/25)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 4.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.6%. Women are 73.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-31","captured_at":"2026-07-28 21:38:19"},{"signal_id":"df04b343e23a29690bf217434dc89fa3","headline":"Newcastle City Council: women's median hourly pay is 1.73% lower than men's (2024/25)","summary":"Newcastle City Council reported a median hourly gender pay gap of 1.73% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.64%. Women are 59.82% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-05-29","captured_at":"2026-07-28 21:38:19"},{"signal_id":"b75b8bf33638e3b9a87adda7afd015c3","headline":"Newcastle University: women's median hourly pay is 14.3% lower than men's (2024/25)","summary":"Newcastle University reported a median hourly gender pay gap of 14.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-18","captured_at":"2026-07-28 21:38:19"},{"signal_id":"93c6fb595ac9a3c602fff25ce496de3d","headline":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED: women's median hourly pay is 7.94% lower than men's (2024/25)","summary":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED reported a median hourly gender pay gap of 7.94% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.82%. Women are 60.62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8915/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"ee72491882488161f77666fe9b9f61ea","headline":"Newport City Council: women's median hourly pay is 0.16% higher than men's (2024/25)","summary":"Newport City Council reported a median hourly gender pay gap of -0.16% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.00%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newport City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16644/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-06-26","captured_at":"2026-07-28 21:38:19"},{"signal_id":"06223495de7a1e91a9e693c610be8399","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 4.0% lower than men's (2024/25)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 4.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:19"},{"signal_id":"ddc9dd98da359df2e9085d400e6db6b3","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 17.1% lower than men's (2024/25)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 17.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27.0%. Women are 54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:19"},{"signal_id":"df2fcc8d79602b69107e519516fa0bc4","headline":"NHS Blood and Transplant: women's median hourly pay is 2.8% lower than men's (2024/25)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 2.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.81%. Women are 66.15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:19"},{"signal_id":"1f07b4fa4922f0f913fa1bdc71d2d3fc","headline":"NHS Commissioning Board Special Authority: women's median hourly pay is 8.66% lower than men's (2024/25)","summary":"NHS Commissioning Board Special Authority reported a median hourly gender pay gap of 8.66% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.41%. Women are 52.02% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Commissioning Board Special Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14310/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:19"},{"signal_id":"67b452acedef0b87138e5eb82bd6764b","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 12.9% higher than men's (2024/25)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -12.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -7.6%. Women are 85.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:19"},{"signal_id":"ecc1e76f26518e301b1606b1c253feee","headline":"NHS PROPERTY SERVICES LIMITED: women's median hourly pay is 24.34% lower than men's (2024/25)","summary":"NHS PROPERTY SERVICES LIMITED reported a median hourly gender pay gap of 24.34% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.22%. Women are 39.03% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROPERTY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8974/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:19"},{"signal_id":"c1f78cc74de13c48838bf43ea96cd125","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2024/25)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-14","captured_at":"2026-07-28 21:38:19"},{"signal_id":"29ff1dd6046e4cc37a05b48386a6a9b8","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 20.81% higher than men's (2024/25)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of -20.81% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -15.76%. Women are 14.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:19"},{"signal_id":"4ffc0d73ef93b4837764e4f2a704c91d","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 15.7% lower than men's (2024/25)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 15.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.7%. Women are 62.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:19"},{"signal_id":"c9bd275d055f057831c3082bde973524","headline":"Norfolk And Suffolk Nhs Foundation Trust: women's median hourly pay is 10.41% lower than men's (2024/25)","summary":"Norfolk And Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 10.41% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.17%. Women are 66.29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9045/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:19"},{"signal_id":"53fa54286767faf440d9558ffe265fdd","headline":"Norfolk County Council: women's median hourly pay is 7.6% lower than men's (2024/25)","summary":"Norfolk County Council reported a median hourly gender pay gap of 7.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 64.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:19"},{"signal_id":"30e548ca80ff90168de249e763bab70f","headline":"North Bristol N H S Trust: women's median hourly pay is 0.7915% higher than men's (2024/25)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of -0.7915% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.4313%. Women are 66.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-27","captured_at":"2026-07-28 21:38:19"},{"signal_id":"44036de57318f42d3cd768c415535121","headline":"North Cumbria Integrated Care NHS Foundation Trust: women's median hourly pay is 14% lower than men's (2024/25)","summary":"North Cumbria Integrated Care NHS Foundation Trust reported a median hourly gender pay gap of 14% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Cumbria Integrated Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19495/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-11","captured_at":"2026-07-28 21:38:19"},{"signal_id":"3d888dc7af4a9a2a166c4ddac4739444","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 12.48% lower than men's (2024/25)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 12.48% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.84%. Women are 74.28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-12","captured_at":"2026-07-28 21:38:19"},{"signal_id":"f2b8baaa10e8845ab3688f8b03094c01","headline":"North West Ambulance Service N H S Trust: women's median hourly pay is 11.17% lower than men's (2024/25)","summary":"North West Ambulance Service N H S Trust reported a median hourly gender pay gap of 11.17% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.27%. Women are 44.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9096/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-06-25","captured_at":"2026-07-28 21:38:19"},{"signal_id":"74d0faa65f1881b19658d9ef3a65cb95","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 10.74% lower than men's (2024/25)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 10.74% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.33%. Women are 65.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-28","captured_at":"2026-07-28 21:38:19"},{"signal_id":"17d30d6b66c711009c562d9a12505c5d","headline":"North Yorkshire Council: there is no median hourly pay gap (2024/25)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.98%. Women are 66.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-11","captured_at":"2026-07-28 21:38:19"},{"signal_id":"db01b28e2172d218b6fa2b9b41b2069e","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 4.9% lower than men's (2024/25)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 4.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-16","captured_at":"2026-07-28 21:38:19"},{"signal_id":"6ca748dccf451c0419edf1301aa610d9","headline":"Northamptonshire Healthcare Nhs Foundation Trust: women's median hourly pay is 3% lower than men's (2024/25)","summary":"Northamptonshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northamptonshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9115/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:19"},{"signal_id":"7724515b551d801f55ca1ebf403853fa","headline":"Northern Care Alliance NHS Foundation Trust: women's median hourly pay is 6.2% lower than men's (2024/25)","summary":"Northern Care Alliance NHS Foundation Trust reported a median hourly gender pay gap of 6.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.4%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Care Alliance NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21656/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-06","captured_at":"2026-07-28 21:38:19"},{"signal_id":"a2ecc3da4f1105b10c7e1674834fbd31","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 25.73% lower than men's (2024/25)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 25.73% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 29.49%. Women are 64.49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-12","captured_at":"2026-07-28 21:38:19"},{"signal_id":"9223297a3fd3cee01e245a0359b694ef","headline":"Northern Trains Limited: women's median hourly pay is 24.3% lower than men's (2024/25)","summary":"Northern Trains Limited reported a median hourly gender pay gap of 24.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 11.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Trains Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19888/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:19"},{"signal_id":"9570366af7ba5c2f49b4019868a58bce","headline":"Northumberland County Council: women's median hourly pay is 3.37% lower than men's (2024/25)","summary":"Northumberland County Council reported a median hourly gender pay gap of 3.37% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -2.10%. Women are 66.09% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumberland County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9149/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:19"},{"signal_id":"28cdfd12ca9710239e81dbada773319a","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 4.44% lower than men's (2024/25)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 4.44% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 19.09%. Women are 74.77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:19"},{"signal_id":"2b0af1ad905520ff571cc38257c95fa5","headline":"Northumbria Police: women's median hourly pay is 15.5% lower than men's (2024/25)","summary":"Northumbria Police reported a median hourly gender pay gap of 15.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 39.61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:19"},{"signal_id":"5fa5a6979526f7af48164b4f1a7ae376","headline":"Nottingham City Council: women's median hourly pay is 4.4% lower than men's (2024/25)","summary":"Nottingham City Council reported a median hourly gender pay gap of 4.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.4%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16646/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-18","captured_at":"2026-07-28 21:38:19"},{"signal_id":"d32981881f720fe0c44aa75f92796cef","headline":"Nottingham Trent University: women's median hourly pay is 11.2% lower than men's (2024/25)","summary":"Nottingham Trent University reported a median hourly gender pay gap of 11.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham Trent University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16089/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-10","captured_at":"2026-07-28 21:38:19"},{"signal_id":"a2db3feb6ec89cc62c9fd3f19fb56706","headline":"Nottinghamshire County Council: women's median hourly pay is 8.2% lower than men's (2024/25)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 8.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 75.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-07","captured_at":"2026-07-28 21:38:19"},{"signal_id":"3e7179ff4a38b6b98e16adda00db31e9","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 5.58% lower than men's (2024/25)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 5.58% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.30%. Women are 72.29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:19"},{"signal_id":"deefc8f3ce166f56d64e315968a0f8ed","headline":"NUFFIELD HEALTH: women's median hourly pay is 1.1% lower than men's (2024/25)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of 1.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:19"},{"signal_id":"07a8f1e2834b976fd52a9dda74307253","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 0.8% higher than men's (2024/25)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of -0.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -11.2%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-06","captured_at":"2026-07-28 21:38:19"},{"signal_id":"28470aef6a9398949a5695de6fcbbc3a","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 3.4% lower than men's (2024/25)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 3.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.36%. Women are 41.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:19"},{"signal_id":"0a0db85f7da679d186314a260239c5ab","headline":"OCS UK&I LIMITED: there is no median hourly pay gap (2024/25)","summary":"OCS UK&I LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.62%. Women are 42.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS UK&I LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11044/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:19"},{"signal_id":"394fc62bfb95bd1ddaa584a3626f4c08","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 3.1% lower than men's (2024/25)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 3.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 50.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-12","captured_at":"2026-07-28 21:38:19"},{"signal_id":"f8ce04fa7c943390f6dacd2c3a75a0f7","headline":"OPENREACH LIMITED: women's median hourly pay is 0.9% higher than men's (2024/25)","summary":"OPENREACH LIMITED reported a median hourly gender pay gap of -0.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -5.6%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OPENREACH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19362/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:19"},{"signal_id":"e4bce49e7204f60972307c5adc376b54","headline":"ORMISTON ACADEMIES TRUST: women's median hourly pay is 28.50% lower than men's (2024/25)","summary":"ORMISTON ACADEMIES TRUST reported a median hourly gender pay gap of 28.50% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.41%. Women are 63.23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ORMISTON ACADEMIES TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9432/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:19"},{"signal_id":"22cc65097df105861f350dc3287f703a","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 14.0% lower than men's (2024/25)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 14.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 30.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-06","captured_at":"2026-07-28 21:38:19"},{"signal_id":"36b7322601bbb57ac32613cef536a187","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 5.76% lower than men's (2024/25)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of 5.76% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 20.45%. Women are 73.50% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-17","captured_at":"2026-07-28 21:38:19"},{"signal_id":"86b26b6f15c0164351025f7488fd75f8","headline":"Oxfordshire County Council: there is no median hourly pay gap (2024/25)","summary":"Oxfordshire County Council reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.95%. Women are 65.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9479/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:19"},{"signal_id":"4c03f336dcfc6974e45399dea3287794","headline":"PARASOL LIMITED: women's median hourly pay is 22% lower than men's (2024/25)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 22% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:19"},{"signal_id":"20505a0fa1349c4c3c4f86b238058722","headline":"PARKDEAN RESORTS UK LIMITED: there is no median hourly pay gap (2024/25)","summary":"PARKDEAN RESORTS UK LIMITED reported a median hourly gender pay gap of 0.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 44.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARKDEAN RESORTS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18513/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:19"},{"signal_id":"603b06e1727ac8d28acfee8e51687890","headline":"PAYSTREAM MY MAX 3 LIMITED: women's median hourly pay is 19% lower than men's (2024/25)","summary":"PAYSTREAM MY MAX 3 LIMITED reported a median hourly gender pay gap of 19% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX 3 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9646/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-08","captured_at":"2026-07-28 21:38:19"},{"signal_id":"21295f2dd35340ba64362c639974a0bd","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 17% lower than men's (2024/25)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of 17% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-08","captured_at":"2026-07-28 21:38:19"},{"signal_id":"4d9e8ddead6eb33beb9859a9f22758c4","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 10.5% lower than men's (2024/25)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of 10.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.3%. Women are 19.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:19"},{"signal_id":"3c3901cce47867b9e46cd8a5d027774e","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 24.26% lower than men's (2024/25)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 24.26% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 44.82%. Women are 85.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:19"},{"signal_id":"37a90982695e34a12478aeab54a74e18","headline":"PETS AT HOME LTD: women's median hourly pay is 8.7% lower than men's (2024/25)","summary":"PETS AT HOME LTD reported a median hourly gender pay gap of 8.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETS AT HOME LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9789/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"4fac4a38a048d61176a3760fa88cb58f","headline":"PHOENIX GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 14.3% lower than men's (2024/25)","summary":"PHOENIX GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 14.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 38.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PHOENIX GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9670/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:19"},{"signal_id":"a3460acd8ae3f708fa300d589411f0d6","headline":"PIZZAEXPRESS (RESTAURANTS) LIMITED: women's median hourly pay is 2.1% lower than men's (2024/25)","summary":"PIZZAEXPRESS (RESTAURANTS) LIMITED reported a median hourly gender pay gap of 2.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.3%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PIZZAEXPRESS (RESTAURANTS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9859/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"bd4ee38b2cecb6c480ed184152c36660","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 9.2% higher than men's (2024/25)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of -9.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -11.8%. Women are 72.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"80f37ba91bd4e8d9bb2e441407496b37","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 8.57% lower than men's (2024/25)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 8.57% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.08%. Women are 59.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-09","captured_at":"2026-07-28 21:38:19"},{"signal_id":"5384ff0970df988a1654d9414e888d79","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 16.09% lower than men's (2024/25)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 16.09% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.96%. Women are 61.25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:19"},{"signal_id":"4c264a9ed33e4d362ed97ea271b62a76","headline":"POUNDLAND LIMITED: women's median hourly pay is 5% lower than men's (2024/25)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-14","captured_at":"2026-07-28 21:38:19"},{"signal_id":"1c78facafa77cf08e3fe37c023bb8271","headline":"Powys Council: women's median hourly pay is 6.94% lower than men's (2024/25)","summary":"Powys Council reported a median hourly gender pay gap of 6.94% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.75%. Women are 60.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Powys Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16407/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-06","captured_at":"2026-07-28 21:38:19"},{"signal_id":"eef3167f8f2e7fb1f2d44cabbb449624","headline":"PRET A MANGER (EUROPE) LIMITED: women's median hourly pay is 1.4% lower than men's (2024/25)","summary":"PRET A MANGER (EUROPE) LIMITED reported a median hourly gender pay gap of 1.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 55.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRET A MANGER (EUROPE) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10010/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:19"},{"signal_id":"9cc7dffbc21258066d1966f3ba8a2b19","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 2.0% lower than men's (2024/25)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 2.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 43.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-10","captured_at":"2026-07-28 21:38:19"},{"signal_id":"1e4cc54502850631dd935051dbcc6702","headline":"PRIMARK STORES LIMITED: women's median hourly pay is 0.8% lower than men's (2024/25)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 0.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 59.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-25","captured_at":"2026-07-28 21:38:19"},{"signal_id":"96a9f9558e4f2ed1e61f3ae5dd5f4a77","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 5.6% higher than men's (2024/25)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of -5.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.18%. Women are 78.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:19"},{"signal_id":"c99b92990b595d8c028f248005515ea5","headline":"QINETIQ LIMITED: women's median hourly pay is 11.2% lower than men's (2024/25)","summary":"QINETIQ LIMITED reported a median hourly gender pay gap of 11.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 18.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QINETIQ LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10160/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:19"},{"signal_id":"e5c0649962f25d6addab7e3f5d87a8aa","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 10.1% lower than men's (2024/25)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 10.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:19"},{"signal_id":"4a9aff2193d770d04253ca41cda665c8","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 13.38% lower than men's (2024/25)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 13.38% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.16%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:19"},{"signal_id":"4e78e42535113440bf74d09f59c517e0","headline":"RANDSTAD SOLUTIONS LIMITED: women's median hourly pay is 8.84% lower than men's (2024/25)","summary":"RANDSTAD SOLUTIONS LIMITED reported a median hourly gender pay gap of 8.84% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.70%. Women are 57.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RANDSTAD SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14919/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:19"},{"signal_id":"31dd051891d91b16d90f3b046a8d1c90","headline":"RANDSTAD SOURCERIGHT LIMITED: women's median hourly pay is 14.73% lower than men's (2024/25)","summary":"RANDSTAD SOURCERIGHT LIMITED reported a median hourly gender pay gap of 14.73% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.58%. Women are 67.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RANDSTAD SOURCERIGHT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15704/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:19"},{"signal_id":"16a54b602a688330614d91d741a2b9cc","headline":"REASSURE UK SERVICES LIMITED: women's median hourly pay is 16.1% lower than men's (2024/25)","summary":"REASSURE UK SERVICES LIMITED reported a median hourly gender pay gap of 16.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 22.6%. Women are 34.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REASSURE UK SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10308/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:19"},{"signal_id":"3831ec6d6b073a72d06e913b2a272378","headline":"REED STAFFING SERVICES LIMITED: women's median hourly pay is 3.7% lower than men's (2024/25)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 3.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 59.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:19"},{"signal_id":"86812a5cdf3a48a67d487f3d16e9bcc3","headline":"Rhondda Cynon Taf Council: women's median hourly pay is 17.17% lower than men's (2024/25)","summary":"Rhondda Cynon Taf Council reported a median hourly gender pay gap of 17.17% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.85%. Women are 74.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rhondda Cynon Taf Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19155/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-25","captured_at":"2026-07-28 21:38:19"},{"signal_id":"9f1343d3da40bd8cb905fabc1a4a7e2c","headline":"RIVER ISLAND CLOTHING CO. LIMITED: there is no median hourly pay gap (2024/25)","summary":"RIVER ISLAND CLOTHING CO. LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 19.5%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RIVER ISLAND CLOTHING CO. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10521/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-06","captured_at":"2026-07-28 21:38:19"},{"signal_id":"92fb0b6f51729704cb66a8b945280487","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 2.1% lower than men's (2024/25)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 2.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -1.7%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:19"},{"signal_id":"d1aaedc57986d7117440afd2612b0264","headline":"Rotherham Metropolitan Borough Council: women's median hourly pay is 8.1% lower than men's (2024/25)","summary":"Rotherham Metropolitan Borough Council reported a median hourly gender pay gap of 8.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10624/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:19"},{"signal_id":"d0505f81e6fd9e20744dae4509283715","headline":"Royal Cornwall Hospitals NHS Trusts: women's median hourly pay is 17.8% lower than men's (2024/25)","summary":"Royal Cornwall Hospitals NHS Trusts reported a median hourly gender pay gap of 17.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 29.7%. Women are 58.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Cornwall Hospitals NHS Trusts","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20228/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-04","captured_at":"2026-07-28 21:38:19"},{"signal_id":"ebd8fadf3ac750766d7f1b8db936295d","headline":"Royal Devon University Healthcare NHS Foundation Trust: women's median hourly pay is 5.19% lower than men's (2024/25)","summary":"Royal Devon University Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 5.19% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.44%. Women are 66.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon University Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22673/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-06","captured_at":"2026-07-28 21:38:19"},{"signal_id":"97d3ad34b7e8cebac5d4729364139859","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 12.95% lower than men's (2024/25)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 12.95% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 59.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:19"},{"signal_id":"83d3c2ae132b521e95dbafc5b007ed3a","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 1.2% lower than men's (2024/25)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 1.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.2%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:19"},{"signal_id":"cc1e35bfefa69285663f39128cc66536","headline":"ROYAL MENCAP SOCIETY: women's median hourly pay is 0.3% lower than men's (2024/25)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 0.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 72.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"95c50f0dc2faa077900e01017133066a","headline":"Royal Surrey County NHS Foundation Trust: women's median hourly pay is 6.9% lower than men's (2024/25)","summary":"Royal Surrey County NHS Foundation Trust reported a median hourly gender pay gap of 6.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.0%. Women are 63.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Surrey County NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15966/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"816247ac60b7fcc48219bbeda878c4f7","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 0.2% higher than men's (2024/25)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of -0.20% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.27%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"52708da5ba4a1369beb79320a9710526","headline":"SAFEWAY STORES LIMITED: women's median hourly pay is 3.1% lower than men's (2024/25)","summary":"SAFEWAY STORES LIMITED reported a median hourly gender pay gap of 3.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 37.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAFEWAY STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10789/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:20"},{"signal_id":"77bac3e7976435844d3b85dbb463ede1","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 6.2% lower than men's (2024/25)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 6.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 36.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:20"},{"signal_id":"56f07b599206a06d16c8fdc6bc5384a9","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 8.3% lower than men's (2024/25)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 8.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:20"},{"signal_id":"e24e6617b2fbc7c166e6180b4e6e0652","headline":"SANCTUARY CARE LIMITED: women's median hourly pay is 3.4% lower than men's (2024/25)","summary":"SANCTUARY CARE LIMITED reported a median hourly gender pay gap of 3.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANCTUARY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10848/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-12","captured_at":"2026-07-28 21:38:20"},{"signal_id":"811a969a214579efe1c6d308b94aa390","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 11.24% lower than men's (2024/25)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 11.24% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.71%. Women are 65.49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-29","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c9439d09a2c43c153556cb7cfa431593","headline":"SANTANDER UK PLC: women's median hourly pay is 27.6% lower than men's (2024/25)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 27.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.2%. Women are 36.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-02","captured_at":"2026-07-28 21:38:20"},{"signal_id":"98e12037ffac29df5c9e2df4a46bbf24","headline":"SANTIO LIMITED: there is no median hourly pay gap (2024/25)","summary":"SANTIO LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.33%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19326/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c0fb2d42cf4f93adf5871368661cde24","headline":"SAVILLS (UK) LIMITED: women's median hourly pay is 37.77% lower than men's (2024/25)","summary":"SAVILLS (UK) LIMITED reported a median hourly gender pay gap of 37.77% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 32.74%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAVILLS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/654/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:20"},{"signal_id":"e5b30dff459bb617087314deb9d62298","headline":"SBFM LIMITED: there is no median hourly pay gap (2024/25)","summary":"SBFM LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SBFM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22232/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"f66b80e5fb27398947f3afcfcbccdde5","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 0.9% lower than men's (2024/25)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 0.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.7%. Women are 36.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:20"},{"signal_id":"259ccb5145725f9eb97892b61b5425fc","headline":"SECURITAS SECURITY SERVICES (UK) LIMITED: women's median hourly pay is 3.4% higher than men's (2024/25)","summary":"SECURITAS SECURITY SERVICES (UK) LIMITED reported a median hourly gender pay gap of -3.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -5%. Women are 12.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SECURITAS SECURITY SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10987/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:20"},{"signal_id":"20978f4442cea4e9b86b9172ec192882","headline":"SELECT SERVICE PARTNER UK LIMITED: women's median hourly pay is 5.2% lower than men's (2024/25)","summary":"SELECT SERVICE PARTNER UK LIMITED reported a median hourly gender pay gap of 5.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.1%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELECT SERVICE PARTNER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11009/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"31dcae9ec4a5b29361b2e2fd5ee84879","headline":"SELLAFIELD LIMITED: women's median hourly pay is 19.62% lower than men's (2024/25)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 19.62% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.56%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"153aa0c971f25f84c088dccb7b37f71b","headline":"SERCO LIMITED: women's median hourly pay is 6.15% lower than men's (2024/25)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 6.15% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.53%. Women are 36.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:20"},{"signal_id":"8ad7048f2440ef4363e7eeec2c360ada","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 8.2% lower than men's (2024/25)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 8.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:20"},{"signal_id":"f145f0b598beac65857091e537ed9eb5","headline":"Sheffield City Council HQ: women's median hourly pay is 0.28% lower than men's (2024/25)","summary":"Sheffield City Council HQ reported a median hourly gender pay gap of 0.28% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -1.71%. Women are 63.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield City Council HQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11107/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"b57e1ec2fc6f6cf98829f57745ba8ea7","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 3.0% lower than men's (2024/25)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 3.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 63.55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c098503384348e5ff5d3baf39aa04bd0","headline":"Sherwood Forest Hospitals NHS Foundation Trust: women's median hourly pay is 14.6% lower than men's (2024/25)","summary":"Sherwood Forest Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 14.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.8%. Women are 64.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sherwood Forest Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16207/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"1db23408ce2242f01745390d53ab0299","headline":"SINGLE RESOURCE LIMITED: women's median hourly pay is 4% lower than men's (2024/25)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4%. Women are 28.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-23","captured_at":"2026-07-28 21:38:20"},{"signal_id":"bae495bb7aaa9209c3057abeacf7ecd6","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 3.7% lower than men's (2024/25)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 3.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"cf49f65a50c7aa4f74915f45e0cb2101","headline":"SKY UK LIMITED: women's median hourly pay is 12.1% lower than men's (2024/25)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 12.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"3fc5792521214f85acea7edae1866e8e","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 10.9% higher than men's (2024/25)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of -10.90% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -8.55%. Women are 65.48% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"607bee7a323375873edb01d749b986ff","headline":"SODEXO LIMITED: women's median hourly pay is 9.99% lower than men's (2024/25)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 9.99% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.86%. Women are 46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:20"},{"signal_id":"b2568aee4e3ddfeec126426f69848ea8","headline":"Somerset NHS Foundation Trust: women's median hourly pay is 2.06% lower than men's (2024/25)","summary":"Somerset NHS Foundation Trust reported a median hourly gender pay gap of 2.06% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.01%. Women are 71.49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Somerset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21437/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:20"},{"signal_id":"5d47eeb07e33913fa02b4a22bb546abd","headline":"South East Coast Ambulance Service NHS Foundation Trust: women's median hourly pay is 9.03% lower than men's (2024/25)","summary":"South East Coast Ambulance Service NHS Foundation Trust reported a median hourly gender pay gap of 9.03% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.32%. Women are 45.39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South East Coast Ambulance Service NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16330/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:20"},{"signal_id":"1700019a3fb244afee6396cec41d5d3b","headline":"South London And Maudsley Nhs Foundation Trust: women's median hourly pay is 1.50% lower than men's (2024/25)","summary":"South London And Maudsley Nhs Foundation Trust reported a median hourly gender pay gap of 1.50% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.63%. Women are 66.56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South London And Maudsley Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11381/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c08ccf67cb32356778d5a27ed7802ab9","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 21.41% lower than men's (2024/25)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 21.41% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 29.08%. Women are 68.75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-06","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c3cd936628dcd78f2194d14490abe8ef","headline":"South Tyneside and Sunderland NHS Foundation Trust: women's median hourly pay is 13.20% lower than men's (2024/25)","summary":"South Tyneside and Sunderland NHS Foundation Trust reported a median hourly gender pay gap of 13.20% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 31.03%. Women are 71.74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tyneside and Sunderland NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20267/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"4194a6a8ffb3c058f4de9cbddc3a7ac1","headline":"South Wales Police: women's median hourly pay is 16.98% lower than men's (2024/25)","summary":"South Wales Police reported a median hourly gender pay gap of 16.98% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.31%. Women are 32.83% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-18","captured_at":"2026-07-28 21:38:20"},{"signal_id":"4710ecd00b3d43a5ed797ab30c69d4a6","headline":"South Warwickshire General Hospital Nhs Trust: women's median hourly pay is 3.39% lower than men's (2024/25)","summary":"South Warwickshire General Hospital Nhs Trust reported a median hourly gender pay gap of 3.39% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.77%. Women are 83.98% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Warwickshire General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11400/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-07","captured_at":"2026-07-28 21:38:20"},{"signal_id":"4f13ad8d6a5da9a4cc425fd8ba6b8d2f","headline":"South Western Ambulance Service Foundation Trust: women's median hourly pay is 3.3% lower than men's (2024/25)","summary":"South Western Ambulance Service Foundation Trust reported a median hourly gender pay gap of 3.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 44.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Western Ambulance Service Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11405/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"93eab16a0467c7bd68ac7ebd3235a4c4","headline":"South Yorkshire Police: women's median hourly pay is 15.8% lower than men's (2024/25)","summary":"South Yorkshire Police reported a median hourly gender pay gap of 15.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 36.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11409/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-11","captured_at":"2026-07-28 21:38:20"},{"signal_id":"d2f400d22397c8069cfd19a9e2f4e415","headline":"Southern Health Nhs Foundation Trust: women's median hourly pay is 19.7% lower than men's (2024/25)","summary":"Southern Health Nhs Foundation Trust reported a median hourly gender pay gap of 19.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 87% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Southern Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11421/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:20"},{"signal_id":"7d5036dc2981adee668589c16b181f87","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 11.6% lower than men's (2024/25)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 11.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 74.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:20"},{"signal_id":"eda15490bb1caea3270a29cb7b760f74","headline":"FRASERS GROUP TRADING LIMITED: women's median hourly pay is 4.60% lower than men's (2024/25)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 4.60% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.20%. Women are 36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:20"},{"signal_id":"ff834862055d749bd8d51e2ce8e12e4b","headline":"SPORTSWIFT LIMITED: women's median hourly pay is 3% lower than men's (2024/25)","summary":"SPORTSWIFT LIMITED reported a median hourly gender pay gap of 3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPORTSWIFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11498/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"38ccdae9d0e9cc829beb964d7fe0cfaf","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 8.59% lower than men's (2024/25)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 8.59% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.55%. Women are 60.33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"a3246447d02b15ccd3859843daf5869b","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 13.5% lower than men's (2024/25)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 13.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.3%. Women are 18.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"8f2433fa87e55f9f54852c2fe4b7c21d","headline":"STARBUCKS COFFEE COMPANY (UK) LIMITED: women's median hourly pay is 1.6% lower than men's (2024/25)","summary":"STARBUCKS COFFEE COMPANY (UK) LIMITED reported a median hourly gender pay gap of 1.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARBUCKS COFFEE COMPANY (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11666/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:20"},{"signal_id":"356cbcbfd7e8819aaff92238d95e6061","headline":"STARK BUILDING MATERIALS UK LIMITED: women's median hourly pay is 5.7% higher than men's (2024/25)","summary":"STARK BUILDING MATERIALS UK LIMITED reported a median hourly gender pay gap of -5.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -7.7%. Women are 21.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARK BUILDING MATERIALS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10818/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:20"},{"signal_id":"e5256d9a28da88b0c6d123198770c751","headline":"Stockport Nhs Foundation Trust: women's median hourly pay is 1.3% higher than men's (2024/25)","summary":"Stockport Nhs Foundation Trust reported a median hourly gender pay gap of -1.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.81%. Women are 70.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Stockport Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11728/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"598f550a462e6637568eb64732ef51b3","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 2.8% lower than men's (2024/25)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 2.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:20"},{"signal_id":"42625bb45b7e6c0f7027abb40b31f46a","headline":"SUEZ RECYCLING AND RECOVERY UK LTD: women's median hourly pay is 2.9% higher than men's (2024/25)","summary":"SUEZ RECYCLING AND RECOVERY UK LTD reported a median hourly gender pay gap of -2.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -9.4%. Women are 20.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUEZ RECYCLING AND RECOVERY UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11785/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:20"},{"signal_id":"cb280d2df93bde9f6a5ef70ae7e22254","headline":"Suffolk County Council: women's median hourly pay is 0.8% lower than men's (2024/25)","summary":"Suffolk County Council reported a median hourly gender pay gap of 0.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.9%. Women are 71.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"4fdb6d085c6f779dd3b1c92756f640da","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 6.5% lower than men's (2024/25)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 6.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.7%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c1fddd86e27a1233fddb193de35a668c","headline":"Surrey & Sussex Healthcare N H S Trust: women's median hourly pay is 1.3% lower than men's (2024/25)","summary":"Surrey & Sussex Healthcare N H S Trust reported a median hourly gender pay gap of 1.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 65.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey & Sussex Healthcare N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11832/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"113f059318e9f0def8fc72ae6370865c","headline":"Surrey County Council: women's median hourly pay is 11.4% lower than men's (2024/25)","summary":"Surrey County Council reported a median hourly gender pay gap of 11.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 65.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:20"},{"signal_id":"9831b15d9edab4cea27c65d35bb57da5","headline":"Sussex Community NHS Foundation Trust: women's median hourly pay is 1.4% higher than men's (2024/25)","summary":"Sussex Community NHS Foundation Trust reported a median hourly gender pay gap of -1.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 81.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Community NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11847/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-16","captured_at":"2026-07-28 21:38:20"},{"signal_id":"1aa363de0342282f0f998ac43e5e12e6","headline":"Sussex Partnership Nhs Foundation Trust: women's median hourly pay is 2.8% lower than men's (2024/25)","summary":"Sussex Partnership Nhs Foundation Trust reported a median hourly gender pay gap of 2.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Partnership Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11849/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-09","captured_at":"2026-07-28 21:38:20"},{"signal_id":"e0b4fabaef3c45dc40a9438d4423c2a7","headline":"Sussex Police: women's median hourly pay is 14.2% lower than men's (2024/25)","summary":"Sussex Police reported a median hourly gender pay gap of 14.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 35.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11850/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"8c9165a66b4f0a89fe58d306c0a9716e","headline":"Swansea Council: women's median hourly pay is 3.48% lower than men's (2024/25)","summary":"Swansea Council reported a median hourly gender pay gap of 3.48% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.43%. Women are 57.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"e87ee9fabaeefc229a7f5179222e29e8","headline":"SWISSPORT GB LIMITED: women's median hourly pay is 77.3% lower than men's (2024/25)","summary":"SWISSPORT GB LIMITED reported a median hourly gender pay gap of 77.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SWISSPORT GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11902/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-09","captured_at":"2026-07-28 21:38:20"},{"signal_id":"ef53c18d93ad42689c274697960c68da","headline":"SYSCO GB LIMITED: women's median hourly pay is 7% lower than men's (2024/25)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -7.8%. Women are 30.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-14","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c26812e798696f9341d6fda89bbef22c","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 20.7% lower than men's (2024/25)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 20.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.1%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:20"},{"signal_id":"4a1608e2d6d623a68f7318d2bf0a8871","headline":"T. J. MORRIS LIMITED: women's median hourly pay is 0.1% lower than men's (2024/25)","summary":"T. J. MORRIS LIMITED reported a median hourly gender pay gap of 0.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 43.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T. J. MORRIS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11950/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"62e62ffce726f4ac344dd9ce48878bfc","headline":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED: women's median hourly pay is 0.52% higher than men's (2024/25)","summary":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED reported a median hourly gender pay gap of -0.52% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -3.16%. Women are 5.36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"T.S.S. (TOTAL SECURITY SERVICES) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11961/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"8aa26a572c35e182c2cbd51f0332abff","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 12.28% lower than men's (2024/25)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 12.28% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.67%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-13","captured_at":"2026-07-28 21:38:20"},{"signal_id":"511bc748335a9302a989ec44ecb760bd","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 4.1% lower than men's (2024/25)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 4.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.8%. Women are 11.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:20"},{"signal_id":"6a49a52caa2bf2428b2e8d978dfa1a43","headline":"TEACHING PERSONNEL LIMITED: women's median hourly pay is 15.5% lower than men's (2024/25)","summary":"TEACHING PERSONNEL LIMITED reported a median hourly gender pay gap of 15.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 68.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TEACHING PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12060/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"d458384da9b3f5b5016d030f14cc7324","headline":"TECH MAHINDRA LIMITED: women's median hourly pay is 3.64% lower than men's (2024/25)","summary":"TECH MAHINDRA LIMITED reported a median hourly gender pay gap of 3.64% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 12.38%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TECH MAHINDRA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15890/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-16","captured_at":"2026-07-28 21:38:20"},{"signal_id":"5876e56ca6530d1119024111e43feed1","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: there is no median hourly pay gap (2024/25)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 0.00% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.82%. Women are 76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"363ba8fbb6ed66c78756c0e64aec0246","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 21.7% lower than men's (2024/25)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 21.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 30.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:20"},{"signal_id":"b42ee7f515be79978b15f53883ca251e","headline":"TELEPERFORMANCE LIMITED: women's median hourly pay is 0.52% lower than men's (2024/25)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of 0.52% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.92%. Women are 49.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-03","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c3a541ccbf155df4d5cf5ffdef6d921a","headline":"TESCO STORES LIMITED: women's median hourly pay is 5.3% lower than men's (2024/25)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 5.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 36.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-12","captured_at":"2026-07-28 21:38:20"},{"signal_id":"205e5f8736beb448f0e38580eecf77e5","headline":"TH UK & IRELAND LIMITED: women's median hourly pay is 4.91% lower than men's (2024/25)","summary":"TH UK & IRELAND LIMITED reported a median hourly gender pay gap of 4.91% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.72%. Women are 43.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TH UK & IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19082/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:20"},{"signal_id":"b9bb1b0f8b8f27c93ad01c6ae766a39a","headline":"THALES UK LIMITED: women's median hourly pay is 9.9% lower than men's (2024/25)","summary":"THALES UK LIMITED reported a median hourly gender pay gap of 9.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THALES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12166/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-14","captured_at":"2026-07-28 21:38:20"},{"signal_id":"ea5b12ef673fe4e9fe2a3206afd1db69","headline":"Thames Valley Police: women's median hourly pay is 15.77% lower than men's (2024/25)","summary":"Thames Valley Police reported a median hourly gender pay gap of 15.77% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.84%. Women are 38.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"802177818a1a02ee57ea75c4cfedb123","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 10.0% lower than men's (2024/25)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 10.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.2%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-08-01","captured_at":"2026-07-28 21:38:20"},{"signal_id":"ec1f238ecfc4294e8786d9030c4aeea2","headline":"The  Queen Elizabeth Hospital Kings Lynn NHS Foundation Trust: women's median hourly pay is 12.08% lower than men's (2024/25)","summary":"The  Queen Elizabeth Hospital Kings Lynn NHS Foundation Trust reported a median hourly gender pay gap of 12.08% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.55%. Women are 67.54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The  Queen Elizabeth Hospital Kings Lynn NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15272/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:20"},{"signal_id":"22de5574dc7d11ed5efc5fd5f077fa14","headline":"THE BANK OF NEW YORK MELLON: women's median hourly pay is 17% lower than men's (2024/25)","summary":"THE BANK OF NEW YORK MELLON reported a median hourly gender pay gap of 17% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BANK OF NEW YORK MELLON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/23038/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-20","captured_at":"2026-07-28 21:38:20"},{"signal_id":"8e879b41cccc3e1938a4da1e88a86122","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 3.31% lower than men's (2024/25)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 3.31% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.74%. Women are 14.25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:20"},{"signal_id":"3af44498fe159f53a00cb63ef8fa2757","headline":"The Dudley Group NHS Foundation Trust: women's median hourly pay is 21.3% lower than men's (2024/25)","summary":"The Dudley Group NHS Foundation Trust reported a median hourly gender pay gap of 21.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 33.2%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Dudley Group NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12332/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-07","captured_at":"2026-07-28 21:38:20"},{"signal_id":"d4bc304014f1aae5b8a90183d18b08ce","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 0.12% higher than men's (2024/25)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of -0.12% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.41%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:20"},{"signal_id":"a9d24da8c9dfb35c2ac53c5e2c8e9619","headline":"The National Crime Agency: women's median hourly pay is 8.66% lower than men's (2024/25)","summary":"The National Crime Agency reported a median hourly gender pay gap of 8.66% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.17%. Women are 33.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Crime Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12475/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"3169f64cc5080573a66dcd33427c570b","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 3.4% lower than men's (2024/25)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 3.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 62.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-29","captured_at":"2026-07-28 21:38:20"},{"signal_id":"71f8fa6c68f6e1e9ac4a481ade86de2f","headline":"The Open University: women's median hourly pay is 5.6% lower than men's (2024/25)","summary":"The Open University reported a median hourly gender pay gap of 5.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"04a0fedf9dd00a5851b2c524429f65eb","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 9.0% lower than men's (2024/25)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 9.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.5%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-05","captured_at":"2026-07-28 21:38:20"},{"signal_id":"f94751ba4b8dab46064711b0dfb1968d","headline":"THE RANK GROUP PLC: women's median hourly pay is 4.3% lower than men's (2024/25)","summary":"THE RANK GROUP PLC reported a median hourly gender pay gap of 4.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 36.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE RANK GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10265/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:20"},{"signal_id":"7af09389c40f74e3fe4e0286f7fcabac","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 19.65% lower than men's (2024/25)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 19.65% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27.07%. Women are 66.33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-30","captured_at":"2026-07-28 21:38:20"},{"signal_id":"1510e29bf4855910e03ef124b5765c85","headline":"The Shrewsbury and Telford Hospital NHS Trust: women's median hourly pay is 6.57% lower than men's (2024/25)","summary":"The Shrewsbury and Telford Hospital NHS Trust reported a median hourly gender pay gap of 6.57% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 19.9%. Women are 68.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Shrewsbury and Telford Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15713/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"5967a03936da9f616b1da12b0866a519","headline":"THE UK RECRUITMENT CO. LTD: women's median hourly pay is 3.2% higher than men's (2024/25)","summary":"THE UK RECRUITMENT CO. LTD reported a median hourly gender pay gap of -3.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -10.4%. Women are 48.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UK RECRUITMENT CO. LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20824/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"f8d637a44022030f5e4c5ba7f3190a9a","headline":"THE UNIVERSITY OF BIRMINGHAM: women's median hourly pay is 18.3% lower than men's (2024/25)","summary":"THE UNIVERSITY OF BIRMINGHAM reported a median hourly gender pay gap of 18.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 40.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF BIRMINGHAM","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13169/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-25","captured_at":"2026-07-28 21:38:20"},{"signal_id":"ce6e09404739ae8f7409e7bbdf021941","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 9.8% lower than men's (2024/25)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 9.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 43.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"9f281fb0dbbe5235600ea1fa4b1f512e","headline":"TJX UK: women's median hourly pay is 6.6% lower than men's (2024/25)","summary":"TJX UK reported a median hourly gender pay gap of 6.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:20"},{"signal_id":"de1123f132054834267ba7f69c10ec09","headline":"TOOLSTATION LIMITED: women's median hourly pay is 0.4% lower than men's (2024/25)","summary":"TOOLSTATION LIMITED reported a median hourly gender pay gap of 0.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 32.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TOOLSTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12801/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"c2982b44a8a614ed4c574f657a4241db","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 5.53% lower than men's (2024/25)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 5.53% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.55%. Women are 68.62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-21","captured_at":"2026-07-28 21:38:20"},{"signal_id":"0bec1192bc7e008d3178fdedb0016fb6","headline":"Transport for London: women's median hourly pay is 7.4% lower than men's (2024/25)","summary":"Transport for London reported a median hourly gender pay gap of 7.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.2%. Women are 28.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:20"},{"signal_id":"768a3a8dc1ed757cdaed82158bc38507","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 4.6% lower than men's (2024/25)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 4.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-04","captured_at":"2026-07-28 21:38:20"},{"signal_id":"363b0d252f80341c6a96f7a0af51e710","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 3.8% lower than men's (2024/25)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of 3.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2%. Women are 23.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"0b7bbb8d6c3b7533eea5cfec5a32e304","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 0.4% lower than men's (2024/25)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of 0.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -5.4%. Women are 21.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"31c3b7481ae0b8eccabb0013d0b8f2c7","headline":"TROIA (UK) RESTAURANTS LIMITED: women's median hourly pay is 2.5% lower than men's (2024/25)","summary":"TROIA (UK) RESTAURANTS LIMITED reported a median hourly gender pay gap of 2.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 28.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TROIA (UK) RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12964/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-06","captured_at":"2026-07-28 21:38:20"},{"signal_id":"bb2767e80440e61383e6bc51fafc2353","headline":"TSB BANK PLC: women's median hourly pay is 24.7% lower than men's (2024/25)","summary":"TSB BANK PLC reported a median hourly gender pay gap of 24.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.5%. Women are 42.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TSB BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/355/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-15","captured_at":"2026-07-28 21:38:20"},{"signal_id":"0b63592755fffcea5f7047f81318de9e","headline":"UBER BRITANNIA LIMITED: women's median hourly pay is 0.6% higher than men's (2024/25)","summary":"UBER BRITANNIA LIMITED reported a median hourly gender pay gap of -0.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.00%. Women are 1.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER BRITANNIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21077/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:20"},{"signal_id":"00230bc47e07c7a3fcc1a446024ddaa1","headline":"UBER LONDON LIMITED: women's median hourly pay is 10.1% lower than men's (2024/25)","summary":"UBER LONDON LIMITED reported a median hourly gender pay gap of 10.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -11.6%. Women are 1.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER LONDON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18798/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:20"},{"signal_id":"2c6e07bffef34eb7156537fa95b2a4b8","headline":"UCL: women's median hourly pay is 6.8% lower than men's (2024/25)","summary":"UCL reported a median hourly gender pay gap of 6.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"0b06c56a8668d9380d1b2fde83840abf","headline":"UK Armed Forces: women's median hourly pay is 0.46% lower than men's (2024/25)","summary":"UK Armed Forces reported a median hourly gender pay gap of 0.46% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.03%. Women are 11.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:20"},{"signal_id":"f1df87a395f3d799115e1d5c79f8ba04","headline":"UK POWER NETWORKS (OPERATIONS) LIMITED: women's median hourly pay is 14.4% lower than men's (2024/25)","summary":"UK POWER NETWORKS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 14.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK POWER NETWORKS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13073/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:20"},{"signal_id":"42f2422dcf4b74860e43d53203408fef","headline":"UK Statistics Authority: women's median hourly pay is 5.7% lower than men's (2024/25)","summary":"UK Statistics Authority reported a median hourly gender pay gap of 5.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 50.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Statistics Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13077/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:20"},{"signal_id":"323c3ba9409bfe6783c6d8db545d969d","headline":"UMBRELLA-COMPANY LIMITED: women's median hourly pay is 9.65% lower than men's (2024/25)","summary":"UMBRELLA-COMPANY LIMITED reported a median hourly gender pay gap of 9.65% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.32%. Women are 32.89% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UMBRELLA-COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13096/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:20"},{"signal_id":"efb593f61d7b5b3031f1deb0be63c812","headline":"United Kingdom Research and Innovation: women's median hourly pay is 7.5% lower than men's (2024/25)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 7.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.0%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:21"},{"signal_id":"6de01b2ffd6a11542561f04d8c62ad8b","headline":"UNITED UTILITIES GROUP PLC: women's median hourly pay is 14.4% lower than men's (2024/25)","summary":"UNITED UTILITIES GROUP PLC reported a median hourly gender pay gap of 14.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 34.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13144/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:21"},{"signal_id":"6a3b9ba068347d40d6fe513f0df8d361","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 14.8% lower than men's (2024/25)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 14.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 31.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:21"},{"signal_id":"afd78aff526ca88a5ea09c00fc71517e","headline":"University College Hospital NHS Trust: women's median hourly pay is 7% lower than men's (2024/25)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:21"},{"signal_id":"04180e040694f20189fc91695452b56a","headline":"University Hospital Coventry and Warwickshire NHS Trust: women's median hourly pay is 19.30% lower than men's (2024/25)","summary":"University Hospital Coventry and Warwickshire NHS Trust reported a median hourly gender pay gap of 19.30% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 25.84%. Women are 60.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Coventry and Warwickshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13473/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:21"},{"signal_id":"f62f5d087a43d750f3f6e20256420e1e","headline":"University Hospital Southampton NHS Foundation Trust: women's median hourly pay is 11.5% lower than men's (2024/25)","summary":"University Hospital Southampton NHS Foundation Trust reported a median hourly gender pay gap of 11.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 20.5%. Women are 62.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Southampton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17217/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-11","captured_at":"2026-07-28 21:38:21"},{"signal_id":"87dd81d020c76a7de09c671c0d80a5ec","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 11.3% lower than men's (2024/25)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 11.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.4%. Women are 63.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:21"},{"signal_id":"40f8c9f8726709011369425c985d9c72","headline":"University Hospitals Bristol and Weston NHS Foundation Trust: women's median hourly pay is 3.19% lower than men's (2024/25)","summary":"University Hospitals Bristol and Weston NHS Foundation Trust reported a median hourly gender pay gap of 3.19% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.11%. Women are 67.26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol and Weston NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20028/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-22","captured_at":"2026-07-28 21:38:21"},{"signal_id":"77b4c9dd0d7a7b9e10a8e85975ac21cb","headline":"University Hospitals Dorset NHS Foundation Trust: women's median hourly pay is 2.30% lower than men's (2024/25)","summary":"University Hospitals Dorset NHS Foundation Trust reported a median hourly gender pay gap of 2.30% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.37%. Women are 65.01% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Dorset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20710/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-13","captured_at":"2026-07-28 21:38:21"},{"signal_id":"017aa0fe66379dcdc403e1681cb7d214","headline":"University Hospitals of Derby and Burton NHS Foundation Trust: women's median hourly pay is 7.79% lower than men's (2024/25)","summary":"University Hospitals of Derby and Burton NHS Foundation Trust reported a median hourly gender pay gap of 7.79% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.46%. Women are 68.56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals of Derby and Burton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19430/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"b47b17a7800886d0e9e4031d1f13af8d","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 8.18% lower than men's (2024/25)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 8.18% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27.08%. Women are 63.09% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-26","captured_at":"2026-07-28 21:38:21"},{"signal_id":"fef1434004dacd4f0a75a081f5ad0f8e","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 6.48% lower than men's (2024/25)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 6.48% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.64%. Women are 71.18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"3e2c33ec9022ecd46d76ca12af3db35a","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 8.0% lower than men's (2024/25)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 8.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 24.6%. Women are 64.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-23","captured_at":"2026-07-28 21:38:21"},{"signal_id":"764f189e88a8a898ce6a41055c3c0712","headline":"University Hospitals Sussex NHS Foundation Trust: women's median hourly pay is 2.28876074219066% lower than men's (2024/25)","summary":"University Hospitals Sussex NHS Foundation Trust reported a median hourly gender pay gap of 2.28876074219066% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.8274354760017%. Women are 62.3581757508343% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Sussex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21657/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-09-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"d74db2dd2619fbbe4da09836904b59d1","headline":"UNIVERSITY OF BRISTOL: women's median hourly pay is 11.1% lower than men's (2024/25)","summary":"UNIVERSITY OF BRISTOL reported a median hourly gender pay gap of 11.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 45.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF BRISTOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13171/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:21"},{"signal_id":"088ed93a002f8260e4776bca6dcb0306","headline":"University Of Cambridge: women's median hourly pay is 11.0% lower than men's (2024/25)","summary":"University Of Cambridge reported a median hourly gender pay gap of 11.0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.4%. Women are 42.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:21"},{"signal_id":"246b557c1af82ac1a867b6ddde1bc59a","headline":"University of Exeter: women's median hourly pay is 18.6% lower than men's (2024/25)","summary":"University of Exeter reported a median hourly gender pay gap of 18.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 46.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"42de15fd845c481b3233c2e538d2cdb6","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 13.4% lower than men's (2024/25)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 13.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 43.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-27","captured_at":"2026-07-28 21:38:21"},{"signal_id":"a70696c78984357a4b94c4c1a8c8e606","headline":"University of Leicester: women's median hourly pay is 18.1% lower than men's (2024/25)","summary":"University of Leicester reported a median hourly gender pay gap of 18.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.5%. Women are 45.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:21"},{"signal_id":"b05b791c2bccf20da3eed9517c3b0129","headline":"UNIVERSITY OF LIVERPOOL: women's median hourly pay is 15.3% lower than men's (2024/25)","summary":"UNIVERSITY OF LIVERPOOL reported a median hourly gender pay gap of 15.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 42.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LIVERPOOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13184/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-14","captured_at":"2026-07-28 21:38:21"},{"signal_id":"9f27bb5e1077148e620f3d47eda731b9","headline":"University of Nottingham: women's median hourly pay is 11.5% lower than men's (2024/25)","summary":"University of Nottingham reported a median hourly gender pay gap of 11.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.5%. Women are 43.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Nottingham","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15824/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-17","captured_at":"2026-07-28 21:38:21"},{"signal_id":"406575a31ae21cc612a8e21073204456","headline":"UNIVERSITY OF READING: women's median hourly pay is 16.07% lower than men's (2024/25)","summary":"UNIVERSITY OF READING reported a median hourly gender pay gap of 16.07% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 14.49%. Women are 52.31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF READING","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13188/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:21"},{"signal_id":"7ff3f2b1747384ef7b3a5b3c6da60a4c","headline":"University of Southampton: women's median hourly pay is 16.2% lower than men's (2024/25)","summary":"University of Southampton reported a median hourly gender pay gap of 16.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.3%. Women are 42.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Southampton","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/163/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:21"},{"signal_id":"5817efbbb1d78188ab39a7aa82fb2f55","headline":"University of the Arts, London: women's median hourly pay is 2.65% lower than men's (2024/25)","summary":"University of the Arts, London reported a median hourly gender pay gap of 2.65% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.63%. Women are 61.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of the Arts, London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/192/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-12","captured_at":"2026-07-28 21:38:21"},{"signal_id":"f504434dd20e3942388dffe539ae6122","headline":"University of Warwick: women's median hourly pay is 18.6% lower than men's (2024/25)","summary":"University of Warwick reported a median hourly gender pay gap of 18.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.9%. Women are 37.89% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:21"},{"signal_id":"7495bf39116b3f0c49f5ee05078cbb04","headline":"University of York: women's median hourly pay is 13.7% lower than men's (2024/25)","summary":"University of York reported a median hourly gender pay gap of 13.7% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of York","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/296/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-19","captured_at":"2026-07-28 21:38:21"},{"signal_id":"322c767e19048d0f62ca161e70628545","headline":"UPS LIMITED: women's median hourly pay is 10.35% lower than men's (2024/25)","summary":"UPS LIMITED reported a median hourly gender pay gap of 10.35% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.7%. Women are 12.22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:21"},{"signal_id":"52a5d435a513f3f2a0f9886736d85d7f","headline":"Velindre University NHS Trust: women's median hourly pay is 11% lower than men's (2024/25)","summary":"Velindre University NHS Trust reported a median hourly gender pay gap of 11% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Velindre University NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20380/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-09","captured_at":"2026-07-28 21:38:21"},{"signal_id":"abf8cd139159b0ca8414a20dcc12a477","headline":"VEOLIA ES (UK) LIMITED: women's median hourly pay is 4.79% lower than men's (2024/25)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of 4.79% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -4.67%. Women are 16.67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"ff082d9fe4727eab9b946b931470cb3d","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 11.2% higher than men's (2024/25)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of -11.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -7.9%. Women are 31.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:21"},{"signal_id":"9cbc4d9dc617e369e66d9f3daa4bb29b","headline":"VODAFONE LIMITED: women's median hourly pay is 12.4% lower than men's (2024/25)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 12.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 31.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-07","captured_at":"2026-07-28 21:38:21"},{"signal_id":"af2de3106d3c9d702ac2515335d651eb","headline":"VOYAGE 1 LIMITED: there is no median hourly pay gap (2024/25)","summary":"VOYAGE 1 LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VOYAGE 1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15600/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:21"},{"signal_id":"09e8531d42ddf064022f8b23be50e9b4","headline":"WAGAMAMA LIMITED: women's median hourly pay is 1.3% lower than men's (2024/25)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of 1.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 47.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-06","captured_at":"2026-07-28 21:38:21"},{"signal_id":"b08d1e3cd9d521c20096c2b2b17a76a3","headline":"Wakefield Metropolitan District Council: women's median hourly pay is 3.37% higher than men's (2024/25)","summary":"Wakefield Metropolitan District Council reported a median hourly gender pay gap of -3.37% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -0.89%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wakefield Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13450/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-28","captured_at":"2026-07-28 21:38:21"},{"signal_id":"98584a7e21b51b4f22cd948f0c852422","headline":"Walsall Healthcare NHS Trust: women's median hourly pay is 19.74% lower than men's (2024/25)","summary":"Walsall Healthcare NHS Trust reported a median hourly gender pay gap of 19.74% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 29.44%. Women are 68.28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Walsall Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17187/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-07","captured_at":"2026-07-28 21:38:21"},{"signal_id":"294a40a3f19b7d5bd91296c9b6e49bbc","headline":"Warwickshire County Council: women's median hourly pay is 2.5% lower than men's (2024/25)","summary":"Warwickshire County Council reported a median hourly gender pay gap of 2.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 0.4%. Women are 69.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Warwickshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13515/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-11-11","captured_at":"2026-07-28 21:38:21"},{"signal_id":"09f991df6ff1a5a977a9972776b043ca","headline":"WEALDEN LEISURE LIMITED: women's median hourly pay is 7.32% higher than men's (2024/25)","summary":"WEALDEN LEISURE LIMITED reported a median hourly gender pay gap of -7.32% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -15.7%. Women are 76.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WEALDEN LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13562/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"539d7ff382153915163158d3ab37543a","headline":"WELCOME BREAK GROUP LIMITED: there is no median hourly pay gap (2024/25)","summary":"WELCOME BREAK GROUP LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 52.03% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WELCOME BREAK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13581/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"ffd0e7d5107da3068e15b2f1fe5f87f9","headline":"West Hertfordshire Hospitals NHS Trust: women's median hourly pay is 10.1% lower than men's (2024/25)","summary":"West Hertfordshire Hospitals NHS Trust reported a median hourly gender pay gap of 10.1% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 23.5%. Women are 64.23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Hertfordshire Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13618/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-03","captured_at":"2026-07-28 21:38:21"},{"signal_id":"214f00574562e3f3bf20e41006f44478","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 2.03% lower than men's (2024/25)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 2.03% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 2.56%. Women are 47.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:21"},{"signal_id":"8a2ce85937174b38c9eff98615ae11b3","headline":"West Midlands Police: women's median hourly pay is 11.5% lower than men's (2024/25)","summary":"West Midlands Police reported a median hourly gender pay gap of 11.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 33.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-11-07","captured_at":"2026-07-28 21:38:21"},{"signal_id":"5d32d8cc49c8a6045e4b1f119db90b82","headline":"West Suffolk Nhs Foundation Trust: women's median hourly pay is 9.46% lower than men's (2024/25)","summary":"West Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 9.46% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 20.33%. Women are 71.86% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13635/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-03","captured_at":"2026-07-28 21:38:21"},{"signal_id":"8ad4b7cfc586fa665bd52bfe744657fb","headline":"West Sussex County Council: women's median hourly pay is 8.9% lower than men's (2024/25)","summary":"West Sussex County Council reported a median hourly gender pay gap of 8.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 70.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-14","captured_at":"2026-07-28 21:38:21"},{"signal_id":"5302ae8d31f2e722ac770c39b8a59d6e","headline":"West Yorkshire Police: women's median hourly pay is 16.83% lower than men's (2024/25)","summary":"West Yorkshire Police reported a median hourly gender pay gap of 16.83% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 10.35%. Women are 31.11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/627/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-26","captured_at":"2026-07-28 21:38:21"},{"signal_id":"e0ec31d2710dda680a082e70160a527f","headline":"TG JONES RETAIL HOLDINGS LIMITED: there is no median hourly pay gap (2024/25)","summary":"TG JONES RETAIL HOLDINGS LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.8%. Women are 51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TG JONES RETAIL HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13701/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-25","captured_at":"2026-07-28 21:38:21"},{"signal_id":"372d24c20842afb41e57dd721cb349b2","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 4.96% lower than men's (2024/25)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 4.96% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.84%. Women are 48.24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-20","captured_at":"2026-07-28 21:38:21"},{"signal_id":"7f987eee5cd3913ca3a07e9e234df363","headline":"Whittington Health NHS Trust: women's median hourly pay is 2.4% lower than men's (2024/25)","summary":"Whittington Health NHS Trust reported a median hourly gender pay gap of 2.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 72.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Whittington Health NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15083/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-26","captured_at":"2026-07-28 21:38:21"},{"signal_id":"d6583aabf2c1c99f284cad1146e561b9","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 0.77% higher than men's (2024/25)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of -0.77% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-01-22","captured_at":"2026-07-28 21:38:21"},{"signal_id":"31f95c5c88526e0e3c7153811b7d54c0","headline":"Wigan Metropolitan Borough Council: women's median hourly pay is 3.22% higher than men's (2024/25)","summary":"Wigan Metropolitan Borough Council reported a median hourly gender pay gap of -3.22% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is -2.09%. Women are 72.92% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wigan Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13763/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-21","captured_at":"2026-07-28 21:38:21"},{"signal_id":"60915cccec8956f43d045e5664ebbce6","headline":"WILLIAM HILL LIMITED: there is no median hourly pay gap (2024/25)","summary":"WILLIAM HILL LIMITED reported a median hourly gender pay gap of 0% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 18.26%. Women are 47.21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILLIAM HILL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/279/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-31","captured_at":"2026-07-28 21:38:21"},{"signal_id":"a3fc34efdd894776bcac1a3aa58ec984","headline":"Wiltshire Council: women's median hourly pay is 1.4% lower than men's (2024/25)","summary":"Wiltshire Council reported a median hourly gender pay gap of 1.4% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wiltshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13822/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-12","captured_at":"2026-07-28 21:38:21"},{"signal_id":"c4cafd721790fbcd74a3287e1547956d","headline":"WINCANTON GROUP LIMITED: women's median hourly pay is 10.9% lower than men's (2024/25)","summary":"WINCANTON GROUP LIMITED reported a median hourly gender pay gap of 10.9% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18851/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-01","captured_at":"2026-07-28 21:38:21"},{"signal_id":"450d1d1237251e9a0f708f5a685bb003","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 2.8% lower than men's (2024/25)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 2.8% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 20.1%. Women are 69.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-28","captured_at":"2026-07-28 21:38:21"},{"signal_id":"170c33af3fdd6370cb9bb27cdfb42cc3","headline":"WM MORRISON SUPERMARKETS LIMITED: women's median hourly pay is 4.5% lower than men's (2024/25)","summary":"WM MORRISON SUPERMARKETS LIMITED reported a median hourly gender pay gap of 4.5% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 35.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WM MORRISON SUPERMARKETS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8643/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"317581d9d1d29982a6e3b5997eb0ae7e","headline":"Worcestershire Acute Hospitals NHS Trust: women's median hourly pay is 13.41% lower than men's (2024/25)","summary":"Worcestershire Acute Hospitals NHS Trust reported a median hourly gender pay gap of 13.41% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 27.30%. Women are 67.44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Worcestershire Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16751/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-02-20","captured_at":"2026-07-28 21:38:21"},{"signal_id":"e24416c825e01df3f8f1e5d6be510164","headline":"Herefordshire and Worcestershire Health and Care NHS Trust: women's median hourly pay is 6.18% lower than men's (2024/25)","summary":"Herefordshire and Worcestershire Health and Care NHS Trust reported a median hourly gender pay gap of 6.18% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 16.76%. Women are 86% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Herefordshire and Worcestershire Health and Care NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13902/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"5135ae60e17d18c6e88746940b17ffcc","headline":"WORKWELL PEOPLE SOLUTIONS LIMITED: women's median hourly pay is 50% lower than men's (2024/25)","summary":"WORKWELL PEOPLE SOLUTIONS LIMITED reported a median hourly gender pay gap of 50% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 45%. Women are 27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WORKWELL PEOPLE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7063/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-29","captured_at":"2026-07-28 21:38:21"},{"signal_id":"b19c2d52f198ca27a1e958b1e7b2c4ae","headline":"WREN KITCHENS LIMITED: women's median hourly pay is 11.55% lower than men's (2024/25)","summary":"WREN KITCHENS LIMITED reported a median hourly gender pay gap of 11.55% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.87%. Women are 32.89% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WREN KITCHENS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13926/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:21"},{"signal_id":"cd4340f5a06acbac3bcfa20889c7c8e0","headline":"Wrexham County Borough Council: women's median hourly pay is 15.6% lower than men's (2024/25)","summary":"Wrexham County Borough Council reported a median hourly gender pay gap of 15.6% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrexham County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19258/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-18","captured_at":"2026-07-28 21:38:21"},{"signal_id":"58e8a2713e633944b86eaf025ef3a3c0","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 11.14% lower than men's (2024/25)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 11.14% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 26.8%. Women are 70.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-05","captured_at":"2026-07-28 21:38:21"},{"signal_id":"84c88c12b627dc5c08f0ec1ada82904d","headline":"WSP UK LIMITED: women's median hourly pay is 20.3% lower than men's (2024/25)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 20.3% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 20.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-04-04","captured_at":"2026-07-28 21:38:21"},{"signal_id":"992d4b48ba5c9747f36ade39febae9e8","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 7.28% lower than men's (2024/25)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 7.28% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 21.91%. Women are 69.49% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-10-31","captured_at":"2026-07-28 21:38:21"},{"signal_id":"21888e264fc6a2feef525feed632f8df","headline":"Yorkshire Ambulance Service Nhs Trust: women's median hourly pay is 8.87% lower than men's (2024/25)","summary":"Yorkshire Ambulance Service Nhs Trust reported a median hourly gender pay gap of 8.87% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 9.78%. Women are 63.29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Yorkshire Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14030/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2024-12-13","captured_at":"2026-07-28 21:38:21"},{"signal_id":"4a80985983b7e1e0fce22bfc146d616a","headline":"YOUNG & CO'S BREWERY PLC: women's median hourly pay is 4.2% lower than men's (2024/25)","summary":"YOUNG & CO'S BREWERY PLC reported a median hourly gender pay gap of 4.2% for the 2024/25 reporting year under UK gender pay gap regulations. The mean gap is 7.3%. Women are 29.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"YOUNG & CO'S BREWERY PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14036/reporting-year-2024/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-03-24","captured_at":"2026-07-28 21:38:21"},{"signal_id":"983aa2f6ffde1ac9f20d039c07b6d331","headline":"2 SISTERS FOOD GROUP LIMITED: women's median hourly pay is 5.1% lower than men's (2025/26)","summary":"2 SISTERS FOOD GROUP LIMITED reported a median hourly gender pay gap of 5.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 28.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"2 SISTERS FOOD GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/77/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:21"},{"signal_id":"59fb94ba1c0f4676e17582adcec8c140","headline":"24 X 7 LTD.: there is no median hourly pay gap (2025/26)","summary":"24 X 7 LTD. reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.16%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"24 X 7 LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/695/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"35f84ffccb3de793940f762481c159c1","headline":"A.F.BLAKEMORE AND SON LIMITED: women's median hourly pay is 7.63% lower than men's (2025/26)","summary":"A.F.BLAKEMORE AND SON LIMITED reported a median hourly gender pay gap of 7.63% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.49%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"A.F.BLAKEMORE AND SON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/737/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:21"},{"signal_id":"bbfdbf532da7756f3c0259cd8faeaffd","headline":"ACCENTURE (UK) LIMITED: women's median hourly pay is 19.5% lower than men's (2025/26)","summary":"ACCENTURE (UK) LIMITED reported a median hourly gender pay gap of 19.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACCENTURE (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/826/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:21"},{"signal_id":"f180360a7ffa23956878ddd96335a2e2","headline":"ACHIEVE TOGETHER LIMITED: women's median hourly pay is 0.8% lower than men's (2025/26)","summary":"ACHIEVE TOGETHER LIMITED reported a median hourly gender pay gap of 0.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.49%. Women are 62.93% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACHIEVE TOGETHER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12541/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"28278dfcde5150dc62fe699c259d27a9","headline":"ACORN CARE & EDUCATION (OPS) LTD: women's median hourly pay is 3.93% lower than men's (2025/26)","summary":"ACORN CARE & EDUCATION (OPS) LTD reported a median hourly gender pay gap of 3.93% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.73%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ACORN CARE & EDUCATION (OPS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/52746/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"5c44cc98e891394cf704ad1ef77748d4","headline":"ADECCO UK LIMITED: women's median hourly pay is 5.9% lower than men's (2025/26)","summary":"ADECCO UK LIMITED reported a median hourly gender pay gap of 5.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -7.9%. Women are 50.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADECCO UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/899/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:21"},{"signal_id":"c66e6e1da559cc178d94b67c3771b867","headline":"ADMIRAL GROUP PLC: women's median hourly pay is 9.5% lower than men's (2025/26)","summary":"ADMIRAL GROUP PLC reported a median hourly gender pay gap of 9.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 36.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ADMIRAL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/913/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:21"},{"signal_id":"8aae7aa59c53163e1b6c5ef6c28536c8","headline":"AIRBUS OPERATIONS LIMITED: women's median hourly pay is 1.7% higher than men's (2025/26)","summary":"AIRBUS OPERATIONS LIMITED reported a median hourly gender pay gap of -1.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.4%. Women are 15.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AIRBUS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1041/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-03","captured_at":"2026-07-28 21:38:21"},{"signal_id":"a0f62275766967050c0935d9524f1a91","headline":"ALDI STORES LIMITED: women's median hourly pay is 4.48% lower than men's (2025/26)","summary":"ALDI STORES LIMITED reported a median hourly gender pay gap of 4.48% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.61%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALDI STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1089/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-13","captured_at":"2026-07-28 21:38:21"},{"signal_id":"e5278ce286cf72e4f37f1e2eb6ea6500","headline":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED: women's median hourly pay is 3.4% lower than men's (2025/26)","summary":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 3.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2%. Women are 32.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE HEALTHCARE MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1129/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"8ed779ce7e4ba9743f1e37e62a432ef7","headline":"ALLIANCE PROPERTY HOLDINGS LIMITED: there is no median hourly pay gap (2025/26)","summary":"ALLIANCE PROPERTY HOLDINGS LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANCE PROPERTY HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22869/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:21"},{"signal_id":"d5870b22ce1d4a9f80c9ccd236c54d54","headline":"ALLIANZ MANAGEMENT SERVICES LIMITED: women's median hourly pay is 25.2% lower than men's (2025/26)","summary":"ALLIANZ MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 25.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.6%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ALLIANZ MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1138/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:21"},{"signal_id":"8def776af5a0ae95b0491664de25730f","headline":"AMAZON UK SERVICES LTD.: women's median hourly pay is 0.3% higher than men's (2025/26)","summary":"AMAZON UK SERVICES LTD. reported a median hourly gender pay gap of -0.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.7%. Women are 32.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMAZON UK SERVICES LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1203/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"8c7782ef853b70da7e7cb68ce3520958","headline":"AMEY SERVICES LIMITED: women's median hourly pay is 22.01% lower than men's (2025/26)","summary":"AMEY SERVICES LIMITED reported a median hourly gender pay gap of 22.01% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.68%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AMEY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1227/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-13","captured_at":"2026-07-28 21:38:21"},{"signal_id":"6bc6559b97d571ad0a51c860068ee97c","headline":"ANCHOR HANOVER GROUP: women's median hourly pay is 1.8% lower than men's (2025/26)","summary":"ANCHOR HANOVER GROUP reported a median hourly gender pay gap of 1.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 69.14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANCHOR HANOVER GROUP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19327/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-17","captured_at":"2026-07-28 21:38:21"},{"signal_id":"7a6ae2186bbcd162a319aec1dd9f1832","headline":"Aneurin Bevan University Health Board: women's median hourly pay is 6.13% lower than men's (2025/26)","summary":"Aneurin Bevan University Health Board reported a median hourly gender pay gap of 6.13% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.8%. Women are 72.14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Aneurin Bevan University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20586/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-12","captured_at":"2026-07-28 21:38:21"},{"signal_id":"a7c9ac68665b112e3d21473504bed939","headline":"ANGARD STAFFING SOLUTIONS LIMITED: women's median hourly pay is 0.6% higher than men's (2025/26)","summary":"ANGARD STAFFING SOLUTIONS LIMITED reported a median hourly gender pay gap of -0.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -1.9%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGARD STAFFING SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14907/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:21"},{"signal_id":"57b47d9b7dac160f16ad760e42ee49d4","headline":"ANGLIAN WATER SERVICES LIMITED: women's median hourly pay is 12.3% lower than men's (2025/26)","summary":"ANGLIAN WATER SERVICES LIMITED reported a median hourly gender pay gap of 12.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.2%. Women are 33.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLIAN WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1285/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-09","captured_at":"2026-07-28 21:38:21"},{"signal_id":"49bc8a306beee0df41287185c5ce9403","headline":"ANGLO BEEF PROCESSORS HOLDINGS: women's median hourly pay is 8.8% lower than men's (2025/26)","summary":"ANGLO BEEF PROCESSORS HOLDINGS reported a median hourly gender pay gap of 8.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ANGLO BEEF PROCESSORS HOLDINGS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1289/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"62116bebab76eb7a46a531878688ddb7","headline":"ARAMARK DEFENCE SERVICES LIMITED: there is no median hourly pay gap (2025/26)","summary":"ARAMARK DEFENCE SERVICES LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 43.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARAMARK DEFENCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18597/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"e0d310f474bd60a614583482e3b2670e","headline":"ARAMARK LIMITED: women's median hourly pay is 1.3% lower than men's (2025/26)","summary":"ARAMARK LIMITED reported a median hourly gender pay gap of 1.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 48.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARAMARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1361/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"520d66220501513827225ad224c74052","headline":"ARGOS LIMITED: women's median hourly pay is 3.9% lower than men's (2025/26)","summary":"ARGOS LIMITED reported a median hourly gender pay gap of 3.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 31.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARGOS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1399/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:21"},{"signal_id":"8050f0aff0f60c6b711052fd822eed93","headline":"ARNOLD CLARK AUTOMOBILES LIMITED: women's median hourly pay is 4.0% lower than men's (2025/26)","summary":"ARNOLD CLARK AUTOMOBILES LIMITED reported a median hourly gender pay gap of 4.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 15.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARNOLD CLARK AUTOMOBILES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1417/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-31","captured_at":"2026-07-28 21:38:21"},{"signal_id":"7a7c40b1dc039a8964b2bfb043ea74c8","headline":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED: women's median hourly pay is 34.4% lower than men's (2025/26)","summary":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED reported a median hourly gender pay gap of 34.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 51.5%. Women are 23.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ARTHUR J. GALLAGHER SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1454/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:21"},{"signal_id":"616f028d23a91f7c45de55bb81212f61","headline":"ASDA STORES LIMITED: women's median hourly pay is 5% lower than men's (2025/26)","summary":"ASDA STORES LIMITED reported a median hourly gender pay gap of 5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 34.30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASDA STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1479/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:21"},{"signal_id":"daf52073edd1975443e8aa53bc085b6f","headline":"Ashford and St. Peter's Hospitals NHS Foundation Trust: there is no median hourly pay gap (2025/26)","summary":"Ashford and St. Peter's Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.68%. Women are 64.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ashford and St. Peter's Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17212/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:21"},{"signal_id":"4103e77c41c89ea317869b31b8402304","headline":"ASPENS-SERVICES LIMITED: women's median hourly pay is 23.2% lower than men's (2025/26)","summary":"ASPENS-SERVICES LIMITED reported a median hourly gender pay gap of 23.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.8%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASPENS-SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1506/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"e37934f520d620e1682d0eff80530914","headline":"ASTRAZENECA UK LIMITED: women's median hourly pay is 4.6% lower than men's (2025/26)","summary":"ASTRAZENECA UK LIMITED reported a median hourly gender pay gap of 4.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ASTRAZENECA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1551/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:21"},{"signal_id":"15689d99ff8ebd4490fdf41b5522b5a3","headline":"ATKINSRÉALIS UK LIMITED: women's median hourly pay is 13.1% lower than men's (2025/26)","summary":"ATKINSRÉALIS UK LIMITED reported a median hourly gender pay gap of 13.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 22.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATKINSRÉALIS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1562/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:21"},{"signal_id":"567c10bd1f40a346505e2028c7350d88","headline":"ATLAS FM PAYROLL LIMITED: women's median hourly pay is 2.55% lower than men's (2025/26)","summary":"ATLAS FM PAYROLL LIMITED reported a median hourly gender pay gap of 2.55% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.38%. Women are 58.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ATLAS FM PAYROLL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/29317/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-03","captured_at":"2026-07-28 21:38:21"},{"signal_id":"d66999e9ac33d7563948935a6c0f6eab","headline":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED: women's median hourly pay is 25.8% lower than men's (2025/26)","summary":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED reported a median hourly gender pay gap of 25.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.7%. Women are 21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AUTOMOBILE ASSOCIATION DEVELOPMENTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1612/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:21"},{"signal_id":"06e2a423a55a71d3c0b09129550d3ea1","headline":"AVIVA EMPLOYMENT SERVICES LIMITED: women's median hourly pay is 20% lower than men's (2025/26)","summary":"AVIVA EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 20% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19%. Women are 38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AVIVA EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/604/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:21"},{"signal_id":"80d7c88a7ee68c63288ed242f1b36ec6","headline":"Avon & Wiltshire Mental Health Partnership NHS Trust: women's median hourly pay is 0.6% lower than men's (2025/26)","summary":"Avon & Wiltshire Mental Health Partnership NHS Trust reported a median hourly gender pay gap of 0.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon & Wiltshire Mental Health Partnership NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15705/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-10-01","captured_at":"2026-07-28 21:38:22"},{"signal_id":"22e12f37385539f232389f0b8ddd0426","headline":"Avon and Somerset Police: women's median hourly pay is 12.9% lower than men's (2025/26)","summary":"Avon and Somerset Police reported a median hourly gender pay gap of 12.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.0%. Women are 38.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Avon and Somerset Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1654/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:22"},{"signal_id":"a8f7690f581632d08aef23e760afc545","headline":"AWE PLC: women's median hourly pay is 15.2% lower than men's (2025/26)","summary":"AWE PLC reported a median hourly gender pay gap of 15.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 18.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"AWE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1665/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:22"},{"signal_id":"8c2249c526479e990361f4b82849c6b8","headline":"B & M RETAIL LIMITED: there is no median hourly pay gap (2025/26)","summary":"B & M RETAIL LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B & M RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1701/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:22"},{"signal_id":"2f411770a45037fe64a64eea6396f321","headline":"B&Q LIMITED: women's median hourly pay is 0.4% lower than men's (2025/26)","summary":"B&Q LIMITED reported a median hourly gender pay gap of 0.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 40.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"B&Q LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1702/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"2a80c2e002ea631b19aafe188a94bd1f","headline":"BAE SYSTEMS (OPERATIONS) LIMITED: women's median hourly pay is 4.5% lower than men's (2025/26)","summary":"BAE SYSTEMS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 4.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 17.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14935/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:22"},{"signal_id":"d2780a27f8af6008c2817acb8c43eff9","headline":"BAE SYSTEMS MARINE LIMITED: women's median hourly pay is 12.2% lower than men's (2025/26)","summary":"BAE SYSTEMS MARINE LIMITED reported a median hourly gender pay gap of 12.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.4%. Women are 15.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS MARINE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1739/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:22"},{"signal_id":"7762b3bf1fbf10b70c3ff30062547c6f","headline":"BAE SYSTEMS PLC: women's median hourly pay is 6.7% lower than men's (2025/26)","summary":"BAE SYSTEMS PLC reported a median hourly gender pay gap of 6.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 24.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1740/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:22"},{"signal_id":"3caacfbabde162a0c80e276e6b631081","headline":"BAE SYSTEMS SURFACE SHIPS LIMITED: women's median hourly pay is 2.1% lower than men's (2025/26)","summary":"BAE SYSTEMS SURFACE SHIPS LIMITED reported a median hourly gender pay gap of 2.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 18.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAE SYSTEMS SURFACE SHIPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1741/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:22"},{"signal_id":"c92f157cf21025549f9708a015b48698","headline":"BAKKAVOR FOODS LIMITED: women's median hourly pay is 4.8% lower than men's (2025/26)","summary":"BAKKAVOR FOODS LIMITED reported a median hourly gender pay gap of 4.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAKKAVOR FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1752/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:22"},{"signal_id":"949feedf6b404ced3257f443f32e75b4","headline":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED: women's median hourly pay is 22.98% lower than men's (2025/26)","summary":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED reported a median hourly gender pay gap of 22.98% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.94%. Women are 14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BALFOUR BEATTY GROUP EMPLOYMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1756/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"3b9005729b4279f56249fe775c9699ec","headline":"Bank of England: women's median hourly pay is 16.1% lower than men's (2025/26)","summary":"Bank of England reported a median hourly gender pay gap of 16.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.6%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bank of England","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14475/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-07-07","captured_at":"2026-07-28 21:38:22"},{"signal_id":"ccdcebb961c6f2937272d2f9e3f907fc","headline":"BARCHESTER HEALTHCARE LIMITED: women's median hourly pay is 1.47% lower than men's (2025/26)","summary":"BARCHESTER HEALTHCARE LIMITED reported a median hourly gender pay gap of 1.47% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.03%. Women are 75.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCHESTER HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1803/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-11","captured_at":"2026-07-28 21:38:22"},{"signal_id":"bb321385efb88d7673a4b1cf43c68998","headline":"BARCLAYS BANK PLC: women's median hourly pay is 28.0% lower than men's (2025/26)","summary":"BARCLAYS BANK PLC reported a median hourly gender pay gap of 28.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 36.4%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1805/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-10","captured_at":"2026-07-28 21:38:22"},{"signal_id":"aedf4413f56717835c2814a5bf4833dc","headline":"BARCLAYS BANK UK PLC: women's median hourly pay is 9.2% lower than men's (2025/26)","summary":"BARCLAYS BANK UK PLC reported a median hourly gender pay gap of 9.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.2%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS BANK UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14262/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-10","captured_at":"2026-07-28 21:38:22"},{"signal_id":"046aabe7935ecd506cb797119cc26984","headline":"BARCLAYS EXECUTION SERVICES LIMITED: women's median hourly pay is 18.9% lower than men's (2025/26)","summary":"BARCLAYS EXECUTION SERVICES LIMITED reported a median hourly gender pay gap of 18.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.6%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARCLAYS EXECUTION SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1808/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-10","captured_at":"2026-07-28 21:38:22"},{"signal_id":"239e3db06a0209bf76f9002c83d4530b","headline":"Barking, Havering and Redbridge University Hospitals NHS Trust: women's median hourly pay is 18.50% lower than men's (2025/26)","summary":"Barking, Havering and Redbridge University Hospitals NHS Trust reported a median hourly gender pay gap of 18.50% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.25%. Women are 56.39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barking, Havering and Redbridge University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22115/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:22"},{"signal_id":"a02222035bd25ea98a4b4fc58e8b7f68","headline":"BARNARDO'S: women's median hourly pay is 1.7% lower than men's (2025/26)","summary":"BARNARDO'S reported a median hourly gender pay gap of 1.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 78.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BARNARDO'S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1826/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:22"},{"signal_id":"86dffcc6aa1291f3510dce0732332b6f","headline":"Barts Health Nhs Trust: women's median hourly pay is 3.3% lower than men's (2025/26)","summary":"Barts Health Nhs Trust reported a median hourly gender pay gap of 3.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 57.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Barts Health Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1855/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-07","captured_at":"2026-07-28 21:38:22"},{"signal_id":"4a759b8439c3b0463e6e8c64c258d54e","headline":"BAXTERSTOREY LIMITED: women's median hourly pay is 6.29% lower than men's (2025/26)","summary":"BAXTERSTOREY LIMITED reported a median hourly gender pay gap of 6.29% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.8%. Women are 39.98% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BAXTERSTOREY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1876/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-30","captured_at":"2026-07-28 21:38:22"},{"signal_id":"04092b804c9956de486fc290987c6766","headline":"BDO SERVICES LIMITED: women's median hourly pay is 7.33% lower than men's (2025/26)","summary":"BDO SERVICES LIMITED reported a median hourly gender pay gap of 7.33% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.89%. Women are 39.18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDO SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/127/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-05","captured_at":"2026-07-28 21:38:22"},{"signal_id":"c165c2216f37cce9cdaf1be5bd1d579e","headline":"BDW TRADING LIMITED: women's median hourly pay is 7.6% lower than men's (2025/26)","summary":"BDW TRADING LIMITED reported a median hourly gender pay gap of 7.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 28.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BDW TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1907/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:22"},{"signal_id":"6ae10439b1f45f6c5ecc3addb7bedb9e","headline":"Bedfordshire Hospitals NHS Foundation Trust: women's median hourly pay is 15.07% lower than men's (2025/26)","summary":"Bedfordshire Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 15.07% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.3%. Women are 63.24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bedfordshire Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21232/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:22"},{"signal_id":"52eee4ced4f4e513cf676dd8856a93ea","headline":"Berkshire Healthcare Nhs Foundation Trust: women's median hourly pay is 12.44% lower than men's (2025/26)","summary":"Berkshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 12.44% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.93%. Women are 74.35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Berkshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/1992/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"3d444016df31f0a3cc790dce0d480861","headline":"BESTWAY PANACEA HOLDINGS LIMITED: women's median hourly pay is 0.3% higher than men's (2025/26)","summary":"BESTWAY PANACEA HOLDINGS LIMITED reported a median hourly gender pay gap of -0.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY PANACEA HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15258/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-16","captured_at":"2026-07-28 21:38:22"},{"signal_id":"3a861fafd1703bf8900cd4025dc1700b","headline":"BESTWAY WHOLESALE LIMITED: women's median hourly pay is 4.2% lower than men's (2025/26)","summary":"BESTWAY WHOLESALE LIMITED reported a median hourly gender pay gap of 4.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BESTWAY WHOLESALE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2012/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-06-22","captured_at":"2026-07-28 21:38:22"},{"signal_id":"5a91d2fa9e28eafa0e7d6dde91b02a37","headline":"Betsi Cadwaladr University Health Board: women's median hourly pay is 6.16% lower than men's (2025/26)","summary":"Betsi Cadwaladr University Health Board reported a median hourly gender pay gap of 6.16% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.49%. Women are 72.86% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Betsi Cadwaladr University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22400/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-22","captured_at":"2026-07-28 21:38:22"},{"signal_id":"c0a8951e139c4bc3c71a4dfd680a0a17","headline":"BIDVEST NOONAN (UK) LIMITED: women's median hourly pay is 7.14% lower than men's (2025/26)","summary":"BIDVEST NOONAN (UK) LIMITED reported a median hourly gender pay gap of 7.14% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.05%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIDVEST NOONAN (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9035/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-04","captured_at":"2026-07-28 21:38:22"},{"signal_id":"65743d8789db4b49aefbc550465b282b","headline":"BIFFA WASTE SERVICES LIMITED: women's median hourly pay is 1.2% higher than men's (2025/26)","summary":"BIFFA WASTE SERVICES LIMITED reported a median hourly gender pay gap of -1.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -9.6%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BIFFA WASTE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/656/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:22"},{"signal_id":"d21f56f7100207eda9c74006a5d84a19","headline":"Birmingham & Solihull Mental Health Trust: women's median hourly pay is 0.61% higher than men's (2025/26)","summary":"Birmingham & Solihull Mental Health Trust reported a median hourly gender pay gap of -0.61% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.29%. Women are 70.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham & Solihull Mental Health Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2086/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-26","captured_at":"2026-07-28 21:38:22"},{"signal_id":"98f27bc46cbe4c98d13bf6fb39e893a3","headline":"Birmingham City Council: women's median hourly pay is 0.1% lower than men's (2025/26)","summary":"Birmingham City Council reported a median hourly gender pay gap of 0.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.7%. Women are 57.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/574/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-10-13","captured_at":"2026-07-28 21:38:22"},{"signal_id":"03f76e5143a50741c68ec07d72e7f930","headline":"Birmingham Community Healthcare NHS Foundation Trust: women's median hourly pay is 2.2% higher than men's (2025/26)","summary":"Birmingham Community Healthcare NHS Foundation Trust reported a median hourly gender pay gap of -2.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 78.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Community Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15708/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:22"},{"signal_id":"c495b6936c40abe5ff8269a06c5feae0","headline":"Birmingham Women’s and Children’s NHS Foundation Trust: women's median hourly pay is 14.62% lower than men's (2025/26)","summary":"Birmingham Women’s and Children’s NHS Foundation Trust reported a median hourly gender pay gap of 14.62% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.13%. Women are 70.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Birmingham Women’s and Children’s NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15804/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-23","captured_at":"2026-07-28 21:38:22"},{"signal_id":"a28997d7c75644470373fc8e8d4157ac","headline":"BKUK GROUP LIMITED: there is no median hourly pay gap (2025/26)","summary":"BKUK GROUP LIMITED reported a median hourly gender pay gap of 0.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.9%. Women are 40.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BKUK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19263/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"13d8e8b9ddce6e23fd03943dbc129d53","headline":"Blackpool Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 0.97% lower than men's (2025/26)","summary":"Blackpool Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 0.97% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.48%. Women are 69.61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Blackpool Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2115/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"d72e920b41bbcbcbb371141a6ef081d2","headline":"Bloomberg LP: women's median hourly pay is 23.2% lower than men's (2025/26)","summary":"Bloomberg LP reported a median hourly gender pay gap of 23.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.4%. Women are 23.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bloomberg LP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16272/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"288297e69a75daa16a62e55031b7d8d0","headline":"BLUE ARROW LTD.: women's median hourly pay is 9.03% lower than men's (2025/26)","summary":"BLUE ARROW LTD. reported a median hourly gender pay gap of 9.03% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.34%. Women are 26.76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BLUE ARROW LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2147/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:22"},{"signal_id":"128182b1f59d0083fe1f2876127753aa","headline":"BNP PARIBAS LONDON BRANCH: women's median hourly pay is 27.2% lower than men's (2025/26)","summary":"BNP PARIBAS LONDON BRANCH reported a median hourly gender pay gap of 27.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 36.7%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BNP PARIBAS LONDON BRANCH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15117/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:22"},{"signal_id":"4986851363280f99c9812082f1c50e10","headline":"Bolton N H S Foundation Trust: women's median hourly pay is 12.68% lower than men's (2025/26)","summary":"Bolton N H S Foundation Trust reported a median hourly gender pay gap of 12.68% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.81%. Women are 73.76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bolton N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2209/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"cb5bc8e57a615762e7765a215eec626c","headline":"BOOKER LIMITED: women's median hourly pay is 13.4% lower than men's (2025/26)","summary":"BOOKER LIMITED reported a median hourly gender pay gap of 13.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.5%. Women are 17.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOKER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2226/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:22"},{"signal_id":"434acbc7ec08dc3285c30b5c2aa76a7e","headline":"BOOTS MANAGEMENT SERVICES LIMITED: women's median hourly pay is 0.7% lower than men's (2025/26)","summary":"BOOTS MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 0.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 68.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BOOTS MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2231/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:22"},{"signal_id":"c474da2a508565612288626303df3a80","headline":"Bournemouth, Christchurch & Poole Council: women's median hourly pay is 8.27% higher than men's (2025/26)","summary":"Bournemouth, Christchurch & Poole Council reported a median hourly gender pay gap of -8.27% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -5.97%. Women are 69.02% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bournemouth, Christchurch & Poole Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20150/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-09","captured_at":"2026-07-28 21:38:22"},{"signal_id":"87be82ee1d13a27ccaf04812e6c2b18b","headline":"BP EXPRESS SHOPPING LIMITED: women's median hourly pay is 7.0% lower than men's (2025/26)","summary":"BP EXPRESS SHOPPING LIMITED reported a median hourly gender pay gap of 7.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BP EXPRESS SHOPPING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2282/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:22"},{"signal_id":"12770be45898077c8140f2dae059cd83","headline":"Bradford Teaching Hospitals NHS Foundation Trust: women's median hourly pay is 4.9% lower than men's (2025/26)","summary":"Bradford Teaching Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 4.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.2%. Women are 65.25% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bradford Teaching Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15675/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:22"},{"signal_id":"b7352800d59406bb92683433894eaf19","headline":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED: women's median hourly pay is 5.7% lower than men's (2025/26)","summary":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED reported a median hourly gender pay gap of 5.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 90.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRIGHT HORIZONS FAMILY SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2390/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"3f24613c386601a12810971bf9f7557e","headline":"Bristol City Council: women's median hourly pay is 7.12% lower than men's (2025/26)","summary":"Bristol City Council reported a median hourly gender pay gap of 7.12% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.71%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Bristol City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2410/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-21","captured_at":"2026-07-28 21:38:22"},{"signal_id":"1c9491e1e5674810ca6be7f04997ea80","headline":"BRITISH AIRWAYS PLC: women's median hourly pay is 31% lower than men's (2025/26)","summary":"BRITISH AIRWAYS PLC reported a median hourly gender pay gap of 31% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 54%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH AIRWAYS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/549/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:22"},{"signal_id":"61bec4b26988bef31163aa317e72e74d","headline":"BRITISH BROADCASTING CORPORATION: women's median hourly pay is 7.6% lower than men's (2025/26)","summary":"BRITISH BROADCASTING CORPORATION reported a median hourly gender pay gap of 7.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 42.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH BROADCASTING CORPORATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2441/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-08","captured_at":"2026-07-28 21:38:22"},{"signal_id":"9f04651525c275f2fa704d450f9907ad","headline":"BRITISH GAS SERVICES LIMITED: women's median hourly pay is 9.4% lower than men's (2025/26)","summary":"BRITISH GAS SERVICES LIMITED reported a median hourly gender pay gap of 9.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.1%. Women are 2.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2447/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:22"},{"signal_id":"6cd5a571e85a1c28df6aa02f5ecb89d1","headline":"BRITISH GAS TRADING LIMITED: women's median hourly pay is 5.2% lower than men's (2025/26)","summary":"BRITISH GAS TRADING LIMITED reported a median hourly gender pay gap of 5.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 36.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH GAS TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2449/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:22"},{"signal_id":"8a2690635999da0a52584c114a7f44c5","headline":"BRITISH TELECOMMUNICATIONS LIMITED: women's median hourly pay is 9.4% lower than men's (2025/26)","summary":"BRITISH TELECOMMUNICATIONS LIMITED reported a median hourly gender pay gap of 9.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 23% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BRITISH TELECOMMUNICATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2460/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"5e990930df70e36ffc5ccb6519831e08","headline":"BROOK STREET (UK) LIMITED: there is no median hourly pay gap (2025/26)","summary":"BROOK STREET (UK) LIMITED reported a median hourly gender pay gap of 0.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.2%. Women are 57.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BROOK STREET (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2488/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:22"},{"signal_id":"33acebf1cb5b9d4fdecf737dd42b170d","headline":"Buckinghamshire Healthcare NHS Trust: women's median hourly pay is 12.6% lower than men's (2025/26)","summary":"Buckinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of 12.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.8%. Women are 66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Buckinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2543/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:22"},{"signal_id":"f8b2c2089b5339debb253637fcc2e0d6","headline":"BUSY BEES NURSERIES LIMITED: women's median hourly pay is 3.8% lower than men's (2025/26)","summary":"BUSY BEES NURSERIES LIMITED reported a median hourly gender pay gap of 3.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.4%. Women are 91.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BUSY BEES NURSERIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2603/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:22"},{"signal_id":"e821ed4a6c52a07d5a47404e2a6d0d08","headline":"BYLOR SERVICES LIMITED: women's median hourly pay is 17.8% lower than men's (2025/26)","summary":"BYLOR SERVICES LIMITED reported a median hourly gender pay gap of 17.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.1%. Women are 0.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"BYLOR SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18198/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"7ed0d5cb69e551e67ccbb3528448d789","headline":"CADENT GAS LIMITED: women's median hourly pay is 17.02% lower than men's (2025/26)","summary":"CADENT GAS LIMITED reported a median hourly gender pay gap of 17.02% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.4%. Women are 20.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CADENT GAS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15469/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:22"},{"signal_id":"7df38448c08754145966cc0c4a58a15c","headline":"Caerphilly County Borough Council: women's median hourly pay is 7.8% lower than men's (2025/26)","summary":"Caerphilly County Borough Council reported a median hourly gender pay gap of 7.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.1%. Women are 65.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Caerphilly County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15683/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:22"},{"signal_id":"315fb234eee35166806e6e7d42b04d0e","headline":"CAFFE NERO GROUP HOLDINGS LTD: women's median hourly pay is 0.34% lower than men's (2025/26)","summary":"CAFFE NERO GROUP HOLDINGS LTD reported a median hourly gender pay gap of 0.34% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.85%. Women are 59.21% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAFFE NERO GROUP HOLDINGS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10606/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"316b0fb40789e0d1e535d5103fe65099","headline":"Calderdale & Huddersfield N H S: women's median hourly pay is 20.9% lower than men's (2025/26)","summary":"Calderdale & Huddersfield N H S reported a median hourly gender pay gap of 20.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 29.4%. Women are 62.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Calderdale & Huddersfield N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2679/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"1079785bde43dd44580a4c4df4177394","headline":"Cambridge University Hospital NHS Trust: women's median hourly pay is 6.9% lower than men's (2025/26)","summary":"Cambridge University Hospital NHS Trust reported a median hourly gender pay gap of 6.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.1%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridge University Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/892/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"819a3dba0cba17ba4ba8b31acdc055eb","headline":"Cambridgeshire and Peterborough NHS Foundation Trust: women's median hourly pay is 5.24% lower than men's (2025/26)","summary":"Cambridgeshire and Peterborough NHS Foundation Trust reported a median hourly gender pay gap of 5.24% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.94%. Women are 74.67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cambridgeshire and Peterborough NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5276/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:22"},{"signal_id":"850ebd04dcdd98074b6d0f53b54ff28f","headline":"CAPGEMINI UK PLC: women's median hourly pay is 16.9% lower than men's (2025/26)","summary":"CAPGEMINI UK PLC reported a median hourly gender pay gap of 16.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.5%. Women are 20.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPGEMINI UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/479/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:22"},{"signal_id":"8b41e594b143a9768b29adcfee6f498f","headline":"CAPITA BUSINESS SERVICES LTD: women's median hourly pay is 8.7% lower than men's (2025/26)","summary":"CAPITA BUSINESS SERVICES LTD reported a median hourly gender pay gap of 8.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.7%. Women are 37.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CAPITA BUSINESS SERVICES LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14752/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-23","captured_at":"2026-07-28 21:38:22"},{"signal_id":"a3e998d31c2387f4913e6d4be9fe1f3e","headline":"Cardiff and Vale University Health Board: women's median hourly pay is 2.34% higher than men's (2025/26)","summary":"Cardiff and Vale University Health Board reported a median hourly gender pay gap of -2.34% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.81%. Women are 68.51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff and Vale University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22349/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:22"},{"signal_id":"9e4a2627aa44413179f9be50cf4e0c06","headline":"Cardiff Council: women's median hourly pay is 3.18% lower than men's (2025/26)","summary":"Cardiff Council reported a median hourly gender pay gap of 3.18% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.55%. Women are 72.95% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cardiff Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17962/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"658af9fc8624eadd02de76fb609d990c","headline":"CARDIFF UNIVERSITY: women's median hourly pay is 8.2% lower than men's (2025/26)","summary":"CARDIFF UNIVERSITY reported a median hourly gender pay gap of 8.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 40.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARDIFF UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15656/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-04","captured_at":"2026-07-28 21:38:22"},{"signal_id":"ed170883a9dbea50745ee4b4df243ac6","headline":"CARE UK COMMUNITY PARTNERSHIPS LTD: women's median hourly pay is 3% lower than men's (2025/26)","summary":"CARE UK COMMUNITY PARTNERSHIPS LTD reported a median hourly gender pay gap of 3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARE UK COMMUNITY PARTNERSHIPS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2841/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"2da33c48407326cc5b496de2c2445522","headline":"CARLISLE SUPPORT SERVICES GROUP LIMITED: women's median hourly pay is 1.22% lower than men's (2025/26)","summary":"CARLISLE SUPPORT SERVICES GROUP LIMITED reported a median hourly gender pay gap of 1.22% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.36%. Women are 11.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CARLISLE SUPPORT SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20273/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-09","captured_at":"2026-07-28 21:38:22"},{"signal_id":"ad6236bbb60e9762431f0b8ad9a98e31","headline":"CATER LINK LIMITED: women's median hourly pay is 11.77% lower than men's (2025/26)","summary":"CATER LINK LIMITED reported a median hourly gender pay gap of 11.77% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.05%. Women are 83.54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CATER LINK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2948/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"cd29839d570c4bcdc54d34bdbfcffa22","headline":"CBRE MANAGED SERVICES LIMITED: women's median hourly pay is 16.67% lower than men's (2025/26)","summary":"CBRE MANAGED SERVICES LIMITED reported a median hourly gender pay gap of 16.67% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.59%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CBRE MANAGED SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2981/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:22"},{"signal_id":"720be5e06058266a36bc1576c61a18aa","headline":"CDS (SUPERSTORES INTERNATIONAL) LIMITED: there is no median hourly pay gap (2025/26)","summary":"CDS (SUPERSTORES INTERNATIONAL) LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 50.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CDS (SUPERSTORES INTERNATIONAL) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3001/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-10","captured_at":"2026-07-28 21:38:22"},{"signal_id":"14ee9e4491d40887f923148a58af1149","headline":"CENTER PARCS LIMITED: women's median hourly pay is 5.4% lower than men's (2025/26)","summary":"CENTER PARCS LIMITED reported a median hourly gender pay gap of 5.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 41.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTER PARCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3029/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"ebe3dd36e0a82f977354f481828325f1","headline":"Central & North West London N H S: women's median hourly pay is 9.1188% lower than men's (2025/26)","summary":"Central & North West London N H S reported a median hourly gender pay gap of 9.1188% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.7717%. Women are 70.53% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central & North West London N H S","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3031/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-10-23","captured_at":"2026-07-28 21:38:22"},{"signal_id":"b62222403d1e445db01713875fa1d773","headline":"CENTRAL ENGLAND CO-OPERATIVE LIMITED: women's median hourly pay is 11.3% lower than men's (2025/26)","summary":"CENTRAL ENGLAND CO-OPERATIVE LIMITED reported a median hourly gender pay gap of 11.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 53.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CENTRAL ENGLAND CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/639/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"ed9078d4f66545a2fdb6fe4507d60131","headline":"Central London Community Healthcare Nhs Trust: there is no median hourly pay gap (2025/26)","summary":"Central London Community Healthcare Nhs Trust reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.96%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Central London Community Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3039/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-29","captured_at":"2026-07-28 21:38:22"},{"signal_id":"72886be13c3924718d7c72c2feef91fb","headline":"CEVA LOGISTICS LIMITED: women's median hourly pay is 21.8% lower than men's (2025/26)","summary":"CEVA LOGISTICS LIMITED reported a median hourly gender pay gap of 21.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.5%. Women are 12.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CEVA LOGISTICS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3068/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:22"},{"signal_id":"9245a7cc6a007edf87a8a713f7450152","headline":"CGI IT UK LIMITED: women's median hourly pay is 6.5% lower than men's (2025/26)","summary":"CGI IT UK LIMITED reported a median hourly gender pay gap of 6.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.1%. Women are 18.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CGI IT UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3079/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:22"},{"signal_id":"f7db2309804df0b438035fcfedb5cde2","headline":"CHANGE, GROW, LIVE: women's median hourly pay is 5% lower than men's (2025/26)","summary":"CHANGE, GROW, LIVE reported a median hourly gender pay gap of 5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHANGE, GROW, LIVE","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3098/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:22"},{"signal_id":"95a992d101724ec4f43cea5c3106e09c","headline":"Chelsea and Westminster Hospital NHS Foundation Trust: women's median hourly pay is 10.9% lower than men's (2025/26)","summary":"Chelsea and Westminster Hospital NHS Foundation Trust reported a median hourly gender pay gap of 10.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.7%. Women are 75.73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chelsea and Westminster Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3145/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-15","captured_at":"2026-07-28 21:38:22"},{"signal_id":"db22f29b730a4915ea17a3fd3d126eac","headline":"Chesterfield Royal NHS Foundation Trust: women's median hourly pay is 21.89% lower than men's (2025/26)","summary":"Chesterfield Royal NHS Foundation Trust reported a median hourly gender pay gap of 21.89% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 34.65%. Women are 70.74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Chesterfield Royal NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16798/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:22"},{"signal_id":"f2cace543d33b82dd290379365b7bfd0","headline":"CHURCHILL CONTRACT SERVICES LIMITED: women's median hourly pay is 3.57% lower than men's (2025/26)","summary":"CHURCHILL CONTRACT SERVICES LIMITED reported a median hourly gender pay gap of 3.57% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.12%. Women are 54.24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CHURCHILL CONTRACT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3239/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:22"},{"signal_id":"a0002acb1eb3f4d72d6475b3e244a523","headline":"CIRCLE HEALTH GROUP LIMITED: women's median hourly pay is 4.3% lower than men's (2025/26)","summary":"CIRCLE HEALTH GROUP LIMITED reported a median hourly gender pay gap of 4.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.2%. Women are 73.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CIRCLE HEALTH GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2177/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:22"},{"signal_id":"04d39878163b4c7cd8158a34884d6ec0","headline":"CITIBANK N.A: women's median hourly pay is 15.4% lower than men's (2025/26)","summary":"CITIBANK N.A reported a median hourly gender pay gap of 15.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.4%. Women are 30.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CITIBANK N.A","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16457/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"1b62a7a59816b561e6648a4327f96501","headline":"City Of Bradford Metropolitan District Council: women's median hourly pay is 3.8% lower than men's (2025/26)","summary":"City Of Bradford Metropolitan District Council reported a median hourly gender pay gap of 3.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 57.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City Of Bradford Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3290/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"8fa8d7f336f83f1c3196256dd7ca2e9f","headline":"City of London Corporation: there is no median hourly pay gap (2025/26)","summary":"City of London Corporation reported a median hourly gender pay gap of 0.00% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.5%. Women are 49.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"City of London Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3288/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"d9f3a9ac63b11a360f4665fc08c12ed3","headline":"CLOKKEN LIMITED: there is no median hourly pay gap (2025/26)","summary":"CLOKKEN LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.3%. Women are 44.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLOKKEN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/52251/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:22"},{"signal_id":"dfa95c911fe845c3e6db247c072fab09","headline":"CLYDESDALE BANK LIMITED: women's median hourly pay is 33.7% lower than men's (2025/26)","summary":"CLYDESDALE BANK LIMITED reported a median hourly gender pay gap of 33.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.8%. Women are 39.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CLYDESDALE BANK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/85/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:22"},{"signal_id":"9aca31f03ead44f4e7bd836e5f1dae14","headline":"CO-OPERATIVE GROUP LIMITED: women's median hourly pay is 5.8% lower than men's (2025/26)","summary":"CO-OPERATIVE GROUP LIMITED reported a median hourly gender pay gap of 5.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 32.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CO-OPERATIVE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/458/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:22"},{"signal_id":"c7839d946ff64dc924a2c64d5c4affed","headline":"COGNIZANT WORLDWIDE LIMITED: women's median hourly pay is 9.2% lower than men's (2025/26)","summary":"COGNIZANT WORLDWIDE LIMITED reported a median hourly gender pay gap of 9.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.5%. Women are 14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COGNIZANT WORLDWIDE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/164/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-19","captured_at":"2026-07-28 21:38:22"},{"signal_id":"f34932e90b70b315946db6acbc99c9e2","headline":"COMPASS GROUP, UK AND IRELAND LIMITED: women's median hourly pay is 6% lower than men's (2025/26)","summary":"COMPASS GROUP, UK AND IRELAND LIMITED reported a median hourly gender pay gap of 6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 45.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COMPASS GROUP, UK AND IRELAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14481/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:22"},{"signal_id":"8890e5e95dc4de5bfb9be16ccbe3aff3","headline":"CONNEX EDUCATION PARTNERSHIP LIMITED: women's median hourly pay is 8% lower than men's (2025/26)","summary":"CONNEX EDUCATION PARTNERSHIP LIMITED reported a median hourly gender pay gap of 8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CONNEX EDUCATION PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22363/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-04","captured_at":"2026-07-28 21:38:22"},{"signal_id":"abafe94b8932d250c8d3d4937d19fa68","headline":"Cornwall Council: women's median hourly pay is 4.2% lower than men's (2025/26)","summary":"Cornwall Council reported a median hourly gender pay gap of 4.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.1%. Women are 65% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3583/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-11","captured_at":"2026-07-28 21:38:22"},{"signal_id":"c2ea256b222648b4585fafa625e66c30","headline":"Cornwall Partnership Nhs Foundation Trust: women's median hourly pay is 3.7% lower than men's (2025/26)","summary":"Cornwall Partnership Nhs Foundation Trust reported a median hourly gender pay gap of 3.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.6%. Women are 78.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cornwall Partnership Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3587/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:22"},{"signal_id":"3cc42c9ebb1b85631a39805d87f7469f","headline":"COSTA LIMITED: women's median hourly pay is 4.0% lower than men's (2025/26)","summary":"COSTA LIMITED reported a median hourly gender pay gap of 4.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 60.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/140/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:22"},{"signal_id":"cf5b3fc53c7ad854b76af34d23204c90","headline":"COSTCO WHOLESALE UK LIMITED: women's median hourly pay is 1.2% higher than men's (2025/26)","summary":"COSTCO WHOLESALE UK LIMITED reported a median hourly gender pay gap of -1.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 42.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"COSTCO WHOLESALE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3611/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:22"},{"signal_id":"aae54d130286992e66d285ba89f758a5","headline":"Countess of Chester Hospital NHS FT: women's median hourly pay is 7.74% lower than men's (2025/26)","summary":"Countess of Chester Hospital NHS FT reported a median hourly gender pay gap of 7.74% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.07%. Women are 71.16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Countess of Chester Hospital NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15723/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:22"},{"signal_id":"38297423f82e4341fd2abff7c908aae6","headline":"County Durham And Darlington Nhs Foundation Trust: women's median hourly pay is 18.86% lower than men's (2025/26)","summary":"County Durham And Darlington Nhs Foundation Trust reported a median hourly gender pay gap of 18.86% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 30.49%. Women are 70.59% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"County Durham And Darlington Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3645/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:22"},{"signal_id":"93725dd1c9374f3b1d3223a0430b1fe1","headline":"Coventry City Council: women's median hourly pay is 1.62% lower than men's (2025/26)","summary":"Coventry City Council reported a median hourly gender pay gap of 1.62% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.30%. Women are 68.43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Coventry City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3655/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:22"},{"signal_id":"4e9f13be7b7561013f14461472aa9b7a","headline":"CRANSWICK COUNTRY FOODS PLC: women's median hourly pay is 5.6% lower than men's (2025/26)","summary":"CRANSWICK COUNTRY FOODS PLC reported a median hourly gender pay gap of 5.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 27.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CRANSWICK COUNTRY FOODS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3688/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"ac14bbb4208f7fd8254bd89b0eab6c16","headline":"Crown Prosecution Service: women's median hourly pay is 27.4% lower than men's (2025/26)","summary":"Crown Prosecution Service reported a median hourly gender pay gap of 27.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Crown Prosecution Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3767/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"aeb020fbdfac4d618a563fac38c84c41","headline":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust: women's median hourly pay is 0.99% higher than men's (2025/26)","summary":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust reported a median hourly gender pay gap of -0.99% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.81%. Women are 72.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14106/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-12","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e230ed67701b922458b48acb6fa40630","headline":"CURRYS GROUP LIMITED: women's median hourly pay is 1.6% lower than men's (2025/26)","summary":"CURRYS GROUP LIMITED reported a median hourly gender pay gap of 1.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.4%. Women are 28.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CURRYS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4280/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"5553f4516e053e52e52363d00b144a09","headline":"CVS (UK) LIMITED: women's median hourly pay is 37.91% lower than men's (2025/26)","summary":"CVS (UK) LIMITED reported a median hourly gender pay gap of 37.91% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 36.41%. Women are 71.29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"CVS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3842/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"3c522c08c4979b4d629e9f993a4b9562","headline":"Cwm Taf Morgannwg University Health Board: women's median hourly pay is 12.00% lower than men's (2025/26)","summary":"Cwm Taf Morgannwg University Health Board reported a median hourly gender pay gap of 12.00% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.52%. Women are 68.84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Cwm Taf Morgannwg University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21829/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"1823b1e91b194bf5ae7283387f7897b1","headline":"DAVID LLOYD LEISURE LIMITED: women's median hourly pay is 11.3% lower than men's (2025/26)","summary":"DAVID LLOYD LEISURE LIMITED reported a median hourly gender pay gap of 11.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 46.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DAVID LLOYD LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3924/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"35e34ec3c737ba66e11c1518275c0972","headline":"DB GROUP SERVICES (UK) LIMITED: women's median hourly pay is 22.7% lower than men's (2025/26)","summary":"DB GROUP SERVICES (UK) LIMITED reported a median hourly gender pay gap of 22.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 28.1%. Women are 21.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DB GROUP SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/498/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:23"},{"signal_id":"1f10bb75bb500a5429ff406e63bfedbc","headline":"DELOITTE LLP: women's median hourly pay is 10.4% lower than men's (2025/26)","summary":"DELOITTE LLP reported a median hourly gender pay gap of 10.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.0%. Women are 42.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/399/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"ca814e6d478b256b4abb602ca2e3c3a6","headline":"DELOITTE MCS LIMITED: women's median hourly pay is 12.2% lower than men's (2025/26)","summary":"DELOITTE MCS LIMITED reported a median hourly gender pay gap of 12.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 32.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DELOITTE MCS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/400/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"cc47d66db6b74183bc761074c3abd151","headline":"Department for Education: women's median hourly pay is 6.7% lower than men's (2025/26)","summary":"Department for Education reported a median hourly gender pay gap of 6.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 55.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Education","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/234/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:23"},{"signal_id":"7fafc88e909cb8b5ef574c855714d317","headline":"Department for Environment, Food and Rural Affairs: women's median hourly pay is 7.1% lower than men's (2025/26)","summary":"Department for Environment, Food and Rural Affairs reported a median hourly gender pay gap of 7.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Environment, Food and Rural Affairs","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14454/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:23"},{"signal_id":"97d7c2554b29d30cb93ce5a0f7dbfa3d","headline":"Department For Transport: women's median hourly pay is 6.6% lower than men's (2025/26)","summary":"Department For Transport reported a median hourly gender pay gap of 6.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.2%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department For Transport","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4034/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:23"},{"signal_id":"db0548bcc33c3bbdf2ecf85987f36db6","headline":"Department for Work And Pensions: there is no median hourly pay gap (2025/26)","summary":"Department for Work And Pensions reported a median hourly gender pay gap of 0.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 58.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Department for Work And Pensions","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4036/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e423bcac5db48e123fa22b5cef971b32","headline":"Derbyshire Community Health Services Nhs Foundation Trust: women's median hourly pay is 6.67% lower than men's (2025/26)","summary":"Derbyshire Community Health Services Nhs Foundation Trust reported a median hourly gender pay gap of 6.67% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.53%. Women are 84.42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire Community Health Services Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4045/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"f754bc5a71f0cbe104878cc7e8df5fe6","headline":"Derbyshire County Council: women's median hourly pay is 12.1% lower than men's (2025/26)","summary":"Derbyshire County Council reported a median hourly gender pay gap of 12.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Derbyshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/107/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"5f9e1a5407cbdedd8ffed8f6e7c1801b","headline":"Devon & Cornwall Police: women's median hourly pay is 13.28% lower than men's (2025/26)","summary":"Devon & Cornwall Police reported a median hourly gender pay gap of 13.28% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.47%. Women are 28.63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon & Cornwall Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9904/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e5f733203aac56a344fd1c881fcecd4d","headline":"Devon County Council: women's median hourly pay is 9.11% lower than men's (2025/26)","summary":"Devon County Council reported a median hourly gender pay gap of 9.11% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.56%. Women are 68.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Devon County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4070/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-23","captured_at":"2026-07-28 21:38:23"},{"signal_id":"02be7539ee542ff3fdcb2a46936da377","headline":"DEVONPORT ROYAL DOCKYARD LIMITED: women's median hourly pay is 4.8% lower than men's (2025/26)","summary":"DEVONPORT ROYAL DOCKYARD LIMITED reported a median hourly gender pay gap of 4.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 14.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DEVONPORT ROYAL DOCKYARD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4074/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:23"},{"signal_id":"d7411fce7705dd9ce2f01f373a8833d4","headline":"DHL SERVICES LIMITED: women's median hourly pay is 8.6% lower than men's (2025/26)","summary":"DHL SERVICES LIMITED reported a median hourly gender pay gap of 8.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.1%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DHL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4099/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-19","captured_at":"2026-07-28 21:38:23"},{"signal_id":"13fa2b7532f68f6c5c95e40bfbac3bcf","headline":"DILIGENTA LIMITED: women's median hourly pay is 1.04% lower than men's (2025/26)","summary":"DILIGENTA LIMITED reported a median hourly gender pay gap of 1.04% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.36%. Women are 52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DILIGENTA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4127/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"029b9b0691f4d268935f015804186706","headline":"DIMENSIONS (UK) LIMITED: women's median hourly pay is 2.17% lower than men's (2025/26)","summary":"DIMENSIONS (UK) LIMITED reported a median hourly gender pay gap of 2.17% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.8%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DIMENSIONS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4132/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:23"},{"signal_id":"8e1e107e4ae391a60c4ad530a2264e8f","headline":"DL INSURANCE SERVICES LIMITED: women's median hourly pay is 25.9% lower than men's (2025/26)","summary":"DL INSURANCE SERVICES LIMITED reported a median hourly gender pay gap of 25.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.8%. Women are 30.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DL INSURANCE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4158/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:23"},{"signal_id":"2ef5fa0c3f1bd3c5ed2cb927ffbde9fe","headline":"Doncaster Bassetlaw Hospitals NHS Trust: women's median hourly pay is 24.35% lower than men's (2025/26)","summary":"Doncaster Bassetlaw Hospitals NHS Trust reported a median hourly gender pay gap of 24.35% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 43.63%. Women are 64.52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Doncaster Bassetlaw Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4194/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-18","captured_at":"2026-07-28 21:38:23"},{"signal_id":"3ae50b0bd1b7da8b4d83b240c91096a0","headline":"DONE BROTHERS (CASH BETTING) LIMITED: women's median hourly pay is 1.9% lower than men's (2025/26)","summary":"DONE BROTHERS (CASH BETTING) LIMITED reported a median hourly gender pay gap of 1.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DONE BROTHERS (CASH BETTING) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4200/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"b0089f9dc127861f8379afd7f7ca573d","headline":"Dorset Healthcare Nhs Foundation Trust: women's median hourly pay is 1.90% lower than men's (2025/26)","summary":"Dorset Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 1.90% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.26%. Women are 77.77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Dorset Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4217/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:23"},{"signal_id":"16474b9ae09c4e77755cf19a6f577299","headline":"DPDGROUP UK LTD: women's median hourly pay is 5.9% lower than men's (2025/26)","summary":"DPDGROUP UK LTD reported a median hourly gender pay gap of 5.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.6%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DPDGROUP UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16793/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"721dce9bb637adf532c2cf18bbf6489f","headline":"DUNELM (SOFT FURNISHINGS) LTD: women's median hourly pay is 2.1% lower than men's (2025/26)","summary":"DUNELM (SOFT FURNISHINGS) LTD reported a median hourly gender pay gap of 2.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 54.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DUNELM (SOFT FURNISHINGS) LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4314/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"acbbfa17dd53961327b06ec6ac3914da","headline":"Durham County Council: women's median hourly pay is 3.23% lower than men's (2025/26)","summary":"Durham County Council reported a median hourly gender pay gap of 3.23% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.45%. Women are 64.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4325/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-23","captured_at":"2026-07-28 21:38:23"},{"signal_id":"5b7df2027d72b651a642277034132dd1","headline":"Durham University: women's median hourly pay is 19.7% lower than men's (2025/26)","summary":"Durham University reported a median hourly gender pay gap of 19.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.8%. Women are 40.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Durham University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14890/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:23"},{"signal_id":"74a8f8a042412b53e3993e4bb2d29d58","headline":"DX NETWORK SERVICES LIMITED: women's median hourly pay is 8.74% lower than men's (2025/26)","summary":"DX NETWORK SERVICES LIMITED reported a median hourly gender pay gap of 8.74% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.21%. Women are 22.57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"DX NETWORK SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4334/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:23"},{"signal_id":"43a0486bbf4a911306b6255fe677b578","headline":"E.ON UK LIMITED: women's median hourly pay is 24.1% lower than men's (2025/26)","summary":"E.ON UK LIMITED reported a median hourly gender pay gap of 24.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 36.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"E.ON UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4362/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:23"},{"signal_id":"87d9e2ec895eba68f91d3322adc7bd12","headline":"East and North Hertfordshire NHS Trust: women's median hourly pay is 8.7% lower than men's (2025/26)","summary":"East and North Hertfordshire NHS Trust reported a median hourly gender pay gap of 8.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.9%. Women are 61.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East and North Hertfordshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15795/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-03","captured_at":"2026-07-28 21:38:23"},{"signal_id":"2e33974e64115fb0d2b2cfbf6208329f","headline":"East Dunbartonshire Council: there is no median hourly pay gap (2025/26)","summary":"East Dunbartonshire Council reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.03%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Dunbartonshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19209/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-09","captured_at":"2026-07-28 21:38:23"},{"signal_id":"a3da8cd208a179ac8ed9a1b4674240d9","headline":"East Kent Hospitals University Nhs Foundation Trust: women's median hourly pay is 17.4% lower than men's (2025/26)","summary":"East Kent Hospitals University Nhs Foundation Trust reported a median hourly gender pay gap of 17.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 31.2%. Women are 59.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Kent Hospitals University Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4391/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:23"},{"signal_id":"996b4e46c6278a3393fc32db50c648f4","headline":"East Lancashire Hospitals Nhs Trust: women's median hourly pay is 2.68% higher than men's (2025/26)","summary":"East Lancashire Hospitals Nhs Trust reported a median hourly gender pay gap of -2.68% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.00%. Women are 73.54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Lancashire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4393/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:23"},{"signal_id":"87b66ab0eb9d0332b4ec3bc823e6c0a5","headline":"East London NHS Foundation Trust: women's median hourly pay is 1.31% lower than men's (2025/26)","summary":"East London NHS Foundation Trust reported a median hourly gender pay gap of 1.31% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.48%. Women are 67.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17609/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"813d0392cf833546d8efbd1e27c39c6e","headline":"East Of England Ambulance Service Nhs Trust: women's median hourly pay is 3.03% lower than men's (2025/26)","summary":"East Of England Ambulance Service Nhs Trust reported a median hourly gender pay gap of 3.03% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.58%. Women are 46.32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Of England Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4406/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-29","captured_at":"2026-07-28 21:38:23"},{"signal_id":"44f66e7252b5d5a896bcd32253fa63fa","headline":"East Riding of Yorkshire Council: women's median hourly pay is 4.2% higher than men's (2025/26)","summary":"East Riding of Yorkshire Council reported a median hourly gender pay gap of -4.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.7%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Riding of Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4408/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:23"},{"signal_id":"4633e61da4cf60f4f9df7df6f7cbd257","headline":"East Suffolk and North Essex NHS Foundation Trust: women's median hourly pay is 8.5% lower than men's (2025/26)","summary":"East Suffolk and North Essex NHS Foundation Trust reported a median hourly gender pay gap of 8.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.3%. Women are 64.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Suffolk and North Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19742/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e523af3cb83333dadfe06ebc3738b696","headline":"East Sussex Council: women's median hourly pay is 4.0% lower than men's (2025/26)","summary":"East Sussex Council reported a median hourly gender pay gap of 4.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.0%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4411/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:23"},{"signal_id":"7d2b9223ed4061074d5189e9764ceeaa","headline":"East Sussex Healthcare NHS Trust: women's median hourly pay is 5.0% lower than men's (2025/26)","summary":"East Sussex Healthcare NHS Trust reported a median hourly gender pay gap of 5.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.2%. Women are 67.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"East Sussex Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15871/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-18","captured_at":"2026-07-28 21:38:23"},{"signal_id":"c074d953df15dc92b6114ffded1ff0b1","headline":"EASYJET AIRLINE COMPANY LIMITED: women's median hourly pay is 42.5% lower than men's (2025/26)","summary":"EASYJET AIRLINE COMPANY LIMITED reported a median hourly gender pay gap of 42.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 57.2%. Women are 10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET AIRLINE COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4432/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"dbf84f19ed38c67ec51a3180c3a2bbf6","headline":"EASYJET UK LIMITED: women's median hourly pay is 23.3% lower than men's (2025/26)","summary":"EASYJET UK LIMITED reported a median hourly gender pay gap of 23.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.4%. Women are 2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EASYJET UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19719/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"28d63810b72d0ec4a5edeb5a7ed20973","headline":"EDF ENERGY LIMITED: women's median hourly pay is 27.5% lower than men's (2025/26)","summary":"EDF ENERGY LIMITED reported a median hourly gender pay gap of 27.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.3%. Women are 28.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4479/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-26","captured_at":"2026-07-28 21:38:23"},{"signal_id":"5c014f0c01b2d847f274d2f920ad260d","headline":"EDF ENERGY NUCLEAR GENERATION LIMITED: women's median hourly pay is 9.3% lower than men's (2025/26)","summary":"EDF ENERGY NUCLEAR GENERATION LIMITED reported a median hourly gender pay gap of 9.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 13.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EDF ENERGY NUCLEAR GENERATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4478/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-26","captured_at":"2026-07-28 21:38:23"},{"signal_id":"ae2ed3858479623a2d6e5ac67157de25","headline":"EE LIMITED: women's median hourly pay is 2.7% lower than men's (2025/26)","summary":"EE LIMITED reported a median hourly gender pay gap of 2.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.0%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4508/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"acc4e7c523b4d68c6024891ade3c390f","headline":"ENTERPRISE RENT-A-CAR UK LIMITED: women's median hourly pay is 1.9% lower than men's (2025/26)","summary":"ENTERPRISE RENT-A-CAR UK LIMITED reported a median hourly gender pay gap of 1.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.5%. Women are 26.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ENTERPRISE RENT-A-CAR UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4650/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-04","captured_at":"2026-07-28 21:38:23"},{"signal_id":"5c97acf66333b4a15667585f7f69657f","headline":"Epsom and St Helier University Hospitals NHS Trust: women's median hourly pay is 2.64% lower than men's (2025/26)","summary":"Epsom and St Helier University Hospitals NHS Trust reported a median hourly gender pay gap of 2.64% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.98%. Women are 66.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Epsom and St Helier University Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15724/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-12","captured_at":"2026-07-28 21:38:23"},{"signal_id":"8ccd92a323fd16cf978750d0b00ebf63","headline":"EQUANS SERVICES LIMITED: women's median hourly pay is 25% lower than men's (2025/26)","summary":"EQUANS SERVICES LIMITED reported a median hourly gender pay gap of 25% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.8%. Women are 22.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EQUANS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4628/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"7eea3ca7288e463c4f83a1383ac6b5b6","headline":"ERNST & YOUNG LLP: women's median hourly pay is 8.7% lower than men's (2025/26)","summary":"ERNST & YOUNG LLP reported a median hourly gender pay gap of 8.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 41.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ERNST & YOUNG LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4702/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"40de1b335ccf97d56be92a4efc345ad6","headline":"Essex County Council: women's median hourly pay is 2.0% lower than men's (2025/26)","summary":"Essex County Council reported a median hourly gender pay gap of 2.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4736/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"b62c57c0b5b86645e0eb9c4360d47265","headline":"Essex Partnership University NHS Foundation Trust: women's median hourly pay is 2.29% lower than men's (2025/26)","summary":"Essex Partnership University NHS Foundation Trust reported a median hourly gender pay gap of 2.29% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.26%. Women are 71.84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Partnership University NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15144/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"3e6dd59e20cd20e02138cc333db23e46","headline":"Essex Police: women's median hourly pay is 22.18% lower than men's (2025/26)","summary":"Essex Police reported a median hourly gender pay gap of 22.18% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.31%. Women are 31.35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Essex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4738/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-20","captured_at":"2026-07-28 21:38:23"},{"signal_id":"d482ca83718fcda391ced8f68cf341fe","headline":"EUI LIMITED: women's median hourly pay is 8.5% lower than men's (2025/26)","summary":"EUI LIMITED reported a median hourly gender pay gap of 8.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.7%. Women are 36.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EUI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4757/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"a553cd9e98b6a762907ad09bc065efa4","headline":"EVRI LIMITED: women's median hourly pay is 1.4% lower than men's (2025/26)","summary":"EVRI LIMITED reported a median hourly gender pay gap of 1.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -1.9%. Women are 28.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EVRI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6118/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"0b3a6c24617b30ec70f6cd8a15022209","headline":"EXCELLERATE SERVICES UK LIMITED: women's median hourly pay is 0.5% lower than men's (2025/26)","summary":"EXCELLERATE SERVICES UK LIMITED reported a median hourly gender pay gap of 0.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.6%. Women are 50.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"EXCELLERATE SERVICES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7496/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:23"},{"signal_id":"0be9850bfccc009e9aba20962f042112","headline":"FACCENDA FOODS LIMITED: women's median hourly pay is 2.0% lower than men's (2025/26)","summary":"FACCENDA FOODS LIMITED reported a median hourly gender pay gap of 2.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.5%. Women are 17.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FACCENDA FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4884/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:23"},{"signal_id":"84efd24e9ed5e30799297c64b511d037","headline":"FEDEX EXPRESS UK TRANSPORTATION LIMITED: women's median hourly pay is 2.4% higher than men's (2025/26)","summary":"FEDEX EXPRESS UK TRANSPORTATION LIMITED reported a median hourly gender pay gap of -2.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.8%. Women are 10.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FEDEX EXPRESS UK TRANSPORTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12774/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:23"},{"signal_id":"3ed9ea22e87b337cf08f0c480a8bd6b6","headline":"FIRST GREATER WESTERN LIMITED: women's median hourly pay is 19.2% lower than men's (2025/26)","summary":"FIRST GREATER WESTERN LIMITED reported a median hourly gender pay gap of 19.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.7%. Women are 10.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST GREATER WESTERN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5014/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"48d6eadbf5c841ecb4dce888015cd622","headline":"FIRST MTR SOUTH WESTERN TRAINS LIMITED: women's median hourly pay is 7.2% lower than men's (2025/26)","summary":"FIRST MTR SOUTH WESTERN TRAINS LIMITED reported a median hourly gender pay gap of 7.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.8%. Women are 8.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FIRST MTR SOUTH WESTERN TRAINS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18528/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:23"},{"signal_id":"abe04061851fac75c502e4fe7af3b0fd","headline":"FORD MOTOR COMPANY LIMITED: women's median hourly pay is 0.1% higher than men's (2025/26)","summary":"FORD MOTOR COMPANY LIMITED reported a median hourly gender pay gap of -0.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.1%. Women are 17.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FORD MOTOR COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5126/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-13","captured_at":"2026-07-28 21:38:23"},{"signal_id":"ac127070fcdf194cfd28bf080e518aa8","headline":"Foreign, Commonwealth and Development Office: women's median hourly pay is 3.2% lower than men's (2025/26)","summary":"Foreign, Commonwealth and Development Office reported a median hourly gender pay gap of 3.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.0%. Women are 47.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Foreign, Commonwealth and Development Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20870/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-09","captured_at":"2026-07-28 21:38:23"},{"signal_id":"66d444985649fdf8ed2760b16db89826","headline":"Frimley Health Nhs Foundation Trust: women's median hourly pay is 4.08% lower than men's (2025/26)","summary":"Frimley Health Nhs Foundation Trust reported a median hourly gender pay gap of 4.08% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.06%. Women are 64.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Frimley Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5250/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:23"},{"signal_id":"c9607a350ae35ceab73cc2ad9ad46e75","headline":"FUJITSU SERVICES LIMITED: women's median hourly pay is 9.1% lower than men's (2025/26)","summary":"FUJITSU SERVICES LIMITED reported a median hourly gender pay gap of 9.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 19.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FUJITSU SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/227/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:23"},{"signal_id":"6a153450f51b95fc7a20f0474617b551","headline":"Gateshead Council: women's median hourly pay is 6.8% lower than men's (2025/26)","summary":"Gateshead Council reported a median hourly gender pay gap of 6.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.20%. Women are 59.71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gateshead Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5401/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:23"},{"signal_id":"44af70c8316289e49dc838aead2296e4","headline":"GCHQ: women's median hourly pay is 10.7% lower than men's (2025/26)","summary":"GCHQ reported a median hourly gender pay gap of 10.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.9%. Women are 27.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GCHQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18274/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"866530fd27b269db440a671cc54a2e5f","headline":"GENERATE FS LIMITED: there is no median hourly pay gap (2025/26)","summary":"GENERATE FS LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.5%. Women are 79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GENERATE FS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5448/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:23"},{"signal_id":"bc19f4617ed2a09ea7fef25bb1993112","headline":"GIANT PROFESSIONAL LIMITED: women's median hourly pay is 16.0% lower than men's (2025/26)","summary":"GIANT PROFESSIONAL LIMITED reported a median hourly gender pay gap of 16.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.4%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIANT PROFESSIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5499/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"76a42afab49d311c4ee0b38c7c595cf7","headline":"GIST LIMITED: women's median hourly pay is 11.7% lower than men's (2025/26)","summary":"GIST LIMITED reported a median hourly gender pay gap of 11.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 11.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GIST LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5512/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:23"},{"signal_id":"a24d31af8b2aef3aa264a95ccc81ef83","headline":"GKN AEROSPACE SERVICES LIMITED: women's median hourly pay is 6.4% lower than men's (2025/26)","summary":"GKN AEROSPACE SERVICES LIMITED reported a median hourly gender pay gap of 6.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.3%. Women are 12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GKN AEROSPACE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"aerospace_defence","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5516/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-29","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e46fe8688f22a1620b9a17c0c5f15a70","headline":"GLAXOSMITHKLINE SERVICES UNLIMITED: women's median hourly pay is 7% higher than men's (2025/26)","summary":"GLAXOSMITHKLINE SERVICES UNLIMITED reported a median hourly gender pay gap of -7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.5%. Women are 49.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GLAXOSMITHKLINE SERVICES UNLIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5533/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:23"},{"signal_id":"edc5d9384a7eaf4c925c76282e3260f3","headline":"Gloucestershire Health & Care NHS Foundation Trust: women's median hourly pay is 4.68% lower than men's (2025/26)","summary":"Gloucestershire Health & Care NHS Foundation Trust reported a median hourly gender pay gap of 4.68% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.91%. Women are 80% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Health & Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20003/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:23"},{"signal_id":"950807f2235600e9447e4c4e61dfa8e8","headline":"Gloucestershire Hospitals Nhs Foundation Trust: women's median hourly pay is 17.8% lower than men's (2025/26)","summary":"Gloucestershire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 17.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.5%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Gloucestershire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5581/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:23"},{"signal_id":"aaf5b1aaf307051b67465385fa01c51c","headline":"GOOGLE UK LIMITED: women's median hourly pay is 11% lower than men's (2025/26)","summary":"GOOGLE UK LIMITED reported a median hourly gender pay gap of 11% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOOGLE UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5624/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:23"},{"signal_id":"3861e6721abc5edaf26f24bb359d6e90","headline":"GOVIA THAMESLINK RAILWAY LIMITED: women's median hourly pay is 20.69% lower than men's (2025/26)","summary":"GOVIA THAMESLINK RAILWAY LIMITED reported a median hourly gender pay gap of 20.69% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.16%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GOVIA THAMESLINK RAILWAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5630/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-18","captured_at":"2026-07-28 21:38:23"},{"signal_id":"990b1b09be0f4780e3c454766d37103a","headline":"GRANT THORNTON SERVICES LLP: women's median hourly pay is 9.12% lower than men's (2025/26)","summary":"GRANT THORNTON SERVICES LLP reported a median hourly gender pay gap of 9.12% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.43%. Women are 38.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GRANT THORNTON SERVICES LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5665/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:23"},{"signal_id":"adde60cadac54bca59075b89b324e517","headline":"Great Ormond Street Hospital NHS Foundation Trust: women's median hourly pay is 4.45% lower than men's (2025/26)","summary":"Great Ormond Street Hospital NHS Foundation Trust reported a median hourly gender pay gap of 4.45% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.14%. Women are 68.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Great Ormond Street Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15483/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-09","captured_at":"2026-07-28 21:38:23"},{"signal_id":"16a0c5d1c554fd8cfc88238788402d49","headline":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST: women's median hourly pay is 13.76% lower than men's (2025/26)","summary":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST reported a median hourly gender pay gap of 13.76% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.03%. Women are 69.27% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREAT WESTERN HOSPITALS NHS FOUNDATION TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12385/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-16","captured_at":"2026-07-28 21:38:23"},{"signal_id":"0817ada3f4314ed04d3ded12025bd5f8","headline":"Greater Manchester Police: women's median hourly pay is 16.36% lower than men's (2025/26)","summary":"Greater Manchester Police reported a median hourly gender pay gap of 16.36% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.55%. Women are 33.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Greater Manchester Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5692/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-06","captured_at":"2026-07-28 21:38:23"},{"signal_id":"619b32663501596b74887a4cc8aec8a8","headline":"GREENCORE FOOD TO GO LIMITED: women's median hourly pay is 5.6% lower than men's (2025/26)","summary":"GREENCORE FOOD TO GO LIMITED reported a median hourly gender pay gap of 5.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENCORE FOOD TO GO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5699/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:23"},{"signal_id":"40cf6dcb2ba71633fc75e5353feeb65a","headline":"GREENE KING RETAIL SERVICES LIMITED: there is no median hourly pay gap (2025/26)","summary":"GREENE KING RETAIL SERVICES LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.76%. Women are 40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENE KING RETAIL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5704/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"65e9862af418e7a781d7ffbbb64899ea","headline":"GREENWICH LEISURE LTD: women's median hourly pay is 2.44% higher than men's (2025/26)","summary":"GREENWICH LEISURE LTD reported a median hourly gender pay gap of -2.44% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -8.19%. Women are 65.85% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREENWICH LEISURE LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16843/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:23"},{"signal_id":"1228a544c08596c87b4e48d851e1d769","headline":"GREGGS PLC: women's median hourly pay is 2.24% lower than men's (2025/26)","summary":"GREGGS PLC reported a median hourly gender pay gap of 2.24% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.89%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GREGGS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5726/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"478408f03a00f09307e8a69f10cc7651","headline":"Guy's & St Thomas' NHS Foundation Trust: women's median hourly pay is 6.6% lower than men's (2025/26)","summary":"Guy's & St Thomas' NHS Foundation Trust reported a median hourly gender pay gap of 6.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.1%. Women are 61.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Guy's & St Thomas' NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15123/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-09","captured_at":"2026-07-28 21:38:23"},{"signal_id":"f61b37a2331521c64904483188cbd828","headline":"GXO LOGISTICS UK II LIMITED: women's median hourly pay is 13.6% lower than men's (2025/26)","summary":"GXO LOGISTICS UK II LIMITED reported a median hourly gender pay gap of 13.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.2%. Women are 33.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK II LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3376/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"f4cd63503c750df400b8f01f6f790418","headline":"GXO LOGISTICS UK LIMITED: women's median hourly pay is 10.3% lower than men's (2025/26)","summary":"GXO LOGISTICS UK LIMITED reported a median hourly gender pay gap of 10.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 15% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"GXO LOGISTICS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13994/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:23"},{"signal_id":"2a80119a22fda2e9415e22dae360ee32","headline":"H M Government Cabinet Office: women's median hourly pay is 11.6% lower than men's (2025/26)","summary":"H M Government Cabinet Office reported a median hourly gender pay gap of 11.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 45.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H M Government Cabinet Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5816/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:23"},{"signal_id":"7a7498159839f82a5319abab92b021d2","headline":"H&M HENNES & MAURITZ UK LIMITED: there is no median hourly pay gap (2025/26)","summary":"H&M HENNES & MAURITZ UK LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 69.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"H&M HENNES & MAURITZ UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5821/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-07","captured_at":"2026-07-28 21:38:23"},{"signal_id":"188e63f263ee1acca15250d84c784653","headline":"HALFORDS LIMITED: there is no median hourly pay gap (2025/26)","summary":"HALFORDS LIMITED reported a median hourly gender pay gap of 0.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.7%. Women are 27.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HALFORDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5876/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-10","captured_at":"2026-07-28 21:38:23"},{"signal_id":"733322d88853fc0b4ba1239e1edb422a","headline":"Hampshire and Isle of Wight Healthcare NHS Foundation Trust: women's median hourly pay is 1.7% lower than men's (2025/26)","summary":"Hampshire and Isle of Wight Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 1.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 86.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire and Isle of Wight Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/41427/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e703e5409c78dc54edff1f2c15b4dca2","headline":"Hampshire Constabulary: women's median hourly pay is 16.8% lower than men's (2025/26)","summary":"Hampshire Constabulary reported a median hourly gender pay gap of 16.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 41.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5901/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-05","captured_at":"2026-07-28 21:38:23"},{"signal_id":"96e073792226e01711620d955a9e7ee7","headline":"Hampshire County Council: women's median hourly pay is 13.0% lower than men's (2025/26)","summary":"Hampshire County Council reported a median hourly gender pay gap of 13.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 67.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5902/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:23"},{"signal_id":"fd9a8517d08b176bd9b9987082a5ef65","headline":"Hampshire Hospitals Nhs Foundation Trust: women's median hourly pay is 7.45% lower than men's (2025/26)","summary":"Hampshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 7.45% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 67.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hampshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5905/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:23"},{"signal_id":"d9db1919893cba5a98474ea78ab9be3d","headline":"HAP FLEXI LIMITED: there is no median hourly pay gap (2025/26)","summary":"HAP FLEXI LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.2%. Women are 51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAP FLEXI LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/32585/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-29","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e8e13e9a009d82dd4bc461f259756253","headline":"HARRODS (UK) LIMITED: women's median hourly pay is 0.2% lower than men's (2025/26)","summary":"HARRODS (UK) LIMITED reported a median hourly gender pay gap of 0.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HARRODS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/24696/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-05-29","captured_at":"2026-07-28 21:38:23"},{"signal_id":"00d9ce30998b6d1f7e68784e276f29f8","headline":"HARRODS LIMITED: women's median hourly pay is 0.2% lower than men's (2025/26)","summary":"HARRODS LIMITED reported a median hourly gender pay gap of 0.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HARRODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5961/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"e0a05a33d3585c8361d1b1b227a106b7","headline":"Harrogate and District NHS Foundation Trust: women's median hourly pay is 12.7% lower than men's (2025/26)","summary":"Harrogate and District NHS Foundation Trust reported a median hourly gender pay gap of 12.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.4%. Women are 71.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Harrogate and District NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/5962/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:23"},{"signal_id":"93fa1ad33372b2c55a0a9e3d78d328d2","headline":"HAYS SPECIALIST RECRUITMENT LIMITED: women's median hourly pay is 1.2% lower than men's (2025/26)","summary":"HAYS SPECIALIST RECRUITMENT LIMITED reported a median hourly gender pay gap of 1.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.0%. Women are 45.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HAYS SPECIALIST RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6019/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:23"},{"signal_id":"eb9658fb9a33304da5dc5a532bc7a6de","headline":"HBOS PLC: women's median hourly pay is 30.6% lower than men's (2025/26)","summary":"HBOS PLC reported a median hourly gender pay gap of 30.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.7%. Women are 41.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HBOS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6025/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-13","captured_at":"2026-07-28 21:38:24"},{"signal_id":"0853a32ea138d6f7b07fe8783af42160","headline":"HC-ONE LIMITED: women's median hourly pay is 0.1% lower than men's (2025/26)","summary":"HC-ONE LIMITED reported a median hourly gender pay gap of 0.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -3.1%. Women are 81.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HC-ONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6033/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:24"},{"signal_id":"d88232debe572e0799de00e8c905ff22","headline":"HCA INTERNATIONAL LIMITED: women's median hourly pay is 2.9% lower than men's (2025/26)","summary":"HCA INTERNATIONAL LIMITED reported a median hourly gender pay gap of 2.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 36.6%. Women are 57.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HCA INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6028/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"0009594287c2c91d974e4fc74f066562","headline":"HERON FOODS LIMITED: women's median hourly pay is 4.7% lower than men's (2025/26)","summary":"HERON FOODS LIMITED reported a median hourly gender pay gap of 4.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 46.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HERON FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6121/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-06-23","captured_at":"2026-07-28 21:38:24"},{"signal_id":"bbd98428a448649a7b0f6c8ad5dbb243","headline":"Hertfordshire County Council: women's median hourly pay is 3.6% higher than men's (2025/26)","summary":"Hertfordshire County Council reported a median hourly gender pay gap of -3.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.4%. Women are 67.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hertfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6129/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"9e7c4a2d5226a84dbd7eb81ff4bccc9b","headline":"HM Land Registry: women's median hourly pay is 13% lower than men's (2025/26)","summary":"HM Land Registry reported a median hourly gender pay gap of 13% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.8%. Women are 51.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Land Registry","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6102/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:24"},{"signal_id":"4809e4823474cab111ea4ebe8862afa8","headline":"HM Revenue and Customs (HMRC): women's median hourly pay is 5.0% lower than men's (2025/26)","summary":"HM Revenue and Customs (HMRC) reported a median hourly gender pay gap of 5.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 46.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HM Revenue and Customs (HMRC)","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14655/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-17","captured_at":"2026-07-28 21:38:24"},{"signal_id":"ba6408b192dccb99fb713216f60f8c17","headline":"HOLLAND & BARRETT RETAIL LIMITED: women's median hourly pay is 2.5% lower than men's (2025/26)","summary":"HOLLAND & BARRETT RETAIL LIMITED reported a median hourly gender pay gap of 2.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.5%. Women are 51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOLLAND & BARRETT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6255/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:24"},{"signal_id":"e7fbcf4ef391f80d77a8c9739159a85c","headline":"Home Office: women's median hourly pay is 12% lower than men's (2025/26)","summary":"Home Office reported a median hourly gender pay gap of 12% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 45.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Home Office","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6270/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:24"},{"signal_id":"3b79c559f88852b7ef3abf9543501cad","headline":"HOWDEN GROUP HOLDINGS LIMITED: women's median hourly pay is 23.33% lower than men's (2025/26)","summary":"HOWDEN GROUP HOLDINGS LIMITED reported a median hourly gender pay gap of 23.33% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 33.60%. Women are 28.12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN GROUP HOLDINGS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6444/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"b8e35e9b6adec45d3b0adf19786911f1","headline":"HOWDEN JOINERY LIMITED: women's median hourly pay is 4.3% lower than men's (2025/26)","summary":"HOWDEN JOINERY LIMITED reported a median hourly gender pay gap of 4.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.6%. Women are 21.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HOWDEN JOINERY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6348/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:24"},{"signal_id":"ac1202e259da2a5b45fa8a5733b14a35","headline":"HSBC GLOBAL SERVICES (UK) LIMITED: women's median hourly pay is 25.5% lower than men's (2025/26)","summary":"HSBC GLOBAL SERVICES (UK) LIMITED reported a median hourly gender pay gap of 25.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GLOBAL SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14646/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-25","captured_at":"2026-07-28 21:38:24"},{"signal_id":"d711123cc8de413ec4f6079d91927844","headline":"HSBC GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 13.2% lower than men's (2025/26)","summary":"HSBC GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 13.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.6%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14645/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-25","captured_at":"2026-07-28 21:38:24"},{"signal_id":"2422255ce2c2f3ab5f50d31e96e5d1b1","headline":"HSBC UK BANK PLC: women's median hourly pay is 16.6% lower than men's (2025/26)","summary":"HSBC UK BANK PLC reported a median hourly gender pay gap of 16.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.9%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"HSBC UK BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18672/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-25","captured_at":"2026-07-28 21:38:24"},{"signal_id":"a9af7a773712d2d2d4cd541d46f7182b","headline":"Hull University Teaching Hospitals NHS Trust: women's median hourly pay is 14.40% lower than men's (2025/26)","summary":"Hull University Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 14.40% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 29.01%. Women are 59.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hull University Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6388/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c38d41ad9a28738c43006479bc355668","headline":"Hywel Dda University Health Board: women's median hourly pay is 6.64% lower than men's (2025/26)","summary":"Hywel Dda University Health Board reported a median hourly gender pay gap of 6.64% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.33%. Women are 68.87% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Hywel Dda University Health Board","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22402/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-16","captured_at":"2026-07-28 21:38:24"},{"signal_id":"4d2816a41915b14007250d21205751ad","headline":"IBM UNITED KINGDOM LIMITED: women's median hourly pay is 11.1% lower than men's (2025/26)","summary":"IBM UNITED KINGDOM LIMITED reported a median hourly gender pay gap of 11.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.4%. Women are 24% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IBM UNITED KINGDOM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6463/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"93507316f7d699981298ac6beec290a2","headline":"ICELAND FOODS LIMITED: women's median hourly pay is 8.00% lower than men's (2025/26)","summary":"ICELAND FOODS LIMITED reported a median hourly gender pay gap of 8.00% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.52%. Women are 39.95% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ICELAND FOODS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6470/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:24"},{"signal_id":"1ba2758fc3fc68374cab0220d2e66880","headline":"IKEA LIMITED: women's median hourly pay is 1.4% lower than men's (2025/26)","summary":"IKEA LIMITED reported a median hourly gender pay gap of 1.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.2%. Women are 48.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"IKEA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/307/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-23","captured_at":"2026-07-28 21:38:24"},{"signal_id":"9d9a6cbf888ba6bb628b59299ec47386","headline":"Imperial College Healthcare Nhs Trust: women's median hourly pay is 0.51% lower than men's (2025/26)","summary":"Imperial College Healthcare Nhs Trust reported a median hourly gender pay gap of 0.51% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.61%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College Healthcare Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6538/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-11","captured_at":"2026-07-28 21:38:24"},{"signal_id":"a39b1e0cbabebe4ac5729aafd81cb76a","headline":"Imperial College London: women's median hourly pay is 7.4% lower than men's (2025/26)","summary":"Imperial College London reported a median hourly gender pay gap of 7.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 35.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Imperial College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6539/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:24"},{"signal_id":"42428ef1ffe4273e2a8016a5d3ebacf5","headline":"INSPIRING VET CARE LIMITED: women's median hourly pay is 51.73% lower than men's (2025/26)","summary":"INSPIRING VET CARE LIMITED reported a median hourly gender pay gap of 51.73% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 40.01%. Women are 68.43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"INSPIRING VET CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6576/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"b926082e5403f901526f0913e2ba22d8","headline":"ITX UK LIMITED: women's median hourly pay is 1.0% lower than men's (2025/26)","summary":"ITX UK LIMITED reported a median hourly gender pay gap of 1.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 76.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ITX UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14056/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"8d3ebac1fb51a92fe03ba95ab920e103","headline":"J D WETHERSPOON PLC: women's median hourly pay is 0.31% lower than men's (2025/26)","summary":"J D WETHERSPOON PLC reported a median hourly gender pay gap of 0.31% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.36%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"J D WETHERSPOON PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13691/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-11-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"cd74d18a8c1d74546267d641d1a24d0b","headline":"JACOBS U.K. LIMITED: women's median hourly pay is 19.1% lower than men's (2025/26)","summary":"JACOBS U.K. LIMITED reported a median hourly gender pay gap of 19.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.0%. Women are 22.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JACOBS U.K. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6889/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:24"},{"signal_id":"2316a4e5a20c5ae886c825c906f5a3bf","headline":"JAGUAR LAND ROVER LIMITED: women's median hourly pay is 3.2% higher than men's (2025/26)","summary":"JAGUAR LAND ROVER LIMITED reported a median hourly gender pay gap of -3.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.4%. Women are 19.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JAGUAR LAND ROVER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6897/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-11","captured_at":"2026-07-28 21:38:24"},{"signal_id":"5a4d8a68596bddbc0928444c3e7018fb","headline":"James Paget University  Hospital NHS Foundation Trust: women's median hourly pay is 9.3286% lower than men's (2025/26)","summary":"James Paget University  Hospital NHS Foundation Trust reported a median hourly gender pay gap of 9.3286% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.3001%. Women are 81.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"James Paget University  Hospital NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14978/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-17","captured_at":"2026-07-28 21:38:24"},{"signal_id":"5e8e48cb7a685fc815561910ef601720","headline":"JD SPORTS FASHION PLC: women's median hourly pay is 0.33% lower than men's (2025/26)","summary":"JD SPORTS FASHION PLC reported a median hourly gender pay gap of 0.33% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.57%. Women are 46.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JD SPORTS FASHION PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6945/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"4b1ec420803766ecf0946ea06f039703","headline":"JET2.COM LIMITED: women's median hourly pay is 31.16% lower than men's (2025/26)","summary":"JET2.COM LIMITED reported a median hourly gender pay gap of 31.16% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 45.80%. Women are 7.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JET2.COM LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6967/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"6307a5f01c74ed52fdaf746560ae55ba","headline":"JOHN LEWIS PLC: women's median hourly pay is 5.8% lower than men's (2025/26)","summary":"JOHN LEWIS PLC reported a median hourly gender pay gap of 5.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.9%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHN LEWIS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:24"},{"signal_id":"3170ad94a42eb6622ce1331387a84b0a","headline":"JOHNSONS TEXTILE SERVICES LIMITED: women's median hourly pay is 7.3% lower than men's (2025/26)","summary":"JOHNSONS TEXTILE SERVICES LIMITED reported a median hourly gender pay gap of 7.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 27.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JOHNSONS TEXTILE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7031/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"a7bf2bd5b455d084b8df81485bdc6357","headline":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION: women's median hourly pay is 16.2% lower than men's (2025/26)","summary":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION reported a median hourly gender pay gap of 16.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.3%. Women are 29.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"JPMORGAN CHASE BANK, NATIONAL ASSOCIATION","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15164/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c3a23a01c0f5b2dbd59f28ac943b9e22","headline":"Kent Community Health Nhs Foundation Trust: women's median hourly pay is 3% higher than men's (2025/26)","summary":"Kent Community Health Nhs Foundation Trust reported a median hourly gender pay gap of -3.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 84.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Community Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7192/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"2bcc8928d20ee9fcd1f9318116519151","headline":"Kent County Council: women's median hourly pay is 10.6% lower than men's (2025/26)","summary":"Kent County Council reported a median hourly gender pay gap of 10.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7194/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c5e6fbeed26089c5ebbb4678074ee2ae","headline":"Kent Police: women's median hourly pay is 25.02% lower than men's (2025/26)","summary":"Kent Police reported a median hourly gender pay gap of 25.02% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.15%. Women are 31.36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kent Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7200/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-13","captured_at":"2026-07-28 21:38:24"},{"signal_id":"59f263472bd66f83be985993d0782206","headline":"Kettering General Hospital: women's median hourly pay is 13.4% lower than men's (2025/26)","summary":"Kettering General Hospital reported a median hourly gender pay gap of 13.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.7%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kettering General Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7215/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-11-13","captured_at":"2026-07-28 21:38:24"},{"signal_id":"46e66365327dfb02db6d3d134eb02c0a","headline":"KIDS PLANET DAY NURSERIES LIMITED: women's median hourly pay is 2.7% lower than men's (2025/26)","summary":"KIDS PLANET DAY NURSERIES LIMITED reported a median hourly gender pay gap of 2.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 93% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIDS PLANET DAY NURSERIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7243/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:24"},{"signal_id":"46c648e96cd7c59c860252875789e952","headline":"KIER LIMITED: women's median hourly pay is 23.9% lower than men's (2025/26)","summary":"KIER LIMITED reported a median hourly gender pay gap of 23.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.1%. Women are 16% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KIER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7252/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"41f883681b611dd9dd6e8ef043b4a8f8","headline":"King's College Hospital: women's median hourly pay is 11% lower than men's (2025/26)","summary":"King's College Hospital reported a median hourly gender pay gap of 11% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College Hospital","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7286/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:24"},{"signal_id":"ecdc94e3a9ebde52dc32443180912e6e","headline":"King's College London: women's median hourly pay is 8.9% lower than men's (2025/26)","summary":"King's College London reported a median hourly gender pay gap of 8.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.0%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"King's College London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15943/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"a307145f1b04efeabe1b6bb5a318f85f","headline":"Kingston and Richmond NHS Foundation Trust: women's median hourly pay is 12% lower than men's (2025/26)","summary":"Kingston and Richmond NHS Foundation Trust reported a median hourly gender pay gap of 12% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 65.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kingston and Richmond NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/41724/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"74d47533e17bf9d5d363a174ab9cdf6d","headline":"Kingston upon Hull City Council: women's median hourly pay is 0.25% higher than men's (2025/26)","summary":"Kingston upon Hull City Council reported a median hourly gender pay gap of -0.25% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.5%. Women are 63% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kingston upon Hull City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/277/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"f2a405628d648f806cc387bce5c268a8","headline":"Kirklees Council: women's median hourly pay is 9.9% lower than men's (2025/26)","summary":"Kirklees Council reported a median hourly gender pay gap of 9.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.2%. Women are 60% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Kirklees Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/423/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"2b0a2f23a7ebc40adcb1ad53a90c28f2","headline":"KPI RECRUITING LIMITED: women's median hourly pay is 3.31% lower than men's (2025/26)","summary":"KPI RECRUITING LIMITED reported a median hourly gender pay gap of 3.31% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -3.10%. Women are 28.09% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPI RECRUITING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7368/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"5d6b200f287c97253544ce50f2eab8d1","headline":"KPMG LLP: women's median hourly pay is 15.7% lower than men's (2025/26)","summary":"KPMG LLP reported a median hourly gender pay gap of 15.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.1%. Women are 39.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"KPMG LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7369/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"f1595de1e21789f6d2619c5f256abba1","headline":"LADBROKES BETTING & GAMING LIMITED: women's median hourly pay is 3.57% lower than men's (2025/26)","summary":"LADBROKES BETTING & GAMING LIMITED reported a median hourly gender pay gap of 3.57% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.31%. Women are 39.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LADBROKES BETTING & GAMING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7403/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:24"},{"signal_id":"582e89f3e4fbc50a42c06b2c09363fb0","headline":"LAING O'ROURKE SERVICES LIMITED: women's median hourly pay is 3.4% lower than men's (2025/26)","summary":"LAING O'ROURKE SERVICES LIMITED reported a median hourly gender pay gap of 3.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 14.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LAING O'ROURKE SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/616/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c673c17bfe810190ddb6e0d0fe6993d3","headline":"Lancashire & South Cumbria NHS Foundation Trust: women's median hourly pay is 0.5% higher than men's (2025/26)","summary":"Lancashire & South Cumbria NHS Foundation Trust reported a median hourly gender pay gap of -0.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10%. Women are 72.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire & South Cumbria NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7426/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c3ea229cb974a4640de5767aa5ab5080","headline":"Lancashire Constabulary: women's median hourly pay is 22.6% lower than men's (2025/26)","summary":"Lancashire Constabulary reported a median hourly gender pay gap of 22.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 31.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Constabulary","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7427/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-10","captured_at":"2026-07-28 21:38:24"},{"signal_id":"44908498248e25057bd1e238835e9367","headline":"Lancashire County Council: women's median hourly pay is 12.3% lower than men's (2025/26)","summary":"Lancashire County Council reported a median hourly gender pay gap of 12.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.6%. Women are 66.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7428/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"47ffe0870d6051d57b27be9f79e2b885","headline":"Lancashire Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 1.9% lower than men's (2025/26)","summary":"Lancashire Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 1.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.9%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lancashire Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7429/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-20","captured_at":"2026-07-28 21:38:24"},{"signal_id":"212114287df924f8d16b6b9ed71e6583","headline":"Leeds City Council: women's median hourly pay is 4.4% lower than men's (2025/26)","summary":"Leeds City Council reported a median hourly gender pay gap of 4.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.0%. Women are 62.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7529/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c36081f05d6457e79c3bbbb28919dc71","headline":"Leeds Teaching Hospitals Nhs Trust: women's median hourly pay is 15.6995% lower than men's (2025/26)","summary":"Leeds Teaching Hospitals Nhs Trust reported a median hourly gender pay gap of 15.6995% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.1553%. Women are 61.90% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leeds Teaching Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7533/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-07","captured_at":"2026-07-28 21:38:24"},{"signal_id":"823321552cd159a265d1b8d9a695a6db","headline":"LEGAL & GENERAL RESOURCES LIMITED: women's median hourly pay is 25% lower than men's (2025/26)","summary":"LEGAL & GENERAL RESOURCES LIMITED reported a median hourly gender pay gap of 25% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.8%. Women are 36.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEGAL & GENERAL RESOURCES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14239/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"aee27eb8c12a6c8131b7ff810e484710","headline":"Leicester City Council: women's median hourly pay is 0.9% higher than men's (2025/26)","summary":"Leicester City Council reported a median hourly gender pay gap of -0.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -5.0%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7551/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-05-14","captured_at":"2026-07-28 21:38:24"},{"signal_id":"549fdfb92f148f51c5181500b0756dcb","headline":"Leicestershire Partnership Nhs Trust: women's median hourly pay is 3.1% higher than men's (2025/26)","summary":"Leicestershire Partnership Nhs Trust reported a median hourly gender pay gap of -3.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 76.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Leicestershire Partnership Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7558/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-19","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c49cf3f92ee8dbe6d29da07acb7d55f7","headline":"LEISURE EMPLOYMENT SERVICES LIMITED: there is no median hourly pay gap (2025/26)","summary":"LEISURE EMPLOYMENT SERVICES LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.3%. Women are 43.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEISURE EMPLOYMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/39/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-04","captured_at":"2026-07-28 21:38:24"},{"signal_id":"118c12a763c0d8f52eb9e001a7981a26","headline":"LEONARDO UK LTD: women's median hourly pay is 8.52% lower than men's (2025/26)","summary":"LEONARDO UK LTD reported a median hourly gender pay gap of 8.52% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.90%. Women are 16.02% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LEONARDO UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7579/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"56feef54698a3c5920900aaf8cc5679d","headline":"Lewisham And Greenwich Nhs Trust: women's median hourly pay is 14.8% lower than men's (2025/26)","summary":"Lewisham And Greenwich Nhs Trust reported a median hourly gender pay gap of 14.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.8%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lewisham And Greenwich Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7593/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-10-22","captured_at":"2026-07-28 21:38:24"},{"signal_id":"9f24edd9d23303e8184ab92accaea89b","headline":"LHR AIRPORTS LIMITED: women's median hourly pay is 10.6% lower than men's (2025/26)","summary":"LHR AIRPORTS LIMITED reported a median hourly gender pay gap of 10.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LHR AIRPORTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15628/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:24"},{"signal_id":"f22f46c914838daf5d1907dde7f68c73","headline":"LIDL GREAT BRITAIN LIMITED: there is no median hourly pay gap (2025/26)","summary":"LIDL GREAT BRITAIN LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.1%. Women are 46.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIDL GREAT BRITAIN LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7623/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"292468faf84189557062e89266bf0599","headline":"LIFEWAYS COMMUNITY CARE LIMITED: there is no median hourly pay gap (2025/26)","summary":"LIFEWAYS COMMUNITY CARE LIMITED reported a median hourly gender pay gap of 0.00% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.5%. Women are 69.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LIFEWAYS COMMUNITY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7639/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:24"},{"signal_id":"af497b35649b06efcca1b4fd27e04821","headline":"Lincolnshire County Council: women's median hourly pay is 1.79% lower than men's (2025/26)","summary":"Lincolnshire County Council reported a median hourly gender pay gap of 1.79% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.13%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Lincolnshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7662/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:24"},{"signal_id":"3a17ba7442490537182de433e26ead97","headline":"LINNAEUS GROUP LIMITED: women's median hourly pay is 45.5% lower than men's (2025/26)","summary":"LINNAEUS GROUP LIMITED reported a median hourly gender pay gap of 45.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 42.8%. Women are 67.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LINNAEUS GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20220/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"7185d592e86dc35e63f948b11bba070b","headline":"Liverpool City Council: women's median hourly pay is 0.14% lower than men's (2025/26)","summary":"Liverpool City Council reported a median hourly gender pay gap of 0.14% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.91%. Women are 46.47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7711/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-28","captured_at":"2026-07-28 21:38:24"},{"signal_id":"14dcf43e35bec030a134d7534560f386","headline":"Liverpool University Hospitals NHS Foundation Trust: women's median hourly pay is 5.6% lower than men's (2025/26)","summary":"Liverpool University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 5.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.8%. Women are 64.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Liverpool University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20148/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:24"},{"signal_id":"ef6a693bf22a0e47def4bb4775f167c5","headline":"LKQ GROUP (UK) LIMITED: women's median hourly pay is 1% higher than men's (2025/26)","summary":"LKQ GROUP (UK) LIMITED reported a median hourly gender pay gap of -1.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.5%. Women are 16.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LKQ GROUP (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/4762/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"fc5ad9d5a2b33e03b9e96fc727161f93","headline":"LLOYDS BANK PLC: women's median hourly pay is 37.8% lower than men's (2025/26)","summary":"LLOYDS BANK PLC reported a median hourly gender pay gap of 37.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.2%. Women are 37.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7727/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-13","captured_at":"2026-07-28 21:38:24"},{"signal_id":"5bd005e0930a8b0935170b5b808e45bc","headline":"LLOYDS BANKING GROUP PLC: women's median hourly pay is 35% lower than men's (2025/26)","summary":"LLOYDS BANKING GROUP PLC reported a median hourly gender pay gap of 35% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.9%. Women are 38.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LLOYDS BANKING GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Edinburgh","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7728/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-13","captured_at":"2026-07-28 21:38:24"},{"signal_id":"3cb45ab7bae9637d52e9e542c85fcfc7","headline":"London Ambulance Service N H S Trust: women's median hourly pay is 8.87% lower than men's (2025/26)","summary":"London Ambulance Service N H S Trust reported a median hourly gender pay gap of 8.87% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.87%. Women are 44% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7775/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-07","captured_at":"2026-07-28 21:38:24"},{"signal_id":"949107e20da13e268cd4e5900a91ba08","headline":"London Borough Of Tower Hamlets: women's median hourly pay is 5.9% higher than men's (2025/26)","summary":"London Borough Of Tower Hamlets reported a median hourly gender pay gap of -5.90% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -3.06%. Women are 57.02% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Borough Of Tower Hamlets","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7793/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:24"},{"signal_id":"36b1f374daa48f26c78ebb433fa62cd3","headline":"London Fire Brigade: women's median hourly pay is 1.39% higher than men's (2025/26)","summary":"London Fire Brigade reported a median hourly gender pay gap of -1.39% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -5.57%. Women are 28.01% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London Fire Brigade","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7804/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-15","captured_at":"2026-07-28 21:38:24"},{"signal_id":"bfdb791a2f96f263589be3be7ee3c0db","headline":"LONDON GENERAL TRANSPORT SERVICES LIMITED: women's median hourly pay is 2.61% higher than men's (2025/26)","summary":"LONDON GENERAL TRANSPORT SERVICES LIMITED reported a median hourly gender pay gap of -2.61% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -34.73%. Women are 14.33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON GENERAL TRANSPORT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7806/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"324b4a18a5621b919de4f47dd93b1f88","headline":"London North West University Healthcare Trust: women's median hourly pay is 13.1% lower than men's (2025/26)","summary":"London North West University Healthcare Trust reported a median hourly gender pay gap of 13.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 59% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"London North West University Healthcare Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16236/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"837ea270b08715bf426c780d7630ba0a","headline":"LONDON UNDERGROUND LIMITED: women's median hourly pay is 13.1% lower than men's (2025/26)","summary":"LONDON UNDERGROUND LIMITED reported a median hourly gender pay gap of 13.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.8%. Women are 13.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LONDON UNDERGROUND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7827/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"8bda24cb8dc5d58a65770d5db67cdc46","headline":"LOUGHBOROUGH UNIVERSITY: women's median hourly pay is 18.52% lower than men's (2025/26)","summary":"LOUGHBOROUGH UNIVERSITY reported a median hourly gender pay gap of 18.52% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.39%. Women are 39.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LOUGHBOROUGH UNIVERSITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7868/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:24"},{"signal_id":"320a0530a17cbb40525d085ed2de97d1","headline":"LOUNGERS UK LIMITED: there is no median hourly pay gap (2025/26)","summary":"LOUNGERS UK LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.23%. Women are 36.58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"LOUNGERS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7871/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"fe303e79f2faf86ba06d53740694d3f8","headline":"MACH RECRUITMENT LIMITED: women's median hourly pay is 0.55% lower than men's (2025/26)","summary":"MACH RECRUITMENT LIMITED reported a median hourly gender pay gap of 0.55% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.92%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MACH RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7976/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"660b960f88b49dc71fa65371c8c6dcc0","headline":"Maidstone And Tunbridge Wells Nhs Trust: women's median hourly pay is 5.6% lower than men's (2025/26)","summary":"Maidstone And Tunbridge Wells Nhs Trust reported a median hourly gender pay gap of 5.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.4%. Women are 61.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Maidstone And Tunbridge Wells Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8009/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"ca62576b69ac92c1f84a9da62994c596","headline":"MAINPAY LIMITED: women's median hourly pay is 13.5% lower than men's (2025/26)","summary":"MAINPAY LIMITED reported a median hourly gender pay gap of 13.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 33.3%. Women are 72.20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MAINPAY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8013/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:24"},{"signal_id":"b57f50161b2813133d9edb56a590224a","headline":"Manchester City Council: women's median hourly pay is 1.4% lower than men's (2025/26)","summary":"Manchester City Council reported a median hourly gender pay gap of 1.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.2%. Women are 62.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Manchester City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8048/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"db0c972c39ade25060dd5bd58b22fec2","headline":"MANPOWER UK LIMITED: women's median hourly pay is 0.2% higher than men's (2025/26)","summary":"MANPOWER UK LIMITED reported a median hourly gender pay gap of -0.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.0%. Women are 34.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MANPOWER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8069/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:24"},{"signal_id":"60501db065f21fb397d66df476fcbdd9","headline":"MARKS AND SPENCER P.L.C.: women's median hourly pay is 5.5% lower than men's (2025/26)","summary":"MARKS AND SPENCER P.L.C. reported a median hourly gender pay gap of 5.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARKS AND SPENCER P.L.C.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8118/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-19","captured_at":"2026-07-28 21:38:24"},{"signal_id":"e0b146949276fa4767a860e649f83282","headline":"MARRIOTT HOTELS LIMITED: women's median hourly pay is 1.4% lower than men's (2025/26)","summary":"MARRIOTT HOTELS LIMITED reported a median hourly gender pay gap of 1.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.0%. Women are 51.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARRIOTT HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8128/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"c352ba77b4cc4f4eb00e3d48881d1454","headline":"MARSH SERVICES LIMITED: women's median hourly pay is 26% lower than men's (2025/26)","summary":"MARSH SERVICES LIMITED reported a median hourly gender pay gap of 26% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 29.4%. Women are 30% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSH SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8136/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:24"},{"signal_id":"8a072c9536f62a2d5f7dfbc818bf6fb0","headline":"MARSTON'S TRADING LIMITED: there is no median hourly pay gap (2025/26)","summary":"MARSTON'S TRADING LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.83%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MARSTON'S TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8152/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"db28f6cb74f0a1cc5da6a90130505822","headline":"MATALAN RETAIL LTD.: there is no median hourly pay gap (2025/26)","summary":"MATALAN RETAIL LTD. reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.9%. Women are 57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MATALAN RETAIL LTD.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8179/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:24"},{"signal_id":"77ef77b17e2ce20761d7d29bdc254c61","headline":"MAXIMUS UK SERVICES LIMITED: women's median hourly pay is 16.3% higher than men's (2025/26)","summary":"MAXIMUS UK SERVICES LIMITED reported a median hourly gender pay gap of -16.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.9%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MAXIMUS UK SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12263/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:24"},{"signal_id":"edf3522d03b97d34060c0ff80632dcf1","headline":"MBDA UK LIMITED: women's median hourly pay is 11% lower than men's (2025/26)","summary":"MBDA UK LIMITED reported a median hourly gender pay gap of 11% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.6%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MBDA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8212/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:24"},{"signal_id":"6b2d62df761908c71cf67e8888009738","headline":"MCDONALD'S RESTAURANTS LIMITED: there is no median hourly pay gap (2025/26)","summary":"MCDONALD'S RESTAURANTS LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1%. Women are 54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MCDONALD'S RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8236/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:24"},{"signal_id":"4fdbfe44ed47c834cdb38a15b7645ae3","headline":"MERLIN ATTRACTIONS OPERATIONS LIMITED: women's median hourly pay is 1.3% lower than men's (2025/26)","summary":"MERLIN ATTRACTIONS OPERATIONS LIMITED reported a median hourly gender pay gap of 1.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 42.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MERLIN ATTRACTIONS OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8357/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:24"},{"signal_id":"900d6794ce40320e8d64eb98486a7681","headline":"Mersey & West Lancashire Teaching Hospitals NHS Trust: women's median hourly pay is 8.11% lower than men's (2025/26)","summary":"Mersey & West Lancashire Teaching Hospitals NHS Trust reported a median hourly gender pay gap of 8.11% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.52%. Women are 69.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey & West Lancashire Teaching Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/23582/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-22","captured_at":"2026-07-28 21:38:24"},{"signal_id":"42d9d97c2e1bb8772b33f2df4ad5c0b7","headline":"Mersey Care Nhs Foundation Trust: women's median hourly pay is 2.7772% higher than men's (2025/26)","summary":"Mersey Care Nhs Foundation Trust reported a median hourly gender pay gap of -2.7772% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.77%. Women are 75.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mersey Care Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8363/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-05-18","captured_at":"2026-07-28 21:38:25"},{"signal_id":"e0e760f9a65801dbe7e62694e0892630","headline":"Merseyside Police: women's median hourly pay is 7.1% lower than men's (2025/26)","summary":"Merseyside Police reported a median hourly gender pay gap of 7.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 39.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Merseyside Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8367/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-30","captured_at":"2026-07-28 21:38:25"},{"signal_id":"45e4bc76d112fc934c1357c489d93250","headline":"METHODIST HOMES: women's median hourly pay is 0.9% lower than men's (2025/26)","summary":"METHODIST HOMES reported a median hourly gender pay gap of 0.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.2%. Women are 77.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"METHODIST HOMES","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8380/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-05-20","captured_at":"2026-07-28 21:38:25"},{"signal_id":"548219a83875198e2e0f96a051bbe1d4","headline":"Metropolitan Police Service: women's median hourly pay is 7.79% lower than men's (2025/26)","summary":"Metropolitan Police Service reported a median hourly gender pay gap of 7.79% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 29.38% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Metropolitan Police Service","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8391/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"da6212f2e6c3c1fceb7addf7c4b15fc1","headline":"Mid and South Essex NHS Foundation Trust: women's median hourly pay is 7.4648% lower than men's (2025/26)","summary":"Mid and South Essex NHS Foundation Trust reported a median hourly gender pay gap of 7.4648% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.1605%. Women are 79.04% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid and South Essex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20298/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-14","captured_at":"2026-07-28 21:38:25"},{"signal_id":"c049e97e5e9e2c3348c2a19253db47ed","headline":"Mid Cheshire Hospitals Nhs Foundation Trust: women's median hourly pay is 8.6% lower than men's (2025/26)","summary":"Mid Cheshire Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 8.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.1%. Women are 72.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Cheshire Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8431/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-09","captured_at":"2026-07-28 21:38:25"},{"signal_id":"50f68f4b67108d3e94ef8faf8c04dc65","headline":"Mid Yorkshire Teaching NHS Trust: women's median hourly pay is 12% lower than men's (2025/26)","summary":"Mid Yorkshire Teaching NHS Trust reported a median hourly gender pay gap of 12% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.6%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Mid Yorkshire Teaching NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12459/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:25"},{"signal_id":"9665e1a8df4a06d4d3603e0cd94a0d85","headline":"Midlands Partnership NHS Foundation Trust: women's median hourly pay is 2.3% lower than men's (2025/26)","summary":"Midlands Partnership NHS Foundation Trust reported a median hourly gender pay gap of 2.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.1%. Women are 77.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Midlands Partnership NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18582/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:25"},{"signal_id":"cd7764d895c7280d85f499cd9d037c8d","headline":"MIDSHIRES CARE LIMITED: there is no median hourly pay gap (2025/26)","summary":"MIDSHIRES CARE LIMITED reported a median hourly gender pay gap of 0.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 88.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MIDSHIRES CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8451/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:25"},{"signal_id":"f072eb688e300709dec206c50a439956","headline":"Ministry Of Defence: women's median hourly pay is 9.8% lower than men's (2025/26)","summary":"Ministry Of Defence reported a median hourly gender pay gap of 9.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 37% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry Of Defence","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8498/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"a725bb79ede1cd499c83da365dbbfb8b","headline":"Ministry of Justice: women's median hourly pay is 8% lower than men's (2025/26)","summary":"Ministry of Justice reported a median hourly gender pay gap of 8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.1%. Women are 56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Ministry of Justice","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8499/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"412c656d239d054c1336f989d9d1d307","headline":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED: women's median hourly pay is 1.8% lower than men's (2025/26)","summary":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED reported a median hourly gender pay gap of 1.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.2%. Women are 34.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL (NO 2) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8522/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:25"},{"signal_id":"3851fe12a46d3b0cb754a4f8123beeeb","headline":"MITCHELLS & BUTLERS RETAIL LIMITED: women's median hourly pay is 1.5% lower than men's (2025/26)","summary":"MITCHELLS & BUTLERS RETAIL LIMITED reported a median hourly gender pay gap of 1.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.8%. Women are 35.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITCHELLS & BUTLERS RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8523/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:25"},{"signal_id":"a5af8e05f19ad40c89c714a68a593699","headline":"MITIE LIMITED: women's median hourly pay is 7.2% lower than men's (2025/26)","summary":"MITIE LIMITED reported a median hourly gender pay gap of 7.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 25.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MITIE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8534/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"8b6b300591d4b6d69794f3c3e63c634e","headline":"MORGAN SINDALL GROUP PLC: women's median hourly pay is 30% lower than men's (2025/26)","summary":"MORGAN SINDALL GROUP PLC reported a median hourly gender pay gap of 30% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.2%. Women are 13% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MORGAN SINDALL GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8631/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:25"},{"signal_id":"8f80e2c1864bbc7c9043daff15f54aa8","headline":"MOTO HOSPITALITY LIMITED: there is no median hourly pay gap (2025/26)","summary":"MOTO HOSPITALITY LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.3%. Women are 53.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTO HOSPITALITY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8660/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"9d3cf0cffb5b79adab98a5316e3ea960","headline":"MOTT MACDONALD LIMITED: women's median hourly pay is 18.5% lower than men's (2025/26)","summary":"MOTT MACDONALD LIMITED reported a median hourly gender pay gap of 18.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.7%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOTT MACDONALD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8672/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"306ef32dc21f089f5176eff55717a2fe","headline":"MOY PARK LIMITED: women's median hourly pay is 2.0% lower than men's (2025/26)","summary":"MOY PARK LIMITED reported a median hourly gender pay gap of 2.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.2%. Women are 33.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MOY PARK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Belfast","hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15439/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-04","captured_at":"2026-07-28 21:38:25"},{"signal_id":"de1de1b8b5aa3a96ad492590e17274ac","headline":"MULLER UK & IRELAND GROUP LLP: women's median hourly pay is 3.32% lower than men's (2025/26)","summary":"MULLER UK & IRELAND GROUP LLP reported a median hourly gender pay gap of 3.32% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -7.01%. Women are 18.40% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"MULLER UK & IRELAND GROUP LLP","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8714/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-30","captured_at":"2026-07-28 21:38:25"},{"signal_id":"dfa5299c7407eca1878fb0111f4d5fa0","headline":"NANDO'S CHICKENLAND LIMITED: women's median hourly pay is 1.5% lower than men's (2025/26)","summary":"NANDO'S CHICKENLAND LIMITED reported a median hourly gender pay gap of 1.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.6%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NANDO'S CHICKENLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8778/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"f7a777b2efebc9e021d31a71884bcde1","headline":"NASA UMBRELLA LTD: women's median hourly pay is 34.47% lower than men's (2025/26)","summary":"NASA UMBRELLA LTD reported a median hourly gender pay gap of 34.47% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.13%. Women are 17.95% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NASA UMBRELLA LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8781/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:25"},{"signal_id":"5a466251a808e727885693ef19dbd4a9","headline":"NATIONAL HIGHWAYS LIMITED: women's median hourly pay is 3.7% lower than men's (2025/26)","summary":"NATIONAL HIGHWAYS LIMITED reported a median hourly gender pay gap of 3.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 31.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL HIGHWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6182/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:25"},{"signal_id":"416df62cc8ce98978d101379412bd415","headline":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY: women's median hourly pay is 26.2% lower than men's (2025/26)","summary":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY reported a median hourly gender pay gap of 26.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.5%. Women are 32.85% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NATIONAL WESTMINSTER BANK PUBLIC LIMITED COMPANY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8819/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-13","captured_at":"2026-07-28 21:38:25"},{"signal_id":"aa69ec211d3a35c52525ff6aef59c64d","headline":"Nationwide Building Society: women's median hourly pay is 29.6% lower than men's (2025/26)","summary":"Nationwide Building Society reported a median hourly gender pay gap of 29.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.6%. Women are 35.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nationwide Building Society","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/51/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:25"},{"signal_id":"405011e8212af64a811fe302abde5c89","headline":"NETWORK RAIL INFRASTRUCTURE LIMITED: women's median hourly pay is 11.1% lower than men's (2025/26)","summary":"NETWORK RAIL INFRASTRUCTURE LIMITED reported a median hourly gender pay gap of 11.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.6%. Women are 16.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NETWORK RAIL INFRASTRUCTURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8877/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:25"},{"signal_id":"ed3ecd310f688aea1a9e05f4ed940994","headline":"NEW LOOK RETAILERS LIMITED: women's median hourly pay is 2% lower than men's (2025/26)","summary":"NEW LOOK RETAILERS LIMITED reported a median hourly gender pay gap of 2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 71.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEW LOOK RETAILERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8894/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-05","captured_at":"2026-07-28 21:38:25"},{"signal_id":"b03f0f65c3c3c32cf20e94f3cf4dac1b","headline":"Newcastle City Council: women's median hourly pay is 1.65% lower than men's (2025/26)","summary":"Newcastle City Council reported a median hourly gender pay gap of 1.65% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.23%. Women are 61.52% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8907/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-06-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"150161b4deebe8f1ed005b241b59ec7c","headline":"Newcastle University: women's median hourly pay is 13.3% lower than men's (2025/26)","summary":"Newcastle University reported a median hourly gender pay gap of 13.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Newcastle University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14422/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"67fe24ef0b15b0dd181140c07559a3f4","headline":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED: women's median hourly pay is 3.32% lower than men's (2025/26)","summary":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED reported a median hourly gender pay gap of 3.32% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.99%. Women are 68.67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEWCROSS HEALTHCARE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8915/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"5d51515509943ffceaf3eaa81ad63233","headline":"NEXT DISTRIBUTION LIMITED: women's median hourly pay is 1.9% lower than men's (2025/26)","summary":"NEXT DISTRIBUTION LIMITED reported a median hourly gender pay gap of 1.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.4%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT DISTRIBUTION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8948/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:25"},{"signal_id":"ba8dd85506688ee1c104d1f29681371e","headline":"NEXT RETAIL LIMITED: women's median hourly pay is 10.9% lower than men's (2025/26)","summary":"NEXT RETAIL LIMITED reported a median hourly gender pay gap of 10.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.2%. Women are 54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NEXT RETAIL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8952/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:25"},{"signal_id":"f6cb86af9d71165a97fdf9531ef037f2","headline":"NHS Blood and Transplant: women's median hourly pay is 0.6% lower than men's (2025/26)","summary":"NHS Blood and Transplant reported a median hourly gender pay gap of 0.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.09%. Women are 66.26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Blood and Transplant","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15625/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:25"},{"signal_id":"060abbb35d8cb0e41ee585fae3fc96b8","headline":"NHS Commissioning Board Special Authority: women's median hourly pay is 11.20% lower than men's (2025/26)","summary":"NHS Commissioning Board Special Authority reported a median hourly gender pay gap of 11.20% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.58%. Women are 54.09% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS Commissioning Board Special Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14310/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:25"},{"signal_id":"276ef784e6813ad20fde3a9043d9533c","headline":"NHS PROFESSIONALS LIMITED: women's median hourly pay is 8.84% higher than men's (2025/26)","summary":"NHS PROFESSIONALS LIMITED reported a median hourly gender pay gap of -8.84% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -5.29%. Women are 81.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROFESSIONALS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8972/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-17","captured_at":"2026-07-28 21:38:25"},{"signal_id":"ec8341d054c642b57dc98cfe723ac0fe","headline":"NHS PROPERTY SERVICES LIMITED: women's median hourly pay is 25.34% lower than men's (2025/26)","summary":"NHS PROPERTY SERVICES LIMITED reported a median hourly gender pay gap of 25.34% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.27%. Women are 40.46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NHS PROPERTY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8974/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"2aa38d36f7def612b50db2bc495ed03b","headline":"NIC SERVICES GROUP LIMITED: there is no median hourly pay gap (2025/26)","summary":"NIC SERVICES GROUP LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.4%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NIC SERVICES GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8984/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"0131bad5cbaaaed7f86bc582e849c925","headline":"NISSAN MOTOR MANUFACTURING (UK) LIMITED: women's median hourly pay is 23.11% higher than men's (2025/26)","summary":"NISSAN MOTOR MANUFACTURING (UK) LIMITED reported a median hourly gender pay gap of -23.11% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -14.95%. Women are 14.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NISSAN MOTOR MANUFACTURING (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9017/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"92dfb128d46dc2553ed1c214d1201674","headline":"Norfolk And Norwich University Hospitals Nhs Foundation Trust: women's median hourly pay is 14.1% lower than men's (2025/26)","summary":"Norfolk And Norwich University Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 14.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 28.1%. Women are 61.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Norwich University Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9044/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-10","captured_at":"2026-07-28 21:38:25"},{"signal_id":"7ec2d72451bb1fa4831cb9e95edd03c4","headline":"Norfolk And Suffolk Nhs Foundation Trust: women's median hourly pay is 10.39% lower than men's (2025/26)","summary":"Norfolk And Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 10.39% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 67.10% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk And Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9045/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-07-09","captured_at":"2026-07-28 21:38:25"},{"signal_id":"525f12a9a871510b213998c9296a8454","headline":"Norfolk County Council: women's median hourly pay is 7.3% lower than men's (2025/26)","summary":"Norfolk County Council reported a median hourly gender pay gap of 7.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7%. Women are 63.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Norfolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9048/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:25"},{"signal_id":"7cead708b799b6fb35e7d7f4531a58e4","headline":"North Bristol N H S Trust: women's median hourly pay is 0.52% higher than men's (2025/26)","summary":"North Bristol N H S Trust reported a median hourly gender pay gap of -0.52% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.4%. Women are 66.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Bristol N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9063/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-07-09","captured_at":"2026-07-28 21:38:25"},{"signal_id":"ae0e882e3e7eb2ab2581ca0e96f90d72","headline":"North Cumbria Integrated Care NHS Foundation Trust: women's median hourly pay is 10% lower than men's (2025/26)","summary":"North Cumbria Integrated Care NHS Foundation Trust reported a median hourly gender pay gap of 10% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Cumbria Integrated Care NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19495/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"8c45ff947549b2d55f53c58d733e0620","headline":"North East London Nhs Foundation Trust: women's median hourly pay is 7.0878% lower than men's (2025/26)","summary":"North East London Nhs Foundation Trust reported a median hourly gender pay gap of 7.0878% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.4869%. Women are 72.99% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North East London Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9071/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"d8e9b1e7fc3f487d3373fcfbfd0cc454","headline":"North London NHS Foundation Trust: women's median hourly pay is 5.2% lower than men's (2025/26)","summary":"North London NHS Foundation Trust reported a median hourly gender pay gap of 5.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.4%. Women are 62.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North London NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/43374/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-04","captured_at":"2026-07-28 21:38:25"},{"signal_id":"81c446c459377140be983403c42ca07e","headline":"North Tees and Hartlepool NHS Foundation Trust: women's median hourly pay is 21.8% lower than men's (2025/26)","summary":"North Tees and Hartlepool NHS Foundation Trust reported a median hourly gender pay gap of 21.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 35.7%. Women are 70.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Tees and Hartlepool NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14924/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-10","captured_at":"2026-07-28 21:38:25"},{"signal_id":"a2182861227a7851f6ed7588c4412aad","headline":"North West Ambulance Service N H S Trust: women's median hourly pay is 12.68% higher than men's (2025/26)","summary":"North West Ambulance Service N H S Trust reported a median hourly gender pay gap of -12.68% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -7.63%. Women are 45.66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Ambulance Service N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9096/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-08","captured_at":"2026-07-28 21:38:25"},{"signal_id":"f58f73523a85218dfc96a0abf8eb5afe","headline":"North West Anglia NHS Foundation Trust: women's median hourly pay is 12.51% lower than men's (2025/26)","summary":"North West Anglia NHS Foundation Trust reported a median hourly gender pay gap of 12.51% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.62%. Women are 62.84% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North West Anglia NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/6211/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:25"},{"signal_id":"9f3acf7d6cbe63e1abede45d16a138fd","headline":"North Yorkshire Council: there is no median hourly pay gap (2025/26)","summary":"North Yorkshire Council reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.34%. Women are 67.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"North Yorkshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9106/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-21","captured_at":"2026-07-28 21:38:25"},{"signal_id":"334bf8398f24c6e9d74783cb095df725","headline":"Northampton General Hospital Nhs Trust: women's median hourly pay is 11.4% lower than men's (2025/26)","summary":"Northampton General Hospital Nhs Trust reported a median hourly gender pay gap of 11.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.9%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northampton General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9111/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-11-13","captured_at":"2026-07-28 21:38:25"},{"signal_id":"d93b500c6e6ed3c56c80fe09ab95aae4","headline":"Northamptonshire Healthcare Nhs Foundation Trust: women's median hourly pay is 5% lower than men's (2025/26)","summary":"Northamptonshire Healthcare Nhs Foundation Trust reported a median hourly gender pay gap of 5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northamptonshire Healthcare Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9115/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"857753e1ddb6b09b2ccd54b01f809247","headline":"Northern Care Alliance NHS Foundation Trust: women's median hourly pay is 6.7% lower than men's (2025/26)","summary":"Northern Care Alliance NHS Foundation Trust reported a median hourly gender pay gap of 6.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.9%. Women are 66.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Care Alliance NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21656/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:25"},{"signal_id":"eb49ad5427c8eb5098680b364c55eb69","headline":"Northern Lincolnshire and Goole NHS FT: women's median hourly pay is 21.25% lower than men's (2025/26)","summary":"Northern Lincolnshire and Goole NHS FT reported a median hourly gender pay gap of 21.25% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 29.9%. Women are 64.66% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Lincolnshire and Goole NHS FT","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16028/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:25"},{"signal_id":"c61446f7201778b55b75f50f2e13febd","headline":"Northern Trains Limited: women's median hourly pay is 24.7% lower than men's (2025/26)","summary":"Northern Trains Limited reported a median hourly gender pay gap of 24.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.9%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northern Trains Limited","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19888/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"11909b25f68ab167513f3f6e9351ed8a","headline":"Northumberland County Council: women's median hourly pay is 3.23% lower than men's (2025/26)","summary":"Northumberland County Council reported a median hourly gender pay gap of 3.23% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.12%. Women are 64.57% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumberland County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9149/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-11","captured_at":"2026-07-28 21:38:25"},{"signal_id":"6e013ce3aef1ac090f7b7efa2ab596ab","headline":"Northumbria Healthcare NHS Foundation Trust: women's median hourly pay is 7.5% lower than men's (2025/26)","summary":"Northumbria Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 7.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.7%. Women are 74.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14432/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:25"},{"signal_id":"a8223e4de42676ddf6b7f0ecb737d4c3","headline":"Northumbria Police: women's median hourly pay is 14.83% lower than men's (2025/26)","summary":"Northumbria Police reported a median hourly gender pay gap of 14.83% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.70%. Women are 40.12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Northumbria Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9153/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"b1b6a89487d4d7c54de97597b90a7431","headline":"Nottingham City Council: women's median hourly pay is 6.4% lower than men's (2025/26)","summary":"Nottingham City Council reported a median hourly gender pay gap of 6.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -7.6%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham City Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16646/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:25"},{"signal_id":"91ecbaa802fd63c7b3426c9d1a4eb395","headline":"Nottingham University Hospitals Nhs Trust: women's median hourly pay is 4.64% lower than men's (2025/26)","summary":"Nottingham University Hospitals Nhs Trust reported a median hourly gender pay gap of 4.64% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.9%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottingham University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9180/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"a7c3bf59604f3b1a09c05ce67378125b","headline":"Nottinghamshire County Council: women's median hourly pay is 6.4% lower than men's (2025/26)","summary":"Nottinghamshire County Council reported a median hourly gender pay gap of 6.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.9%. Women are 74.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9182/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-04","captured_at":"2026-07-28 21:38:25"},{"signal_id":"d0b1a5dcd2cf7b7ebabfefb0625df2b1","headline":"Nottinghamshire Healthcare NHS Trust: women's median hourly pay is 8.9% higher than men's (2025/26)","summary":"Nottinghamshire Healthcare NHS Trust reported a median hourly gender pay gap of -8.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 73.00% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Nottinghamshire Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9184/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:25"},{"signal_id":"95b5e61198f32e3cfdb08ff28ed3ace0","headline":"NUFFIELD HEALTH: women's median hourly pay is 1.62% higher than men's (2025/26)","summary":"NUFFIELD HEALTH reported a median hourly gender pay gap of -1.62% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.46%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"NUFFIELD HEALTH","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9228/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:25"},{"signal_id":"1b5b14efbf93364ff3e320f9d8ec6d80","headline":"OCADO CENTRAL SERVICES LIMITED: women's median hourly pay is 2.2% higher than men's (2025/26)","summary":"OCADO CENTRAL SERVICES LIMITED reported a median hourly gender pay gap of -2.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -9.8%. Women are 22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCADO CENTRAL SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9280/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:25"},{"signal_id":"9afb2a92898df0bed345fe231031207f","headline":"OCS GROUP UK LIMITED: women's median hourly pay is 4.03% lower than men's (2025/26)","summary":"OCS GROUP UK LIMITED reported a median hourly gender pay gap of 4.03% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.57%. Women are 35.96% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OCS GROUP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9286/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:25"},{"signal_id":"9aee874009b5982c62baf9d9a2173aff","headline":"ONE STOP STORES LIMITED: women's median hourly pay is 3.9% lower than men's (2025/26)","summary":"ONE STOP STORES LIMITED reported a median hourly gender pay gap of 3.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 47.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ONE STOP STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9364/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:25"},{"signal_id":"b3579c3ab8403fd3dccd4f48554905a5","headline":"OPENREACH LIMITED: women's median hourly pay is 0.9% higher than men's (2025/26)","summary":"OPENREACH LIMITED reported a median hourly gender pay gap of -0.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -4.3%. Women are 9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OPENREACH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19362/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"d2e1f7b33e24dcbe5eed843416efaa72","headline":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED: women's median hourly pay is 13.2% lower than men's (2025/26)","summary":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED reported a median hourly gender pay gap of 13.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.8%. Women are 31.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"OVE ARUP & PARTNERS INTERNATIONAL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9461/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:25"},{"signal_id":"cb607fa86d4f8b5ed42f7fc39446ba2b","headline":"Oxford Health Nhs Foundation Trust: women's median hourly pay is 5.2% lower than men's (2025/26)","summary":"Oxford Health Nhs Foundation Trust reported a median hourly gender pay gap of 5.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.0%. Women are 73.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxford Health Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9473/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-23","captured_at":"2026-07-28 21:38:25"},{"signal_id":"921735f5a4e09f8d6a4b7bbc1970ec4a","headline":"Oxfordshire County Council: there is no median hourly pay gap (2025/26)","summary":"Oxfordshire County Council reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.89%. Women are 66.01% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxfordshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9479/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-01","captured_at":"2026-07-28 21:38:25"},{"signal_id":"b43d79f6984308ead197d649b7a8fc73","headline":"Oxleas Nhs Foundation Trust: women's median hourly pay is 6.1% lower than men's (2025/26)","summary":"Oxleas Nhs Foundation Trust reported a median hourly gender pay gap of 6.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.7%. Women are 72.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Oxleas Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9481/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-11-10","captured_at":"2026-07-28 21:38:25"},{"signal_id":"9aa3d03df27cce84470b203989065f54","headline":"PARASOL LIMITED: women's median hourly pay is 18.2% lower than men's (2025/26)","summary":"PARASOL LIMITED reported a median hourly gender pay gap of 18.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.9%. Women are 39.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARASOL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9569/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-26","captured_at":"2026-07-28 21:38:25"},{"signal_id":"8c5b4f8aa6d06e369b5e6b054a29123f","headline":"PARKDEAN RESORTS UK LIMITED: women's median hourly pay is 1.05% lower than men's (2025/26)","summary":"PARKDEAN RESORTS UK LIMITED reported a median hourly gender pay gap of 1.05% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.5%. Women are 42.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PARKDEAN RESORTS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18513/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"8f6a2be0ddc62d6089f63c704613507b","headline":"PAYSTREAM MY MAX LIMITED: women's median hourly pay is 15% lower than men's (2025/26)","summary":"PAYSTREAM MY MAX LIMITED reported a median hourly gender pay gap of 15% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PAYSTREAM MY MAX LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9648/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-12","captured_at":"2026-07-28 21:38:25"},{"signal_id":"fbeec43a720d1b79a63201dec4071378","headline":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED: women's median hourly pay is 11.9% lower than men's (2025/26)","summary":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED reported a median hourly gender pay gap of 11.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.2%. Women are 13.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PERTEMPS RECRUITMENT PARTNERSHIP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9758/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:25"},{"signal_id":"02e3853fda19dc8b4c0332d8c31acd76","headline":"PETRIE TUCKER AND PARTNERS LIMITED: women's median hourly pay is 20.97% lower than men's (2025/26)","summary":"PETRIE TUCKER AND PARTNERS LIMITED reported a median hourly gender pay gap of 20.97% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 42.91%. Women are 80.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PETRIE TUCKER AND PARTNERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9780/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:25"},{"signal_id":"850de490a254c9d0b38c362560534306","headline":"PHOENIX GROUP MANAGEMENT SERVICES LIMITED: women's median hourly pay is 16.4% lower than men's (2025/26)","summary":"PHOENIX GROUP MANAGEMENT SERVICES LIMITED reported a median hourly gender pay gap of 16.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.6%. Women are 37.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PHOENIX GROUP MANAGEMENT SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9670/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"bb721577b40e4c52c14adf82031dd2b8","headline":"PIZZAEXPRESS (RESTAURANTS) LIMITED: women's median hourly pay is 1.7% lower than men's (2025/26)","summary":"PIZZAEXPRESS (RESTAURANTS) LIMITED reported a median hourly gender pay gap of 1.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PIZZAEXPRESS (RESTAURANTS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9859/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"88b2fa5fd14bf20ec0028c898cdd5d1e","headline":"PLACES FOR PEOPLE LEISURE LIMITED: women's median hourly pay is 11.9% higher than men's (2025/26)","summary":"PLACES FOR PEOPLE LEISURE LIMITED reported a median hourly gender pay gap of -11.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -11.9%. Women are 72.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PLACES FOR PEOPLE LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9870/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"d78667ffdf132b94bfbf1dec6faf991c","headline":"Plymouth Hospitals Nhs Trust: women's median hourly pay is 6.14% lower than men's (2025/26)","summary":"Plymouth Hospitals Nhs Trust reported a median hourly gender pay gap of 6.14% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.13%. Women are 60.18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Plymouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9894/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-11-06","captured_at":"2026-07-28 21:38:25"},{"signal_id":"795c5283590d7e06f41155d0f5064f8f","headline":"Portsmouth Hospitals Nhs Trust: women's median hourly pay is 16.96% lower than men's (2025/26)","summary":"Portsmouth Hospitals Nhs Trust reported a median hourly gender pay gap of 16.96% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.36%. Women are 59.54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Portsmouth Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9940/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:25"},{"signal_id":"b6e265dd3e38f31a54b97b04e2239288","headline":"POUNDLAND LIMITED: women's median hourly pay is 4% lower than men's (2025/26)","summary":"POUNDLAND LIMITED reported a median hourly gender pay gap of 4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"POUNDLAND LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/9949/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-26","captured_at":"2026-07-28 21:38:25"},{"signal_id":"850db3ebbcd97ab5dc586db9c364b205","headline":"PRET A MANGER (EUROPE) LIMITED: women's median hourly pay is 1.1% lower than men's (2025/26)","summary":"PRET A MANGER (EUROPE) LIMITED reported a median hourly gender pay gap of 1.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 57.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRET A MANGER (EUROPE) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10010/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"54857411d909efa0325c478838fce105","headline":"PRICEWATERHOUSECOOPERS SERVICES LIMITED: women's median hourly pay is 1.4% lower than men's (2025/26)","summary":"PRICEWATERHOUSECOOPERS SERVICES LIMITED reported a median hourly gender pay gap of 1.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 43.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRICEWATERHOUSECOOPERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/267/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-17","captured_at":"2026-07-28 21:38:25"},{"signal_id":"0044659c210190e83118fea8e99d6a17","headline":"PRIMARK STORES LIMITED: women's median hourly pay is 1.8% lower than men's (2025/26)","summary":"PRIMARK STORES LIMITED reported a median hourly gender pay gap of 1.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.4%. Women are 59.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PRIMARK STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10024/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-25","captured_at":"2026-07-28 21:38:25"},{"signal_id":"9d669ed257ba7a1fa55c844bcabaa379","headline":"PULSE HEALTHCARE LIMITED: women's median hourly pay is 3.3% higher than men's (2025/26)","summary":"PULSE HEALTHCARE LIMITED reported a median hourly gender pay gap of -3.30% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.10%. Women are 77% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"PULSE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/344/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:25"},{"signal_id":"b6944dbb2b2c13794fc9ceac6485e7a8","headline":"QINETIQ LIMITED: women's median hourly pay is 8.5% lower than men's (2025/26)","summary":"QINETIQ LIMITED reported a median hourly gender pay gap of 8.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.4%. Women are 19.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QINETIQ LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10160/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:25"},{"signal_id":"05bb5d5321f988546ec8cd906a9b7f44","headline":"QUEEN MARY UNIVERSITY OF LONDON: women's median hourly pay is 8.9% lower than men's (2025/26)","summary":"QUEEN MARY UNIVERSITY OF LONDON reported a median hourly gender pay gap of 8.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 41.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"QUEEN MARY UNIVERSITY OF LONDON","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16835/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:25"},{"signal_id":"5235b0622fa33c8d445d90fc0e2c8f53","headline":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED: women's median hourly pay is 9.8% lower than men's (2025/26)","summary":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED reported a median hourly gender pay gap of 9.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 72% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RAMSAY HEALTH CARE UK OPERATIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10252/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:25"},{"signal_id":"3e313c404f8206bfa475e73c2ed05b25","headline":"RANDSTAD SOLUTIONS LIMITED: women's median hourly pay is 16.92% higher than men's (2025/26)","summary":"RANDSTAD SOLUTIONS LIMITED reported a median hourly gender pay gap of -16.92% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -49.80%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RANDSTAD SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14919/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:25"},{"signal_id":"069e0a01e42bdb3df7e8f4582ec9d2e6","headline":"REED STAFFING SERVICES LIMITED: women's median hourly pay is 3.0% lower than men's (2025/26)","summary":"REED STAFFING SERVICES LIMITED reported a median hourly gender pay gap of 3.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 57.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"REED STAFFING SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10535/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:25"},{"signal_id":"ee97aa831552df20693ac0d6272b77fc","headline":"Rhondda Cynon Taf Council: women's median hourly pay is 16.49% lower than men's (2025/26)","summary":"Rhondda Cynon Taf Council reported a median hourly gender pay gap of 16.49% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.56%. Women are 73.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rhondda Cynon Taf Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19155/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:25"},{"signal_id":"2d270b7d86418ac80a0de29c1d5567e0","headline":"RIVER ISLAND CLOTHING CO. LIMITED: women's median hourly pay is 4.44% lower than men's (2025/26)","summary":"RIVER ISLAND CLOTHING CO. LIMITED reported a median hourly gender pay gap of 4.44% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.3%. Women are 75.51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"RIVER ISLAND CLOTHING CO. LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10521/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:25"},{"signal_id":"8a3f0edb18ae8ebbb1bf06015972f006","headline":"ROLLS-ROYCE PLC: women's median hourly pay is 3.50% lower than men's (2025/26)","summary":"ROLLS-ROYCE PLC reported a median hourly gender pay gap of 3.50% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.20%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROLLS-ROYCE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10599/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:25"},{"signal_id":"368a7ac6d3f9a33867988206dd1966f0","headline":"Rotherham Metropolitan Borough Council: women's median hourly pay is 4.81% lower than men's (2025/26)","summary":"Rotherham Metropolitan Borough Council reported a median hourly gender pay gap of 4.81% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.42%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Rotherham Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10624/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:26"},{"signal_id":"d20f51e7692267247889199dd38d8db7","headline":"Royal Berkshire Nhs Foundation Trust: women's median hourly pay is 5.15% lower than men's (2025/26)","summary":"Royal Berkshire Nhs Foundation Trust reported a median hourly gender pay gap of 5.15% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.83%. Women are 65.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Berkshire Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10644/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:26"},{"signal_id":"787fc214322c17704a418a6f044233d2","headline":"Royal Cornwall Hospitals NHS Trusts: women's median hourly pay is 8.8% lower than men's (2025/26)","summary":"Royal Cornwall Hospitals NHS Trusts reported a median hourly gender pay gap of 8.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.0%. Women are 59.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Cornwall Hospitals NHS Trusts","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20228/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"c91cbe057c055c1e9779d037dc3b43e8","headline":"Royal Devon University Healthcare NHS Foundation Trust: women's median hourly pay is 6.28% lower than men's (2025/26)","summary":"Royal Devon University Healthcare NHS Foundation Trust reported a median hourly gender pay gap of 6.28% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.31%. Women are 64.88% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Devon University Healthcare NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/22673/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-05","captured_at":"2026-07-28 21:38:26"},{"signal_id":"11ad860696347f183ad79750a5bda3e4","headline":"Royal Free London Nhs Foundation: women's median hourly pay is 13.13% lower than men's (2025/26)","summary":"Royal Free London Nhs Foundation reported a median hourly gender pay gap of 13.13% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.25%. Women are 57.54% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Free London Nhs Foundation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10654/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:26"},{"signal_id":"96b044025ae4bf7913861e11e42ac549","headline":"ROYAL MAIL GROUP LIMITED: women's median hourly pay is 0.2% lower than men's (2025/26)","summary":"ROYAL MAIL GROUP LIMITED reported a median hourly gender pay gap of 0.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.7%. Women are 18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MAIL GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10660/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-12","captured_at":"2026-07-28 21:38:26"},{"signal_id":"4cbc228d1fdc3f8e2f651e6a91cd6887","headline":"ROYAL MENCAP SOCIETY: there is no median hourly pay gap (2025/26)","summary":"ROYAL MENCAP SOCIETY reported a median hourly gender pay gap of 0.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.9%. Women are 73.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"ROYAL MENCAP SOCIETY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10662/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:26"},{"signal_id":"b92cadb36b35a9242a33084668400e2d","headline":"Royal Surrey County NHS Foundation Trust: women's median hourly pay is 8.9% lower than men's (2025/26)","summary":"Royal Surrey County NHS Foundation Trust reported a median hourly gender pay gap of 8.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.6%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal Surrey County NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15966/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"e75f72e69565b260b13eb2db097057c3","headline":"Royal United Hospitals Bath NHS Foundation Trust: women's median hourly pay is 3.19% higher than men's (2025/26)","summary":"Royal United Hospitals Bath NHS Foundation Trust reported a median hourly gender pay gap of -3.19% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.46%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Royal United Hospitals Bath NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15817/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:26"},{"signal_id":"c9d3b6d3b0f4f4835eaabdcb547dc37f","headline":"SAFEWAY STORES LIMITED: there is no median hourly pay gap (2025/26)","summary":"SAFEWAY STORES LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.7%. Women are 37.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAFEWAY STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10789/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:26"},{"signal_id":"8b793a7dd647bf02267fdad00937d670","headline":"SAINSBURY'S SUPERMARKETS LTD: women's median hourly pay is 6.7% lower than men's (2025/26)","summary":"SAINSBURY'S SUPERMARKETS LTD reported a median hourly gender pay gap of 6.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 36.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAINSBURY'S SUPERMARKETS LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"d65c5f391f87ad0fef7d3b7af69404c3","headline":"SAMWORTH BROTHERS LIMITED: women's median hourly pay is 6.7% lower than men's (2025/26)","summary":"SAMWORTH BROTHERS LIMITED reported a median hourly gender pay gap of 6.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAMWORTH BROTHERS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10847/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:26"},{"signal_id":"7743b028e06828a1efd7718e7dbc845a","headline":"SANCTUARY CARE LIMITED: women's median hourly pay is 2.3% lower than men's (2025/26)","summary":"SANCTUARY CARE LIMITED reported a median hourly gender pay gap of 2.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.5%. Women are 75% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANCTUARY CARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10848/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:26"},{"signal_id":"8cfb876a0b418ce9217a2a64fc928eda","headline":"Sandwell & West Birmingham Hospitals N H S Trust: women's median hourly pay is 9.54% lower than men's (2025/26)","summary":"Sandwell & West Birmingham Hospitals N H S Trust reported a median hourly gender pay gap of 9.54% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.74%. Women are 78.97% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sandwell & West Birmingham Hospitals N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10859/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-28","captured_at":"2026-07-28 21:38:26"},{"signal_id":"36fa22a87116386d1da04db40d34fa10","headline":"SANTANDER UK PLC: women's median hourly pay is 28.2% lower than men's (2025/26)","summary":"SANTANDER UK PLC reported a median hourly gender pay gap of 28.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.5%. Women are 36.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTANDER UK PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10865/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-15","captured_at":"2026-07-28 21:38:26"},{"signal_id":"4a061f78bb01267adc3d9d44752b772f","headline":"SANTIO LIMITED: there is no median hourly pay gap (2025/26)","summary":"SANTIO LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.6%. Women are 19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SANTIO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19326/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-27","captured_at":"2026-07-28 21:38:26"},{"signal_id":"f99956277bf982c07f469fe2f102d475","headline":"SAPPHIRE DNP LIMITED: there is no median hourly pay gap (2025/26)","summary":"SAPPHIRE DNP LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.4%. Women are 38.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAPPHIRE DNP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18316/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:26"},{"signal_id":"86c9019a562611a14dbdf07b0b2e6453","headline":"SAVILLS (UK) LIMITED: women's median hourly pay is 37.10% lower than men's (2025/26)","summary":"SAVILLS (UK) LIMITED reported a median hourly gender pay gap of 37.10% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 32.41%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SAVILLS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/654/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"ed0eca9df6796f8c896a13da92c50157","headline":"SCREWFIX DIRECT LIMITED: women's median hourly pay is 1.1% lower than men's (2025/26)","summary":"SCREWFIX DIRECT LIMITED reported a median hourly gender pay gap of 1.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 37.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SCREWFIX DIRECT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15048/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:26"},{"signal_id":"680528b6a866811d53500732110524f8","headline":"SECURITAS SECURITY SERVICES (UK) LIMITED: women's median hourly pay is 1.9% higher than men's (2025/26)","summary":"SECURITAS SECURITY SERVICES (UK) LIMITED reported a median hourly gender pay gap of -1.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -5.8%. Women are 18.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SECURITAS SECURITY SERVICES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10987/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-12","captured_at":"2026-07-28 21:38:26"},{"signal_id":"308b212f2c2d0c07f7de64d9c874e1e0","headline":"SELECT SERVICE PARTNER UK LIMITED: women's median hourly pay is 1.3% lower than men's (2025/26)","summary":"SELECT SERVICE PARTNER UK LIMITED reported a median hourly gender pay gap of 1.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.9%. Women are 47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELECT SERVICE PARTNER UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11009/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"5e14ea95883270018dfc0f8efe45ae04","headline":"SELLAFIELD LIMITED: women's median hourly pay is 14.10% lower than men's (2025/26)","summary":"SELLAFIELD LIMITED reported a median hourly gender pay gap of 14.10% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.71%. Women are 20% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SELLAFIELD LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11012/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"de36ba13b9fe934a79b2934ecbef0d84","headline":"SERCO LIMITED: women's median hourly pay is 4.90% lower than men's (2025/26)","summary":"SERCO LIMITED reported a median hourly gender pay gap of 4.90% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.80%. Women are 43.36% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SERCO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11032/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"2bf06077f1024bbf82fa0b9b0494319b","headline":"SEVERN TRENT WATER LIMITED: women's median hourly pay is 5.4% lower than men's (2025/26)","summary":"SEVERN TRENT WATER LIMITED reported a median hourly gender pay gap of 5.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.5%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SEVERN TRENT WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/563/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"13b8309b66968e39e14e714ca50dd4b7","headline":"Sheffield City Council HQ: women's median hourly pay is 1.07% lower than men's (2025/26)","summary":"Sheffield City Council HQ reported a median hourly gender pay gap of 1.07% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -1.84%. Women are 64.76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield City Council HQ","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11107/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-04","captured_at":"2026-07-28 21:38:26"},{"signal_id":"4f4309d513dedc94855ac741faa9cafc","headline":"Sheffield Teaching Hospitals Nhs Foundation Trust: women's median hourly pay is 2.3% lower than men's (2025/26)","summary":"Sheffield Teaching Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 2.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 63.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sheffield Teaching Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11113/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:26"},{"signal_id":"83395958a712207dfade236b1100168a","headline":"Sherwood Forest Hospitals NHS Foundation Trust: women's median hourly pay is 13.6% lower than men's (2025/26)","summary":"Sherwood Forest Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 13.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 28.0%. Women are 64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sherwood Forest Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16207/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-29","captured_at":"2026-07-28 21:38:26"},{"signal_id":"ce3b7b19c4d7521c20235f91827c0fd2","headline":"SINGLE RESOURCE LIMITED: women's median hourly pay is 1.8% lower than men's (2025/26)","summary":"SINGLE RESOURCE LIMITED reported a median hourly gender pay gap of 1.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.4%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SINGLE RESOURCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15054/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"318981bac202365b5ec5a9418aa20889","headline":"SKY SUBSCRIBERS SERVICES LIMITED: women's median hourly pay is 4.4% lower than men's (2025/26)","summary":"SKY SUBSCRIBERS SERVICES LIMITED reported a median hourly gender pay gap of 4.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.8%. Women are 39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY SUBSCRIBERS SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11240/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:26"},{"signal_id":"0e15ca16b257b86828c71ecc0a9d9a0e","headline":"SKY UK LIMITED: women's median hourly pay is 11.20% lower than men's (2025/26)","summary":"SKY UK LIMITED reported a median hourly gender pay gap of 11.20% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.20%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SKY UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11241/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:26"},{"signal_id":"890206502c85d2301f98f8ce78ed18d3","headline":"SLM COMMUNITY LEISURE CHARITABLE TRUST: women's median hourly pay is 7.5% higher than men's (2025/26)","summary":"SLM COMMUNITY LEISURE CHARITABLE TRUST reported a median hourly gender pay gap of -7.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -7.4%. Women are 66.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM COMMUNITY LEISURE CHARITABLE TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15167/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"58b98cc770951bef11e87b3dfb81fb3b","headline":"SLM FITNESS & HEALTH LIMITED: women's median hourly pay is 18.6% higher than men's (2025/26)","summary":"SLM FITNESS & HEALTH LIMITED reported a median hourly gender pay gap of -18.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -11.8%. Women are 72.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SLM FITNESS & HEALTH LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11249/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"5d9f510281238576e0bca0686ce55219","headline":"SODEXO LIMITED: women's median hourly pay is 9.79% lower than men's (2025/26)","summary":"SODEXO LIMITED reported a median hourly gender pay gap of 9.79% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.85%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SODEXO LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11305/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"d897be900fd6feb9341e7b374a95f777","headline":"Somerset NHS Foundation Trust: women's median hourly pay is 2.29% lower than men's (2025/26)","summary":"Somerset NHS Foundation Trust reported a median hourly gender pay gap of 2.29% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.7%. Women are 70.64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Somerset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21437/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"19eea3642d61f397bba9c5c8cf0ddbcc","headline":"South East Coast Ambulance Service NHS Foundation Trust: women's median hourly pay is 8.31% lower than men's (2025/26)","summary":"South East Coast Ambulance Service NHS Foundation Trust reported a median hourly gender pay gap of 8.31% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.85%. Women are 46.07% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South East Coast Ambulance Service NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16330/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-04","captured_at":"2026-07-28 21:38:26"},{"signal_id":"ec9a06f42343f7a4af0210f165f92f65","headline":"South London And Maudsley Nhs Foundation Trust: women's median hourly pay is 4.57% lower than men's (2025/26)","summary":"South London And Maudsley Nhs Foundation Trust reported a median hourly gender pay gap of 4.57% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.44%. Women are 66.94% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South London And Maudsley Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11381/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"044f7da332652c25858fdcec75a8888c","headline":"South Tees Hospitals Nhs Foundation Trust: women's median hourly pay is 21.14% lower than men's (2025/26)","summary":"South Tees Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 21.14% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 30.44%. Women are 67.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tees Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11393/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-07-01","captured_at":"2026-07-28 21:38:26"},{"signal_id":"349302a2dedac49156298e1ebdd1f8fb","headline":"South Tyneside and Sunderland NHS Foundation Trust: women's median hourly pay is 16.02% lower than men's (2025/26)","summary":"South Tyneside and Sunderland NHS Foundation Trust reported a median hourly gender pay gap of 16.02% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 32.11%. Women are 87.26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Tyneside and Sunderland NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20267/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:26"},{"signal_id":"99e6c05d3699c9267a8be728d9d5188a","headline":"South Wales Police: women's median hourly pay is 15.9% lower than men's (2025/26)","summary":"South Wales Police reported a median hourly gender pay gap of 15.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 33% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Wales Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11398/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-03","captured_at":"2026-07-28 21:38:26"},{"signal_id":"a0e213b5025cb32e5c52da50f8f8ec2f","headline":"South Warwickshire General Hospital Nhs Trust: women's median hourly pay is 7.03% lower than men's (2025/26)","summary":"South Warwickshire General Hospital Nhs Trust reported a median hourly gender pay gap of 7.03% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.5%. Women are 83% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Warwickshire General Hospital Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11400/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-19","captured_at":"2026-07-28 21:38:26"},{"signal_id":"d7ef824ee03282b49f559a198d4106c4","headline":"South West Yorkshire Partnership N H S Foundation Trust: women's median hourly pay is 5.03% lower than men's (2025/26)","summary":"South West Yorkshire Partnership N H S Foundation Trust reported a median hourly gender pay gap of 5.03% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.86%. Women are 70.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South West Yorkshire Partnership N H S Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11404/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"11f3aa4b1733b944901da656182dcd0a","headline":"South Western Ambulance Service Foundation Trust: women's median hourly pay is 3.0% lower than men's (2025/26)","summary":"South Western Ambulance Service Foundation Trust reported a median hourly gender pay gap of 3.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.0%. Women are 44.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Western Ambulance Service Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11405/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"b9038f497902c65f606568d8a6f8cf80","headline":"South Yorkshire Police: women's median hourly pay is 15.6% lower than men's (2025/26)","summary":"South Yorkshire Police reported a median hourly gender pay gap of 15.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"South Yorkshire Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11409/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:26"},{"signal_id":"d97f2901b6dded7ae6b2a2f18eb9bb4e","headline":"SPIRE HEALTHCARE LIMITED: women's median hourly pay is 13.4% lower than men's (2025/26)","summary":"SPIRE HEALTHCARE LIMITED reported a median hourly gender pay gap of 13.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 71.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPIRE HEALTHCARE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11482/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:26"},{"signal_id":"df25adc3efdb6abfbe17a5c97530fe62","headline":"FRASERS GROUP TRADING LIMITED: women's median hourly pay is 3.1% lower than men's (2025/26)","summary":"FRASERS GROUP TRADING LIMITED reported a median hourly gender pay gap of 3.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11%. Women are 35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"FRASERS GROUP TRADING LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11497/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:26"},{"signal_id":"13f9e51b702fa8fbaecfd48e4e9b0938","headline":"SPORTSWIFT LIMITED: women's median hourly pay is 3% lower than men's (2025/26)","summary":"SPORTSWIFT LIMITED reported a median hourly gender pay gap of 3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15%. Women are 71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SPORTSWIFT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11498/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:26"},{"signal_id":"df09a1962aa5539a75d9c355fae77818","headline":"SSE PLC: women's median hourly pay is 11.49% lower than men's (2025/26)","summary":"SSE PLC reported a median hourly gender pay gap of 11.49% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.74%. Women are 23.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SSE PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/393/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-06-11","captured_at":"2026-07-28 21:38:26"},{"signal_id":"30c5609f2e90d3f0f3f51ac978bf68bb","headline":"St George's University Hospitals NHS Foundation Trust: women's median hourly pay is 9.0866% lower than men's (2025/26)","summary":"St George's University Hospitals NHS Foundation Trust reported a median hourly gender pay gap of 9.0866% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.2218%. Women are 59.88% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"St George's University Hospitals NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15627/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-12","captured_at":"2026-07-28 21:38:26"},{"signal_id":"c66e3f726526b4a364cdd8e0374f5db1","headline":"STAFFLINE RECRUITMENT LIMITED: women's median hourly pay is 13.4% lower than men's (2025/26)","summary":"STAFFLINE RECRUITMENT LIMITED reported a median hourly gender pay gap of 13.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.5%. Women are 14.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STAFFLINE RECRUITMENT LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11625/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:26"},{"signal_id":"18160f172fa451222966724dcd768ed1","headline":"Staffordshire Police Headquarters: women's median hourly pay is 19.00% lower than men's (2025/26)","summary":"Staffordshire Police Headquarters reported a median hourly gender pay gap of 19.00% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10.9%. Women are 29.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Staffordshire Police Headquarters","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11633/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-18","captured_at":"2026-07-28 21:38:26"},{"signal_id":"dc2afe5f9ca4fcadde3c94809e21854d","headline":"STARK BUILDING MATERIALS UK LIMITED: women's median hourly pay is 6.08% higher than men's (2025/26)","summary":"STARK BUILDING MATERIALS UK LIMITED reported a median hourly gender pay gap of -6.08% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -8.15%. Women are 21.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STARK BUILDING MATERIALS UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10818/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:26"},{"signal_id":"f0317d17fc23342f73b5efdbc2187912","headline":"Stockport Nhs Foundation Trust: women's median hourly pay is 2.5% higher than men's (2025/26)","summary":"Stockport Nhs Foundation Trust reported a median hourly gender pay gap of -2.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.9%. Women are 70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Stockport Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11728/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:26"},{"signal_id":"f8793437555c57917338dde053286f52","headline":"STONEGATE PUB COMPANY LIMITED: women's median hourly pay is 2.0% lower than men's (2025/26)","summary":"STONEGATE PUB COMPANY LIMITED reported a median hourly gender pay gap of 2.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"STONEGATE PUB COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15650/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-08","captured_at":"2026-07-28 21:38:26"},{"signal_id":"481343988ab0107887396f8224d14a71","headline":"SUEZ RECYCLING AND RECOVERY UK LTD: women's median hourly pay is 0.88% higher than men's (2025/26)","summary":"SUEZ RECYCLING AND RECOVERY UK LTD reported a median hourly gender pay gap of -0.88% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -7.87%. Women are 20.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUEZ RECYCLING AND RECOVERY UK LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11785/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-11-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"676641f2c11c48e26a4de9943117d661","headline":"Suffolk County Council: women's median hourly pay is 3.4% lower than men's (2025/26)","summary":"Suffolk County Council reported a median hourly gender pay gap of 3.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.4%. Women are 71.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Suffolk County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11789/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:26"},{"signal_id":"f5c0592efbb66862c5ae96b35dbd5a52","headline":"SUPERDRUG STORES PLC: women's median hourly pay is 4.9% lower than men's (2025/26)","summary":"SUPERDRUG STORES PLC reported a median hourly gender pay gap of 4.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.5%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SUPERDRUG STORES PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11822/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"80c094587b566dc67f27da9dd53662a4","headline":"Surrey & Sussex Healthcare N H S Trust: women's median hourly pay is 0.7% higher than men's (2025/26)","summary":"Surrey & Sussex Healthcare N H S Trust reported a median hourly gender pay gap of -0.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.7%. Women are 65.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey & Sussex Healthcare N H S Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11832/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:26"},{"signal_id":"1592822c2370928f91131e98985103c6","headline":"Surrey County Council: women's median hourly pay is 5.6% lower than men's (2025/26)","summary":"Surrey County Council reported a median hourly gender pay gap of 5.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.4%. Women are 69.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Surrey County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11834/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-29","captured_at":"2026-07-28 21:38:26"},{"signal_id":"2771dda376418f9a7d7fa07f2bbf37cf","headline":"Sussex Community NHS Foundation Trust: there is no median hourly pay gap (2025/26)","summary":"Sussex Community NHS Foundation Trust reported a median hourly gender pay gap of 0.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 81.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Community NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11847/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"995ce10e7a3950efb32553c0a05704b7","headline":"Sussex Partnership Nhs Foundation Trust: women's median hourly pay is 2.13% lower than men's (2025/26)","summary":"Sussex Partnership Nhs Foundation Trust reported a median hourly gender pay gap of 2.13% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.57%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Partnership Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11849/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:26"},{"signal_id":"bb217fb26bb5129c5cc28473a4a67eff","headline":"Sussex Police: women's median hourly pay is 15.3% lower than men's (2025/26)","summary":"Sussex Police reported a median hourly gender pay gap of 15.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.8%. Women are 34.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Sussex Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11850/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:26"},{"signal_id":"3f8bf40b66f2c8da16a642299ad837e6","headline":"Swansea Council: women's median hourly pay is 3.34% lower than men's (2025/26)","summary":"Swansea Council reported a median hourly gender pay gap of 3.34% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.95%. Women are 60.08% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Swansea Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16956/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:26"},{"signal_id":"5de7a66d1c3712546d19506d0305b9ed","headline":"SWISSPORT GB LIMITED: women's median hourly pay is 2.64% lower than men's (2025/26)","summary":"SWISSPORT GB LIMITED reported a median hourly gender pay gap of 2.64% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.03%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SWISSPORT GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11902/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-07","captured_at":"2026-07-28 21:38:26"},{"signal_id":"23ca815f36be28ab1b8817a2b3fe9357","headline":"SYSCO GB LIMITED: women's median hourly pay is 8.7% lower than men's (2025/26)","summary":"SYSCO GB LIMITED reported a median hourly gender pay gap of 8.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -4.5%. Women are 29% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYSCO GB LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/2312/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:26"},{"signal_id":"a6245779b00845b3419959666a6ecbfe","headline":"SYTNER GROUP LIMITED: women's median hourly pay is 19.7% lower than men's (2025/26)","summary":"SYTNER GROUP LIMITED reported a median hourly gender pay gap of 19.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21%. Women are 14.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"SYTNER GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/11933/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:26"},{"signal_id":"48322a43827ccd7d9256026f8204f3c7","headline":"TATA CONSULTANCY SERVICES LIMITED: women's median hourly pay is 11.46% lower than men's (2025/26)","summary":"TATA CONSULTANCY SERVICES LIMITED reported a median hourly gender pay gap of 11.46% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.82%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA CONSULTANCY SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15792/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:26"},{"signal_id":"12a4a6500c3c4fba14b9c5e5274ad7af","headline":"TATA STEEL UK LIMITED: women's median hourly pay is 5.21% lower than men's (2025/26)","summary":"TATA STEEL UK LIMITED reported a median hourly gender pay gap of 5.21% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.55%. Women are 11.95% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TATA STEEL UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12022/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"957b7f32cb99c6e0d47884d8b7253752","headline":"TEACHING PERSONNEL LIMITED: women's median hourly pay is 14.2% lower than men's (2025/26)","summary":"TEACHING PERSONNEL LIMITED reported a median hourly gender pay gap of 14.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.6%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TEACHING PERSONNEL LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12060/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:26"},{"signal_id":"0f4334464751f50739d6e420373bc2b2","headline":"Tees, Esk and Wear Valleys NHS Foundation Trust: women's median hourly pay is 2.03% lower than men's (2025/26)","summary":"Tees, Esk and Wear Valleys NHS Foundation Trust reported a median hourly gender pay gap of 2.03% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.56%. Women are 73% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Tees, Esk and Wear Valleys NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12077/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-12","captured_at":"2026-07-28 21:38:26"},{"signal_id":"ac78d3bd9a2e863b5e9ecbaa9b430590","headline":"TELEFONICA UK LIMITED: women's median hourly pay is 14.4% lower than men's (2025/26)","summary":"TELEFONICA UK LIMITED reported a median hourly gender pay gap of 14.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.5%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEFONICA UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12092/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:26"},{"signal_id":"77cb02c36034a847a248789645f9a47b","headline":"TELEPERFORMANCE LIMITED: women's median hourly pay is 0.83% lower than men's (2025/26)","summary":"TELEPERFORMANCE LIMITED reported a median hourly gender pay gap of 0.83% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.71%. Women are 50.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TELEPERFORMANCE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12097/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"6cfe8e98b040d491d548d759eb02f8b5","headline":"TESCO STORES LIMITED: women's median hourly pay is 4.8% lower than men's (2025/26)","summary":"TESCO STORES LIMITED reported a median hourly gender pay gap of 4.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 35.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TESCO STORES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12141/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"78a7739f53c8894dd8226466ea6cdc78","headline":"THALES UK LIMITED: women's median hourly pay is 8.7% lower than men's (2025/26)","summary":"THALES UK LIMITED reported a median hourly gender pay gap of 8.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.5%. Women are 17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THALES UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12166/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-26","captured_at":"2026-07-28 21:38:26"},{"signal_id":"a20bc6d96f7890e4b830736fa8da9295","headline":"Thames Valley Police: women's median hourly pay is 17.18% lower than men's (2025/26)","summary":"Thames Valley Police reported a median hourly gender pay gap of 17.18% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.86%. Women are 32% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Thames Valley Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12170/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:26"},{"signal_id":"5369f24a8faa1fd4587b4a292b7c966a","headline":"THAMES WATER UTILITIES LIMITED: women's median hourly pay is 8.8% lower than men's (2025/26)","summary":"THAMES WATER UTILITIES LIMITED reported a median hourly gender pay gap of 8.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.5%. Women are 28% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THAMES WATER UTILITIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/242/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-08-21","captured_at":"2026-07-28 21:38:26"},{"signal_id":"59a1cd18b046be8db8ae5b28540493ce","headline":"The  Queen Elizabeth Hospital Kings Lynn NHS Foundation Trust: women's median hourly pay is 11.46% lower than men's (2025/26)","summary":"The  Queen Elizabeth Hospital Kings Lynn NHS Foundation Trust reported a median hourly gender pay gap of 11.46% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.42%. Women are 66.56% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The  Queen Elizabeth Hospital Kings Lynn NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15272/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:26"},{"signal_id":"fc28ccfe01fcd67a2b1dfe2e2ffd7ae8","headline":"THE BEST CONNECTION GROUP LIMITED: women's median hourly pay is 3.64% lower than men's (2025/26)","summary":"THE BEST CONNECTION GROUP LIMITED reported a median hourly gender pay gap of 3.64% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.83%. Women are 16.17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BEST CONNECTION GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12221/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-03","captured_at":"2026-07-28 21:38:26"},{"signal_id":"29586fdba3d9c9b0bd49cf1cd2eeb2b2","headline":"THE BIG TABLE GROUP LIMITED: women's median hourly pay is 1.7% lower than men's (2025/26)","summary":"THE BIG TABLE GROUP LIMITED reported a median hourly gender pay gap of 1.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 34% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE BIG TABLE GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21069/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:26"},{"signal_id":"277d3d141246a09c9a07e57f6c6acfcd","headline":"THE FINANCIAL CONDUCT AUTHORITY: women's median hourly pay is 9.0% lower than men's (2025/26)","summary":"THE FINANCIAL CONDUCT AUTHORITY reported a median hourly gender pay gap of 9.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.2%. Women are 41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE FINANCIAL CONDUCT AUTHORITY","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12359/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-07-11","captured_at":"2026-07-28 21:38:26"},{"signal_id":"d12afea03b3c2027034e76666b432e60","headline":"THE LIVERPOOL FOOTBALL CLUB AND ATHLETIC GROUNDS LIMITED: women's median hourly pay is 0.32% lower than men's (2025/26)","summary":"THE LIVERPOOL FOOTBALL CLUB AND ATHLETIC GROUNDS LIMITED reported a median hourly gender pay gap of 0.32% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 80.02%. Women are 35.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE LIVERPOOL FOOTBALL CLUB AND ATHLETIC GROUNDS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12433/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:26"},{"signal_id":"05d19bce8ca9f45976845773c2e6becb","headline":"THE MIDCOUNTIES CO-OPERATIVE LIMITED: women's median hourly pay is 0.52% higher than men's (2025/26)","summary":"THE MIDCOUNTIES CO-OPERATIVE LIMITED reported a median hourly gender pay gap of -0.52% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.21%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE MIDCOUNTIES CO-OPERATIVE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12460/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-29","captured_at":"2026-07-28 21:38:26"},{"signal_id":"2922357f9c50c6043088f91b8ca17452","headline":"The National Crime Agency: women's median hourly pay is 8.10% lower than men's (2025/26)","summary":"The National Crime Agency reported a median hourly gender pay gap of 8.10% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.60%. Women are 39.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Crime Agency","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12475/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:26"},{"signal_id":"6b05895e92a2d58a68c9abdd22e88384","headline":"The National Trust For Places of Historic Interest or Natural Beauty: women's median hourly pay is 0.3% lower than men's (2025/26)","summary":"The National Trust For Places of Historic Interest or Natural Beauty reported a median hourly gender pay gap of 0.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 60.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The National Trust For Places of Historic Interest or Natural Beauty","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15720/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-10","captured_at":"2026-07-28 21:38:26"},{"signal_id":"c7a7781308d9c6775cd58fbf690dc7e5","headline":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust: women's median hourly pay is 1.83% lower than men's (2025/26)","summary":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust reported a median hourly gender pay gap of 1.83% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 22.31%. Women are 67.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Newcastle Upon Tyne Hospitals Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12483/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-12","captured_at":"2026-07-28 21:38:26"},{"signal_id":"8cfc7548c6972075209731471187db03","headline":"The Open University: women's median hourly pay is 1.8% lower than men's (2025/26)","summary":"The Open University reported a median hourly gender pay gap of 1.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 61% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Open University","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15774/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:26"},{"signal_id":"9f80bae90bc476839450cecb3c1b19b9","headline":"The Oxford University Hospitals Nhs Trust: women's median hourly pay is 10.9% lower than men's (2025/26)","summary":"The Oxford University Hospitals Nhs Trust reported a median hourly gender pay gap of 10.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.2%. Women are 61.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Oxford University Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12503/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-06","captured_at":"2026-07-28 21:38:26"},{"signal_id":"4073626118cb17e14c0eb52be49ff5b8","headline":"THE RANK GROUP PLC: women's median hourly pay is 3.6% lower than men's (2025/26)","summary":"THE RANK GROUP PLC reported a median hourly gender pay gap of 3.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.2%. Women are 36.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE RANK GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/10265/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:26"},{"signal_id":"32b799fc894bd7239d7e42eedc3e1238","headline":"The Royal Marsden NHS Foundation Trust: women's median hourly pay is 5.74% lower than men's (2025/26)","summary":"The Royal Marsden NHS Foundation Trust reported a median hourly gender pay gap of 5.74% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.91%. Women are 67.12% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Marsden NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14830/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:26"},{"signal_id":"837ac5e6bc36e72ca4913c265f5d2e34","headline":"The Royal Wolverhampton Nhs Trust: women's median hourly pay is 12.43% lower than men's (2025/26)","summary":"The Royal Wolverhampton Nhs Trust reported a median hourly gender pay gap of 12.43% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.52%. Women are 64.96% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Royal Wolverhampton Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12567/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-08","captured_at":"2026-07-28 21:38:26"},{"signal_id":"57b2e36871c3db0c70985b8afbbe764d","headline":"The Shrewsbury and Telford Hospital NHS Trust: women's median hourly pay is 3.49% lower than men's (2025/26)","summary":"The Shrewsbury and Telford Hospital NHS Trust reported a median hourly gender pay gap of 3.49% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.77%. Women are 78.83% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"The Shrewsbury and Telford Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15713/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:26"},{"signal_id":"488c28eefa0a5b482068d1a1a60db085","headline":"THE UK RECRUITMENT CO. LTD: women's median hourly pay is 0.86% higher than men's (2025/26)","summary":"THE UK RECRUITMENT CO. LTD reported a median hourly gender pay gap of -0.86% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -1.53%. Women are 45.51% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UK RECRUITMENT CO. LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20824/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:26"},{"signal_id":"d08c44ef20bcf3a2a4296cd685c5d03e","headline":"THE UNIVERSITY OF BIRMINGHAM: women's median hourly pay is 15.8% lower than men's (2025/26)","summary":"THE UNIVERSITY OF BIRMINGHAM reported a median hourly gender pay gap of 15.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 42.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF BIRMINGHAM","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13169/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-22","captured_at":"2026-07-28 21:38:27"},{"signal_id":"dec26619a96afc22ed4f52ffe86d0ad8","headline":"THE UNIVERSITY OF MANCHESTER: women's median hourly pay is 10.8% lower than men's (2025/26)","summary":"THE UNIVERSITY OF MANCHESTER reported a median hourly gender pay gap of 10.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.4%. Women are 44.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"THE UNIVERSITY OF MANCHESTER","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12620/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"5dd96e2af866a8738fde1481c4d2c818","headline":"TJX UK: women's median hourly pay is 7.7% lower than men's (2025/26)","summary":"TJX UK reported a median hourly gender pay gap of 7.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.5%. Women are 55% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TJX UK","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/646/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"ee2b701b809771921da99ddfa3444d18","headline":"TOOLSTATION LIMITED: women's median hourly pay is 2.4% higher than men's (2025/26)","summary":"TOOLSTATION LIMITED reported a median hourly gender pay gap of -2.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 33.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TOOLSTATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12801/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:27"},{"signal_id":"d3c6af92a228fd1f50c607f6cd06939b","headline":"Torbay And Southern Devon Health And Care Nhs Trust: women's median hourly pay is 3.13% lower than men's (2025/26)","summary":"Torbay And Southern Devon Health And Care Nhs Trust reported a median hourly gender pay gap of 3.13% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.23%. Women are 68.39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Torbay And Southern Devon Health And Care Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12808/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-10","captured_at":"2026-07-28 21:38:27"},{"signal_id":"ae77c2b65b395240046d9b475b58e270","headline":"Transport for London: women's median hourly pay is 7.8% lower than men's (2025/26)","summary":"Transport for London reported a median hourly gender pay gap of 7.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.8%. Women are 28.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Transport for London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12898/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"036d650a51562e9577e9dc09eb63368a","headline":"TRAVELODGE HOTELS LIMITED: women's median hourly pay is 5.2% lower than men's (2025/26)","summary":"TRAVELODGE HOTELS LIMITED reported a median hourly gender pay gap of 5.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 62% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVELODGE HOTELS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/521/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-10-06","captured_at":"2026-07-28 21:38:27"},{"signal_id":"d2ea9dc5cc089e764b22a897d1dd12da","headline":"TRAVIS PERKINS PLC: women's median hourly pay is 0.1% higher than men's (2025/26)","summary":"TRAVIS PERKINS PLC reported a median hourly gender pay gap of -0.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -3%. Women are 22.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12917/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:27"},{"signal_id":"76d83f01b9c720e3b8b9f40d41791e27","headline":"TRAVIS PERKINS TRADING COMPANY LIMITED: women's median hourly pay is 3.6% lower than men's (2025/26)","summary":"TRAVIS PERKINS TRADING COMPANY LIMITED reported a median hourly gender pay gap of 3.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.1%. Women are 22.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TRAVIS PERKINS TRADING COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12919/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:27"},{"signal_id":"746e5d240805403f7037000ff76f8ba4","headline":"TROIA (UK) RESTAURANTS LIMITED: women's median hourly pay is 0.1% lower than men's (2025/26)","summary":"TROIA (UK) RESTAURANTS LIMITED reported a median hourly gender pay gap of 0.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.0%. Women are 29.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TROIA (UK) RESTAURANTS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12964/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:27"},{"signal_id":"81a27b36c52818a75ace5432b0c13062","headline":"TUI AIRWAYS LIMITED: women's median hourly pay is 42.87% lower than men's (2025/26)","summary":"TUI AIRWAYS LIMITED reported a median hourly gender pay gap of 42.87% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 52.64%. Women are 7.47% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"TUI AIRWAYS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/12696/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-09","captured_at":"2026-07-28 21:38:27"},{"signal_id":"af646fd0f9d6037d1875c085b47b6bcd","headline":"UBER BRITANNIA LIMITED: women's median hourly pay is 0.7% higher than men's (2025/26)","summary":"UBER BRITANNIA LIMITED reported a median hourly gender pay gap of -0.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.1%. Women are 1.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER BRITANNIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21077/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:27"},{"signal_id":"42139f0a0a5088d269f04d3b98fd24e1","headline":"UBER LONDON LIMITED: women's median hourly pay is 9.7% lower than men's (2025/26)","summary":"UBER LONDON LIMITED reported a median hourly gender pay gap of 9.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.9%. Women are 1.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UBER LONDON LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18798/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-19","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2aa3660cb945b80f978c9408451b19de","headline":"UCL: women's median hourly pay is 6.8% lower than men's (2025/26)","summary":"UCL reported a median hourly gender pay gap of 6.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.8%. Women are 43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UCL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14878/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:27"},{"signal_id":"e8e7a4579b11fa77d13cba49c75c31d4","headline":"UK Armed Forces: women's median hourly pay is 0.01% higher than men's (2025/26)","summary":"UK Armed Forces reported a median hourly gender pay gap of -0.01% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -0.43%. Women are 11.64% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Armed Forces","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14701/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2d7a087f44b1343c733a95103f31d62c","headline":"UK POWER NETWORKS (OPERATIONS) LIMITED: women's median hourly pay is 14.7% lower than men's (2025/26)","summary":"UK POWER NETWORKS (OPERATIONS) LIMITED reported a median hourly gender pay gap of 14.7% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.5%. Women are 13.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK POWER NETWORKS (OPERATIONS) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13073/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-09","captured_at":"2026-07-28 21:38:27"},{"signal_id":"d5de4f71c6f0ed4fd0d37836d49b1fb8","headline":"UK Statistics Authority: women's median hourly pay is 5% lower than men's (2025/26)","summary":"UK Statistics Authority reported a median hourly gender pay gap of 5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.3%. Women are 51.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UK Statistics Authority","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13077/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:27"},{"signal_id":"daee5ae7393d253e189b05e9ba5b8318","headline":"UMBRELLA-COMPANY LIMITED: women's median hourly pay is 2.9% lower than men's (2025/26)","summary":"UMBRELLA-COMPANY LIMITED reported a median hourly gender pay gap of 2.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.3%. Women are 42% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UMBRELLA-COMPANY LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13096/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:27"},{"signal_id":"3e342bf5eda029e62a7c8ce1aae4a8b3","headline":"United Kingdom Research and Innovation: women's median hourly pay is 7.0% lower than men's (2025/26)","summary":"United Kingdom Research and Innovation reported a median hourly gender pay gap of 7.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.3%. Women are 39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Kingdom Research and Innovation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18239/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:27"},{"signal_id":"8d5f73aa91106a1135265f116f1efe01","headline":"UNITED LEARNING TRUST: women's median hourly pay is 19.3% lower than men's (2025/26)","summary":"UNITED LEARNING TRUST reported a median hourly gender pay gap of 19.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.3%. Women are 64.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED LEARNING TRUST","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13138/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-26","captured_at":"2026-07-28 21:38:27"},{"signal_id":"528f98663762a87e73487c7bb3a4faf1","headline":"United Lincolnshire Hospitals Nhs Trust: women's median hourly pay is 12.6% lower than men's (2025/26)","summary":"United Lincolnshire Hospitals Nhs Trust reported a median hourly gender pay gap of 12.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.6%. Women are 61.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"United Lincolnshire Hospitals Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13139/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-15","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2886324e93f70c5fac677a24700175ae","headline":"UNITED UTILITIES GROUP PLC: women's median hourly pay is 13.0% lower than men's (2025/26)","summary":"UNITED UTILITIES GROUP PLC reported a median hourly gender pay gap of 13.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 34.4% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13144/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-20","captured_at":"2026-07-28 21:38:27"},{"signal_id":"4faf49424b5d2bcdce741b8d83279e9f","headline":"UNITED UTILITIES WATER LIMITED: women's median hourly pay is 13.3% lower than men's (2025/26)","summary":"UNITED UTILITIES WATER LIMITED reported a median hourly gender pay gap of 13.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.7%. Women are 33.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNITED UTILITIES WATER LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/648/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-20","captured_at":"2026-07-28 21:38:27"},{"signal_id":"59e0cf85061143bf6665afc1d823f838","headline":"University College Hospital NHS Trust: women's median hourly pay is 7.2% lower than men's (2025/26)","summary":"University College Hospital NHS Trust reported a median hourly gender pay gap of 7.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 14.3%. Women are 58.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University College Hospital NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13159/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"4e6dd7c8b792a5266dae12ee675960f9","headline":"University Hospital Coventry and Warwickshire NHS Trust: women's median hourly pay is 17.3752% lower than men's (2025/26)","summary":"University Hospital Coventry and Warwickshire NHS Trust reported a median hourly gender pay gap of 17.3752% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.5358%. Women are 61.39% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Coventry and Warwickshire NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13473/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-09","captured_at":"2026-07-28 21:38:27"},{"signal_id":"65f5a478f78999d2c05a1bfb4e5a8523","headline":"University Hospital Southampton NHS Foundation Trust: women's median hourly pay is 12.77% lower than men's (2025/26)","summary":"University Hospital Southampton NHS Foundation Trust reported a median hourly gender pay gap of 12.77% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.75%. Women are 61.78% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospital Southampton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17217/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2dd6d32ef6a05109a090fc8158002dca","headline":"University Hospitals Birmingham Nhs Foundation Trust: women's median hourly pay is 9.98% lower than men's (2025/26)","summary":"University Hospitals Birmingham Nhs Foundation Trust reported a median hourly gender pay gap of 9.98% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 25.37%. Women are 62.91% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Birmingham Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13161/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:27"},{"signal_id":"f353f59b5ae3142e9d95bb8d7e26bf6f","headline":"University Hospitals Bristol and Weston NHS Foundation Trust: women's median hourly pay is 2.46% lower than men's (2025/26)","summary":"University Hospitals Bristol and Weston NHS Foundation Trust reported a median hourly gender pay gap of 2.46% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.47%. Women are 65.35% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Bristol and Weston NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20028/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-25","captured_at":"2026-07-28 21:38:27"},{"signal_id":"5926c190b660e77cc02e72d1540e4ce3","headline":"University Hospitals Dorset NHS Foundation Trust: women's median hourly pay is 4.83% lower than men's (2025/26)","summary":"University Hospitals Dorset NHS Foundation Trust reported a median hourly gender pay gap of 4.83% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.30%. Women are 64.06% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Dorset NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20710/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-05-26","captured_at":"2026-07-28 21:38:27"},{"signal_id":"06cccf9103cfa8876231838d0bf251cf","headline":"University Hospitals of Derby and Burton NHS Foundation Trust: women's median hourly pay is 8.4% lower than men's (2025/26)","summary":"University Hospitals of Derby and Burton NHS Foundation Trust reported a median hourly gender pay gap of 8.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.1%. Women are 67.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals of Derby and Burton NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19430/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:27"},{"signal_id":"219f0eed435c088396703cdd50eca433","headline":"University Hospitals Of Leicester Nhs Trust: women's median hourly pay is 7.1% lower than men's (2025/26)","summary":"University Hospitals Of Leicester Nhs Trust reported a median hourly gender pay gap of 7.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 26.6%. Women are 62.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Leicester Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13164/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:27"},{"signal_id":"7aeb4a02d6e50d66054f8cabf95db4bd","headline":"University Hospitals Of Morecambe Bay Nhs Foundation Trust: women's median hourly pay is 18.8461% lower than men's (2025/26)","summary":"University Hospitals Of Morecambe Bay Nhs Foundation Trust reported a median hourly gender pay gap of 18.8461% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 34.4755%. Women are 69.04% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of Morecambe Bay Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13165/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-05","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2d48232d28bc32207771e6e2de9f63d5","headline":"University Hospitals Of North Midlands Nhs Trust: women's median hourly pay is 7.4% lower than men's (2025/26)","summary":"University Hospitals Of North Midlands Nhs Trust reported a median hourly gender pay gap of 7.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 24.9%. Women are 62.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Of North Midlands Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13166/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-12","captured_at":"2026-07-28 21:38:27"},{"signal_id":"a944e6221b5ba59bbf062022a8d7a086","headline":"University Hospitals Sussex NHS Foundation Trust: women's median hourly pay is 1.3956% lower than men's (2025/26)","summary":"University Hospitals Sussex NHS Foundation Trust reported a median hourly gender pay gap of 1.3956% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.4272%. Women are 61.70% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Hospitals Sussex NHS Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/21657/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-18","captured_at":"2026-07-28 21:38:27"},{"signal_id":"df01e31c64048f8fba605a0d02f04058","headline":"University Of Cambridge: women's median hourly pay is 9.3% lower than men's (2025/26)","summary":"University Of Cambridge reported a median hourly gender pay gap of 9.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.8%. Women are 43.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University Of Cambridge","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13172/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:27"},{"signal_id":"dc0b21cf33b77401bfe73c5edd7b18ff","headline":"University of Exeter: women's median hourly pay is 20.6% lower than men's (2025/26)","summary":"University of Exeter reported a median hourly gender pay gap of 20.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.1%. Women are 45.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Exeter","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13177/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:27"},{"signal_id":"832a33c593c082e8300cb3e41107eecd","headline":"UNIVERSITY OF LEEDS: women's median hourly pay is 12.6% lower than men's (2025/26)","summary":"UNIVERSITY OF LEEDS reported a median hourly gender pay gap of 12.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.4%. Women are 44.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LEEDS","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/273/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-19","captured_at":"2026-07-28 21:38:27"},{"signal_id":"b4b03a260334e9d658bb3cf6e50d1eb9","headline":"University of Leicester: women's median hourly pay is 14.9% lower than men's (2025/26)","summary":"University of Leicester reported a median hourly gender pay gap of 14.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 17.3%. Women are 45.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Leicester","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/414/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-24","captured_at":"2026-07-28 21:38:27"},{"signal_id":"3887a23c1d47d8b84a24672154bea4f0","headline":"UNIVERSITY OF LIVERPOOL: women's median hourly pay is 14.99% lower than men's (2025/26)","summary":"UNIVERSITY OF LIVERPOOL reported a median hourly gender pay gap of 14.99% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.01%. Women are 43.71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF LIVERPOOL","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13184/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-24","captured_at":"2026-07-28 21:38:27"},{"signal_id":"80fea141a7808db4d131632e2f232c07","headline":"University of Nottingham: women's median hourly pay is 13.3% lower than men's (2025/26)","summary":"University of Nottingham reported a median hourly gender pay gap of 13.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 15.7%. Women are 42.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Nottingham","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15824/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:27"},{"signal_id":"c83cb63eeeb74a5ee17e0ffb01a966fd","headline":"University of Oxford: women's median hourly pay is 9.4% lower than men's (2025/26)","summary":"University of Oxford reported a median hourly gender pay gap of 9.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.9%. Women are 44.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Oxford","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14396/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"cdb8cfbd56c4e799271f48fb8431da35","headline":"UNIVERSITY OF SHEFFIELD: women's median hourly pay is 10.4% lower than men's (2025/26)","summary":"UNIVERSITY OF SHEFFIELD reported a median hourly gender pay gap of 10.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.5%. Women are 43.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UNIVERSITY OF SHEFFIELD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16119/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:27"},{"signal_id":"3e6208d97cd91cb12ade4e3c4b5fbc4f","headline":"University of Southampton: women's median hourly pay is 13.3% lower than men's (2025/26)","summary":"University of Southampton reported a median hourly gender pay gap of 13.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 16.4%. Women are 41.6% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Southampton","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/163/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:27"},{"signal_id":"8b03444295b53cacf1045b0a8984c05d","headline":"University of the Arts, London: women's median hourly pay is 2.83% lower than men's (2025/26)","summary":"University of the Arts, London reported a median hourly gender pay gap of 2.83% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.03%. Women are 56.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of the Arts, London","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/192/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-19","captured_at":"2026-07-28 21:38:27"},{"signal_id":"de2ecc732fe18d241176fa674f4ff071","headline":"University of Warwick: women's median hourly pay is 16.5% lower than men's (2025/26)","summary":"University of Warwick reported a median hourly gender pay gap of 16.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 19.8%. Women are 39.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of Warwick","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13195/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-18","captured_at":"2026-07-28 21:38:27"},{"signal_id":"b2e887e1ccd680163d08173261d2e0db","headline":"University of York: women's median hourly pay is 13.1% lower than men's (2025/26)","summary":"University of York reported a median hourly gender pay gap of 13.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 13.8%. Women are 45% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"University of York","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/296/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"e8d943e61c1fb650e00644691feab2cc","headline":"UPS LIMITED: women's median hourly pay is 9.63% lower than men's (2025/26)","summary":"UPS LIMITED reported a median hourly gender pay gap of 9.63% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.96%. Women are 13.94% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"UPS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13205/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-07","captured_at":"2026-07-28 21:38:27"},{"signal_id":"0a92b1600b35e8e45ba929ad1f05c9e3","headline":"Velindre University NHS Trust: women's median hourly pay is 7.71% lower than men's (2025/26)","summary":"Velindre University NHS Trust reported a median hourly gender pay gap of 7.71% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.49%. Women are 53.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Velindre University NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/20380/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-16","captured_at":"2026-07-28 21:38:27"},{"signal_id":"5f8f414da51bea896fac8a445af218d0","headline":"VEOLIA ES (UK) LIMITED: women's median hourly pay is 6.65% lower than men's (2025/26)","summary":"VEOLIA ES (UK) LIMITED reported a median hourly gender pay gap of 6.65% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.79%. Women are 17.58% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VEOLIA ES (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13276/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2ca330ec0196c1d4d04f52d2e0162fcc","headline":"VIRGIN ATLANTIC LIMITED: women's median hourly pay is 28% lower than men's (2025/26)","summary":"VIRGIN ATLANTIC LIMITED reported a median hourly gender pay gap of 28% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 58%. Women are 30.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN ATLANTIC LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13330/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"74af311c90cedf8d5c07d6c1e229b3da","headline":"VIRGIN MEDIA LIMITED: women's median hourly pay is 18.3% higher than men's (2025/26)","summary":"VIRGIN MEDIA LIMITED reported a median hourly gender pay gap of -18.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -12.1%. Women are 31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VIRGIN MEDIA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/490/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:27"},{"signal_id":"b945210ef4ad3efb754e2b2c1e8ee13a","headline":"VISION EXPRESS (UK) LIMITED: women's median hourly pay is 20.19% lower than men's (2025/26)","summary":"VISION EXPRESS (UK) LIMITED reported a median hourly gender pay gap of 20.19% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.64%. Women are 60.22% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VISION EXPRESS (UK) LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13347/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-03","captured_at":"2026-07-28 21:38:27"},{"signal_id":"c69b1ee08763e7ede9fe6e0d595d9dc8","headline":"VODAFONE LIMITED: women's median hourly pay is 10.9% lower than men's (2025/26)","summary":"VODAFONE LIMITED reported a median hourly gender pay gap of 10.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.7%. Women are 32.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VODAFONE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13375/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-02-18","captured_at":"2026-07-28 21:38:27"},{"signal_id":"8445411d745bd85ea01e61aa363cb8de","headline":"VOYAGE 1 LIMITED: women's median hourly pay is 0.8% lower than men's (2025/26)","summary":"VOYAGE 1 LIMITED reported a median hourly gender pay gap of 0.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.1%. Women are 71.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"VOYAGE 1 LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15600/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"d603e42f018826e9d8cfa5a5a96c0be7","headline":"WAGAMAMA LIMITED: women's median hourly pay is 0.2% higher than men's (2025/26)","summary":"WAGAMAMA LIMITED reported a median hourly gender pay gap of -0.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.4%. Women are 45.2% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WAGAMAMA LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13446/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-22","captured_at":"2026-07-28 21:38:27"},{"signal_id":"e3604444072c0d3333986b2df968015c","headline":"Wakefield Metropolitan District Council: women's median hourly pay is 4.5% higher than men's (2025/26)","summary":"Wakefield Metropolitan District Council reported a median hourly gender pay gap of -4.5% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -2.1%. Women are 70.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wakefield Metropolitan District Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13450/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-17","captured_at":"2026-07-28 21:38:27"},{"signal_id":"b702f5b3765635804df565fc46206aa0","headline":"Walsall Healthcare NHS Trust: women's median hourly pay is 17.97% lower than men's (2025/26)","summary":"Walsall Healthcare NHS Trust reported a median hourly gender pay gap of 17.97% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 31.38%. Women are 64.93% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Walsall Healthcare NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/17187/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-04","captured_at":"2026-07-28 21:38:27"},{"signal_id":"bcfad32bfae3cb77347874b237f0e30c","headline":"Warwickshire County Council: women's median hourly pay is 4.8% lower than men's (2025/26)","summary":"Warwickshire County Council reported a median hourly gender pay gap of 4.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 1.3%. Women are 69.9% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Warwickshire County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13515/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-10-30","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2f84e006f169096e4656125f7336d5b6","headline":"WEALDEN LEISURE LIMITED: women's median hourly pay is 0.08% higher than men's (2025/26)","summary":"WEALDEN LEISURE LIMITED reported a median hourly gender pay gap of -0.08% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -12.32%. Women are 74% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WEALDEN LEISURE LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13562/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-30","captured_at":"2026-07-28 21:38:27"},{"signal_id":"375d8501f7144fb1a690e8f5571433c7","headline":"WELCOME BREAK GROUP LIMITED: there is no median hourly pay gap (2025/26)","summary":"WELCOME BREAK GROUP LIMITED reported a median hourly gender pay gap of 0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.86%. Women are 51.71% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WELCOME BREAK GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13581/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-09","captured_at":"2026-07-28 21:38:27"},{"signal_id":"644dc6e7d5400d443ce5a8426b56f55b","headline":"West Hertfordshire Hospitals NHS Trust: women's median hourly pay is 13.9% lower than men's (2025/26)","summary":"West Hertfordshire Hospitals NHS Trust reported a median hourly gender pay gap of 13.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.8%. Women are 63.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Hertfordshire Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13618/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-09-15","captured_at":"2026-07-28 21:38:27"},{"signal_id":"1efdcabab91e20ed23b8c63d8a765a59","headline":"West London NHS Trust: women's median hourly pay is 3.6% higher than men's (2025/26)","summary":"West London NHS Trust reported a median hourly gender pay gap of -3.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 0.8%. Women are 67.3% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West London NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18876/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-05","captured_at":"2026-07-28 21:38:27"},{"signal_id":"7ee4f7f0e8446f145787a1a470b72dfc","headline":"West Midlands Ambulance Service Nhs Foundation Trust: women's median hourly pay is 2.70% lower than men's (2025/26)","summary":"West Midlands Ambulance Service Nhs Foundation Trust reported a median hourly gender pay gap of 2.70% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 2.62%. Women are 52.19% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Ambulance Service Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13627/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"5dbc47ba922115a417fc85cc808efd3d","headline":"West Midlands Police: women's median hourly pay is 11.2% lower than men's (2025/26)","summary":"West Midlands Police reported a median hourly gender pay gap of 11.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.6%. Women are 34.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Midlands Police","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13630/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-01-28","captured_at":"2026-07-28 21:38:27"},{"signal_id":"69036ef57249384e587b1d5c0dea41a7","headline":"West Suffolk Nhs Foundation Trust: women's median hourly pay is 7.57% lower than men's (2025/26)","summary":"West Suffolk Nhs Foundation Trust reported a median hourly gender pay gap of 7.57% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 21.95%. Women are 69.41% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Suffolk Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13635/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"4dd780dd6f97de2c6eb7e3ebaff764e7","headline":"West Sussex County Council: women's median hourly pay is 6.9% lower than men's (2025/26)","summary":"West Sussex County Council reported a median hourly gender pay gap of 6.9% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.4%. Women are 70.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"West Sussex County Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13636/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-13","captured_at":"2026-07-28 21:38:27"},{"signal_id":"4bd6242c47e51aa98611b28b836078cd","headline":"WGC LTD: women's median hourly pay is 37.98% lower than men's (2025/26)","summary":"WGC LTD reported a median hourly gender pay gap of 37.98% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 30.15%. Women are 18.18% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WGC LTD","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13697/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"e0c744c995979fd836a51eeeb0116daa","headline":"WHITBREAD GROUP PLC: women's median hourly pay is 4.61% lower than men's (2025/26)","summary":"WHITBREAD GROUP PLC reported a median hourly gender pay gap of 4.61% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 9.17%. Women are 51.17% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WHITBREAD GROUP PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/157/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-06","captured_at":"2026-07-28 21:38:27"},{"signal_id":"28edd237ee51a884f68a558df90aa547","headline":"Whittington Health NHS Trust: women's median hourly pay is 2.1% lower than men's (2025/26)","summary":"Whittington Health NHS Trust reported a median hourly gender pay gap of 2.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 6.6%. Women are 74.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Whittington Health NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15083/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:27"},{"signal_id":"c81a2d41fdcab7804a00ba491273c508","headline":"WICKES BUILDING SUPPLIES LIMITED: women's median hourly pay is 3.23% lower than men's (2025/26)","summary":"WICKES BUILDING SUPPLIES LIMITED reported a median hourly gender pay gap of 3.23% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 7.92%. Women are 34.79% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WICKES BUILDING SUPPLIES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13755/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-10","captured_at":"2026-07-28 21:38:27"},{"signal_id":"1b8895192c10864de06ae04151eb2dc9","headline":"Wigan Metropolitan Borough Council: women's median hourly pay is 1.96% higher than men's (2025/26)","summary":"Wigan Metropolitan Borough Council reported a median hourly gender pay gap of -1.96% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -1.72%. Women are 72.76% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wigan Metropolitan Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13763/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-11","captured_at":"2026-07-28 21:38:27"},{"signal_id":"72db9bad8478fb17a7067fec03247b1f","headline":"WILLIAM HILL ORGANIZATION LIMITED: women's median hourly pay is 2.6% lower than men's (2025/26)","summary":"WILLIAM HILL ORGANIZATION LIMITED reported a median hourly gender pay gap of 2.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 12.6%. Women are 38.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILLIAM HILL ORGANIZATION LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13788/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"145d6a45d25c4a057158f4e0c3d7b600","headline":"WILSON JAMES LIMITED: women's median hourly pay is 3.2% lower than men's (2025/26)","summary":"WILSON JAMES LIMITED reported a median hourly gender pay gap of 3.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.8%. Women are 20.5% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WILSON JAMES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/295/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-25","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2988c121ee6a76d98bc49e625cf20764","headline":"Wiltshire Council: women's median hourly pay is 2.0% lower than men's (2025/26)","summary":"Wiltshire Council reported a median hourly gender pay gap of 2.0% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 3.7%. Women are 67% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wiltshire Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"public_sector","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13822/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-26","captured_at":"2026-07-28 21:38:27"},{"signal_id":"40ef75eb385bb295aae285752e2055fd","headline":"WINCANTON GROUP LIMITED: women's median hourly pay is 13.2% lower than men's (2025/26)","summary":"WINCANTON GROUP LIMITED reported a median hourly gender pay gap of 13.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.7%. Women are 11% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WINCANTON GROUP LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/18851/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:27"},{"signal_id":"afe9efe468c697be0f2e95ca70684dde","headline":"Wirral University Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 4.4% lower than men's (2025/26)","summary":"Wirral University Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 4.4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 20.9%. Women are 69.0% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wirral University Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13852/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-29","captured_at":"2026-07-28 21:38:27"},{"signal_id":"ba16dbc23889bed4f1e5bd3a6df2640f","headline":"WM MORRISON SUPERMARKETS LIMITED: women's median hourly pay is 1.3% lower than men's (2025/26)","summary":"WM MORRISON SUPERMARKETS LIMITED reported a median hourly gender pay gap of 1.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.2%. Women are 38.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WM MORRISON SUPERMARKETS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/8643/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-01","captured_at":"2026-07-28 21:38:27"},{"signal_id":"0f1276f8c0ec520b73c785860986ffa4","headline":"Worcestershire Acute Hospitals NHS Trust: women's median hourly pay is 11.63% lower than men's (2025/26)","summary":"Worcestershire Acute Hospitals NHS Trust reported a median hourly gender pay gap of 11.63% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.77%. Women are 67.31% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Worcestershire Acute Hospitals NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/16751/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-18","captured_at":"2026-07-28 21:38:27"},{"signal_id":"7de6d1a78f11f934512804057e4bcbb5","headline":"Herefordshire and Worcestershire Health and Care NHS Trust: women's median hourly pay is 4.06% lower than men's (2025/26)","summary":"Herefordshire and Worcestershire Health and Care NHS Trust reported a median hourly gender pay gap of 4.06% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 11.74%. Women are 81.46% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Herefordshire and Worcestershire Health and Care NHS Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13902/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-07-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"8b3b1e42e3b636771e70ea9f01faeec1","headline":"WORKWELL PEOPLE SOLUTIONS LIMITED: women's median hourly pay is 4% lower than men's (2025/26)","summary":"WORKWELL PEOPLE SOLUTIONS LIMITED reported a median hourly gender pay gap of 4% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 10%. Women are 68% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WORKWELL PEOPLE SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/7063/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-08","captured_at":"2026-07-28 21:38:27"},{"signal_id":"296b552afc145338308bd22360181473","headline":"WORKWELL SOLUTIONS LIMITED: women's median hourly pay is 26.01% higher than men's (2025/26)","summary":"WORKWELL SOLUTIONS LIMITED reported a median hourly gender pay gap of -26.01% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is -3.59%. Women are 22.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WORKWELL SOLUTIONS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/3723/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-16","captured_at":"2026-07-28 21:38:27"},{"signal_id":"3fe3f4a05cc021e3efa3f63a68730656","headline":"WREN KITCHENS LIMITED: women's median hourly pay is 9.56% lower than men's (2025/26)","summary":"WREN KITCHENS LIMITED reported a median hourly gender pay gap of 9.56% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.66%. Women are 29.91% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WREN KITCHENS LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13926/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-07","captured_at":"2026-07-28 21:38:27"},{"signal_id":"e4abd5dbfea62c4539396dfe96c542f5","headline":"Wrexham County Borough Council: women's median hourly pay is 7.8% lower than men's (2025/26)","summary":"Wrexham County Borough Council reported a median hourly gender pay gap of 7.8% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.6%. Women are 69% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrexham County Borough Council","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/19258/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-31","captured_at":"2026-07-28 21:38:27"},{"signal_id":"681bcdebc29b499a3823607f3e598830","headline":"Wrightington, Wigan And Leigh Nhs Foundation Trust.: women's median hourly pay is 13.6% lower than men's (2025/26)","summary":"Wrightington, Wigan And Leigh Nhs Foundation Trust. reported a median hourly gender pay gap of 13.6% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 27.7%. Women are 66.7% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Wrightington, Wigan And Leigh Nhs Foundation Trust.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13933/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-03","captured_at":"2026-07-28 21:38:27"},{"signal_id":"2753839de1492845a3d2988ceee899e1","headline":"WSP UK LIMITED: women's median hourly pay is 22.1% lower than men's (2025/26)","summary":"WSP UK LIMITED reported a median hourly gender pay gap of 22.1% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 18.2%. Women are 20.1% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"WSP UK LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/13948/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-04-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"52736f612bf1167a83806feec99d44ed","headline":"York Teaching Hospital Nhs Foundation Trust: women's median hourly pay is 17.85% lower than men's (2025/26)","summary":"York Teaching Hospital Nhs Foundation Trust reported a median hourly gender pay gap of 17.85% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 23.89%. Women are 75.43% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"York Teaching Hospital Nhs Foundation Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14029/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2025-12-02","captured_at":"2026-07-28 21:38:27"},{"signal_id":"162ddcedbc3d0f4c5b8fd0de1d78cde9","headline":"Yorkshire Ambulance Service Nhs Trust: women's median hourly pay is 7.09% lower than men's (2025/26)","summary":"Yorkshire Ambulance Service Nhs Trust reported a median hourly gender pay gap of 7.09% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 8.45%. Women are 46.14% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"Yorkshire Ambulance Service Nhs Trust","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14030/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-27","captured_at":"2026-07-28 21:38:27"},{"signal_id":"5a15b3244c28aaac5b6f79ec93509794","headline":"YORKSHIRE WATER SERVICES LIMITED: women's median hourly pay is 3.3% lower than men's (2025/26)","summary":"YORKSHIRE WATER SERVICES LIMITED reported a median hourly gender pay gap of 3.3% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 4.1%. Women are 26% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"YORKSHIRE WATER SERVICES LIMITED","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":null,"hq_country":"GB","state":null,"functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/15780/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-23","captured_at":"2026-07-28 21:38:27"},{"signal_id":"9a2a9ed9d1b6039c65235c751995199b","headline":"YOUNG & CO'S BREWERY PLC: women's median hourly pay is 5.2% lower than men's (2025/26)","summary":"YOUNG & CO'S BREWERY PLC reported a median hourly gender pay gap of 5.2% for the 2025/26 reporting year under UK gender pay gap regulations. The mean gap is 5.9%. Women are 28.8% of its highest-paid quartile. Contains public sector information licensed under the Open Government Licence v3.0.","talent_readthrough":"A pay gap is a distribution fact, not a pay level: it says how the employer's men and women are spread across its pay grades, so a large gap usually means few women in senior roles rather than unequal pay for the same job. The quartile split is the part worth reading, and the year-on-year direction says more than any single year's number.","company":"YOUNG & CO'S BREWERY PLC","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"GB","hq_city":"London","hq_country":"GB","state":null,"functions":[],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":"medium","confidence":"reported","source_url":"https://gender-pay-gap.service.gov.uk/employers/14036/reporting-year-2025/gender-pay-gap-report","source_name":"GOV.UK gender pay gap service","published_date":"2026-03-20","captured_at":"2026-07-28 21:38:27"},{"signal_id":"6ec3059e44f54a17d1ff7a4d4e6adf53","headline":"Birchtech Corp. 8-K filing (Item 5.02): officer or director change","summary":"Fiona Fitzmaurice ceased serving as Chief Financial Officer of Birchtech Corp. on May 1, 2026, and the company appointed a new Chief Financial Officer and Chief Operating Officer effective the same date.","talent_readthrough":"Birchtech Corp. in Corsicana, Texas, sees a change in its executive team with the departure of its CFO and the appointment of new CFO and COO roles.","company":"Birchtech Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/728385/000147793226002802/meec_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:20:40"},{"signal_id":"a2c5ec97f451d320e7c9d576127bc14e","headline":"CARTERS INC 8-K filing (Item 5.02): officer or director change","summary":"Carter’s, Inc. announced the appointment of Sharon Price John as Chief Executive Officer and President and Director, effective May 1, 2026.","talent_readthrough":"Sharon Price John steps into the CEO and President role at Carter’s in Atlanta, a leadership change with no immediate hiring or displacement indicated.","company":"Carter’s, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1060822/000119312526201479/d112628d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 18:20:48"},{"signal_id":"0215d782ebaae9f038200d8c9375f452","headline":"Resignation of George Furlan as Director and Interim Chief Executive Officer","summary":"George Furlan resigned from his positions as Interim Chief Executive Officer and as a member of the Board of Sentient Brands Holdings Inc., effective April 24, 2026.","talent_readthrough":"Sentient Brands Holdings Inc. in Sheridan sees a leadership change as its interim CEO and board member George Furlan resigns.","company":"Sentient Brands Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1358633/000149315226020996/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 18:20:58"},{"signal_id":"ac8b00c9abf305ee779da1226f57a4e5","headline":"TRUIST FINANCIAL CORP 8-K filing (Item 5.02): officer or director change","summary":"Truist Financial Corporation reported a change in its officers or directors in its 8-K filing with the SEC.","talent_readthrough":"Truist Financial Corporation announces a leadership change in Charlotte, affecting executive roles.","company":"Truist Financial Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/92230/000119312526201455/d435501d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 18:21:16"},{"signal_id":"fed49833e00e0cdca2ac6697f765f136","headline":"LiveOne, Inc. 8-K filing (Item 5.02): officer or director change","summary":"LiveOne, Inc. appointed Craig Christensen as the Interim Chief Financial Officer, Interim Treasurer, and Interim Secretary, effective May 1, 2026, succeeding Ryan Carhart who is leaving the company.","talent_readthrough":"LiveOne appoints Craig Christensen as interim CFO, treasurer, and secretary in Beverly Hills, replacing Ryan Carhart who departs for another opportunity.","company":"LiveOne, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1491419/000121390026050981/ea0288696-8k_liveone.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 18:22:06"},{"signal_id":"3968a15d3ef0f58af9c92c080e35e986","headline":"Community Trust Bancorp, Inc. Announces Planned Retirement of Executive Vice President","summary":"Community Trust Bancorp, Inc. announced the planned retirement of Executive Vice President Richard W. Newsom, effective February 5, 2027.","talent_readthrough":"Richard W. Newsom, Executive Vice President, is retiring from Community Trust Bancorp in February 2027.","company":"Community Trust Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/350852/000035085226000056/retirementofneo.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 18:22:45"},{"signal_id":"9d6ebb57025549cd561432b7f040caf6","headline":"KIMBERLY CLARK CORP 8-K filing (Item 5.02): officer or director change","summary":"Andrew Scribner, Vice President and Controller of Kimberly-Clark Corporation, will depart effective May 22, 2026. Nelson Urdaneta, Senior Vice President and Chief Financial Officer, will act as the principal accounting officer on an interim basis.","talent_readthrough":"Andrew Scribner departs Kimberly-Clark Corporation on May 22, 2026, with Nelson Urdaneta stepping in as interim principal accounting officer.","company":"Kimberly-Clark Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/55785/000162828026030566/pre-20260501.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 18:23:24"},{"signal_id":"73bf6471fe09f200d78831af4186836e","headline":"First Bancorp, Inc. 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Brilon and Cole W. Johnson, updating their titles and compensation effective April 1, 2026.","talent_readthrough":"Bimergen Energy updates executive roles and compensation for its Co-CEOs in Newport Beach, with no disclosed impact on hiring or workforce size.","company":"Bimergen Energy Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1066764/000149315226021523/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:25:25"},{"signal_id":"9ebe50adcd3e9c905874c328a17d3d3b","headline":"Peakstone Realty Trust 8-K filing (Item 5.02): officer or director change","summary":"Peakstone Realty Trust reported a change in its officer or director position as per its 8-K filing with the SEC.","talent_readthrough":"Peakstone Realty Trust announces a leadership change in New York, affecting executive roles.","company":"Peakstone Realty Trust","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1600626/000114036126019333/ef20070245_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:25:34"},{"signal_id":"f7c35fc3a2e1cdf6306eae15f7e73bc2","headline":"Six Flags Entertainment Corporation announces departures of CFO and Chief Legal and Compliance Officer","summary":"Six Flags Entertainment Corporation announced the departures of Brian Witherow, the Chief Financial Officer, and Brian Nurse, the Chief Legal and Compliance Officer, effective May 8, 2026, with David Hoffman appointed as Interim Chief Financial Officer.","talent_readthrough":"Six Flags' CFO and Chief Legal and Compliance Officer depart; the Chief Accounting Officer steps up as interim CFO in Charlotte.","company":"Six Flags Entertainment Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1999001/000119312526212477/d143250d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-07","captured_at":"2026-07-28 18:25:44"},{"signal_id":"1d6d1c16c9eb3a24675525b0c6e63708","headline":"VIASAT INC 8-K filing (Item 5.02): officer or director change","summary":"Viasat, Inc. appointed Shekar Ayyar and Jinhy Yoon as independent directors, expanding the Board to ten members, eight of whom are independent.","talent_readthrough":"Viasat adds two independent directors in Carlsbad, California, with terms expiring in 2027 and 2028, signaling governance continuity.","company":"VIASAT, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/797721/000119312526210427/d108013d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-07","captured_at":"2026-07-28 18:28:37"},{"signal_id":"dc8b2b0aede5596d616fa075cbb4186c","headline":"Energy Recovery, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Energy Recovery, Inc. announced a change in its executive leadership on May 6, 2026, as reported in its 8-K filing with the SEC.","talent_readthrough":"Energy Recovery, Inc. has announced a change in its executive leadership in San Leandro, CA. The filing does not disclose hiring plans; watch its careers page for executive roles.","company":"Energy Recovery, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1421517/000142151726000040/erii-20260506.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:28:56"},{"signal_id":"606fbd3ac0dbd802afb2718a5765203f","headline":"CH4 Natural Solutions Corp 8-K filing (Item 5.02): officer or director change","summary":"CH4 Natural Solutions Corporation reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"CH4 Natural Solutions Corporation has reported a leadership change in New York, with no disclosed impact on hiring or roles.","company":"CH4 Natural Solutions Corporation","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2044817/000119312526204723/d211764d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 18:29:26"},{"signal_id":"9d163a861962eca5bc5d3dbc8a4dddf4","headline":"Milestone Scientific Inc. 8-K filing (Item 5.02): officer or director change","summary":"Milestone Scientific Inc. announced a one-time stock option exchange program for outstanding stock options held by Eric Hines, the President and Chief Executive Officer, and Jason Papes, the Senior Vice President, Global Head of Sales and Marketing.","talent_readthrough":"Milestone Scientific Inc. has approved a stock option exchange program for its President and CEO and Senior Vice President, Global Head of Sales and Marketing.","company":"Milestone Scientific Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/855683/000149315226021506/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:29:59"},{"signal_id":"6b766d026744041bcce59befc00536cd","headline":"Terns Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Terns Pharmaceuticals, Inc. reports a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Terns Pharmaceuticals announces a leadership change in its executive team in Foster City, California.","company":"Terns Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1831363/000119312526205305/d70112d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 18:30:07"},{"signal_id":"99419e20e9d59c190e435fe914ed173a","headline":"DEVON ENERGY CORP/DE 8-K filing (Item 5.02): officer or director change","summary":"Devon Energy Corporation reported a change in its officers or directors in an SEC 8-K filing, following the merger with Coterra Energy Inc.","talent_readthrough":"Devon Energy's leadership change in Houston follows its merger with Coterra, with no disclosed impact on hiring or roles.","company":"Devon Energy Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090012/000119312526211971/d799973d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-07","captured_at":"2026-07-28 18:31:09"},{"signal_id":"672562251b03f69fb535dd31ecd99995","headline":"A10 Networks, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sheen Khoury was terminated as the Executive Vice President, Worldwide Sales and Marketing of A10 Networks, Inc., effective immediately, with no expected disruption to current operations.","talent_readthrough":"A10 Networks' executive vice president of worldwide sales and marketing departs in San Jose; the company states no operational impact.","company":"A10 Networks, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1580808/000158080826000026/aten-20260427.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 18:32:19"},{"signal_id":"4ebb69143a5580e6f2b180bdd5f1bd33","headline":"Ameresco, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ameresco, Inc. reported an officer or director change in its 8-K filing with the SEC, effective May 4, 2026.","talent_readthrough":"An executive leadership change at Ameresco in Framingham, with no disclosed impact on hiring or roles.","company":"Ameresco, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488139/000162828026029811/amrc-20260504.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 18:32:27"},{"signal_id":"bbf5f4a0122b188b9fcbee03f5b09aa3","headline":"NATURAL ALTERNATIVES INTERNATIONAL INC 8-K filing (Item 5.02): officer or director change","summary":"Michael E. Fortin resigns as CFO effective May 15, 2026, to take a CFO position at another company. Kenneth E. Wolf, the President, will act as the Principal Financial and Principal Accounting Officer until a replacement is found.","talent_readthrough":"Natural Alternatives International's CFO departs for another company; the president temporarily assumes financial leadership in Carlsbad.","company":"NATURAL ALTERNATIVES INTERNATIONAL, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/787253/000143774926014497/naii20260501_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 18:32:36"},{"signal_id":"0cfdc1ef8e6c8317fbf53b91efaeebf2","headline":"ATLANTIC AMERICAN CORP 8-K filing (Item 5.02): officer or director change","summary":"J. Ross Franklin resigns as Vice President, Chief Financial Officer and Secretary of Atlantic American Corporation, effective May 27, 2026, with no disagreement cited.","talent_readthrough":"Atlantic American Corporation's CFO resigns in Atlanta; the company is seeking a successor.","company":"Atlantic American Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/8177/000114036126019108/ef20072372_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 18:32:45"},{"signal_id":"73169730a47c02530c25a50b80820f49","headline":"Publix Super Markets, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Publix Super Markets, Inc. announced the planned retirement of Randall T. Jones, Sr. as Executive Chairman effective May 31, 2026, though he will remain as Chairman of the Board of Directors.","talent_readthrough":"Randall T. Jones, Sr. steps down as Executive Chairman at Publix Super Markets in Lakeland but stays on as Chairman of the Board.","company":"Publix Super Markets, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/81061/000008106126000063/ck0000081061-20260504.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 18:33:05"},{"signal_id":"34f63dfe3d34788d1938e693b8a73dbd","headline":"Option Care Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Option Care Health, Inc. announced that Christopher L. Grashoff will depart from his role as Chief Growth Officer, effective May 8, 2026, with separation benefits conditioned on compliance with restrictive covenants.","talent_readthrough":"Christopher L. Grashoff departs as Chief Growth Officer at Option Care Health, effective May 8, 2026, with separation benefits tied to compliance with restrictive covenants.","company":"Option Care Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1014739/000101473926000014/bios-20260505.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 18:33:42"},{"signal_id":"18774fe8e81143901060598e03eeac54","headline":"AEye, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Andrew S. Hughes, General Counsel and Corporate Secretary of AEye, Inc., notified the company of his intent to resign effective May 15, 2026, to accept a position at an employer in an unrelated industry.","talent_readthrough":"AEye's General Counsel and Corporate Secretary resigns in May 2026 for a role outside the industry, with no disclosed impact on legal and compliance roles.","company":"AEye, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["legal_compliance"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1818644/000121390026052513/ea0289169-8k_aeye.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:33:52"},{"signal_id":"b7a3af50186636167b89cee6706f0afc","headline":"Hilton Worldwide Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Hilton Worldwide Holdings Inc. announced that Christopher W. Silcock, President, Global Brands & Commercial Services, intends to retire in the first quarter of 2027, leading to several leadership updates effective later in 2026.","talent_readthrough":"Hilton Worldwide Holdings Inc. is updating its executive leadership in McLean, Virginia, in preparation for the retirement of Christopher W. 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SEC.","talent_readthrough":"An executive leadership change at Gyre Therapeutics in San Diego does not indicate immediate hiring or displacement.","company":"Gyre Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1124105/000114036126018716/ef20072211_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 18:34:56"},{"signal_id":"86afdb3412277e59d93f05b71f48025e","headline":"Conduent Inc 8-K filing (Item 5.02): officer or director change","summary":"Adam Appleby, Executive Vice President of Public Sector 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18:35:34"},{"signal_id":"a7b9ff273219e27824a61c355af188f3","headline":"Aura Biosciences, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Aura Biosciences, Inc. appointed Natalie Holles as Chief Executive Officer and President, effective April 30, 2026, succeeding Dr. Elisabet de los Pinos.","talent_readthrough":"Aura Biosciences appoints Natalie Holles as CEO and president, effective April 30, 2026, in a planned leadership transition.","company":"Aura Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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Moishe Gubin was appointed as Chief Executive Officer and principal executive officer of the Company, and Braden R. Smith was appointed as President of the Bank.","talent_readthrough":"OptimumBank Holdings sees executive changes in Florida, with Timothy Terry retiring and Moishe Gubin and Braden R. 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the role's future in Stuart is not yet disclosed.","company":"Health In Tech, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2019505/000121390026050993/ea0288750-8k_health.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 18:41:26"},{"signal_id":"9f278d5c672bab7a5aaa5dc1fc72024f","headline":"BioRestorative Therapies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"BioRestorative Therapies, Inc. approved cash bonuses for its executive officers for the year ended December 31, 2025, as detailed in the updated Summary Compensation Table.","talent_readthrough":"BioRestorative Therapies' executive team in Melville receives cash bonuses for 2025 performance, a compensation shift for the named officers.","company":"BioRestorative Therapies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1505497/000102177126000068/brtx-20260501.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 18:41:43"},{"signal_id":"ab2ace4861bff01328cd99f43168b4b0","headline":"JOHN WILEY & SONS, INC. 8-K filing (Item 5.02): officer or director change","summary":"John Wiley & Sons, Inc. announced the departure of Jay Flynn, Executive Vice President and General Manager, Research and Learning, and the appointment of Jessica Kowalski, Executive Vice President and General Manager, Research, effective May 11, 2026.","talent_readthrough":"Jessica Kowalski joins Wiley as Executive Vice President and General Manager, Research, replacing Jay Flynn in Hoboken.","company":"JOHN WILEY & SONS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/107140/000010714026000028/jwa-20260506.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:42:02"},{"signal_id":"cdff0ef58e7c57f4747c4279f6437e82","headline":"D-Wave Quantum Inc. 8-K filing (Item 5.02): officer or director change","summary":"D-Wave Quantum Inc. and its subsidiary, D-Wave Commercial Inc., entered into the Third Amendment to the Amended and Restated Employment Agreement with Dr. Alan Baratz, the company's President and Chief Executive Officer, to update his compensation arrangements as approved by the Board of Directors.","talent_readthrough":"D-Wave Quantum's CEO Alan Baratz has an updated compensation agreement, reflecting changes approved by the board.","company":"D-Wave Quantum Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1907982/000190798226000049/qbts-20260430.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 18:42:21"},{"signal_id":"a0de38002a7fc2375be4424d09a96132","headline":"ModuLink Inc. 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Dr. Lam, a technology entrepreneur with experience in robotics, automation, and artificial intelligence, will oversee the company's technology strategy and innovation initiatives.","talent_readthrough":"ModuLink Inc. appoints Dr. Henry Wah Shing Lam as Chief Technology Officer, focusing on technology strategy and innovation.","company":"ModuLink Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"CN","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1611046/000168316826003526/modulink_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 18:43:29"},{"signal_id":"5b660c14e70a9246d7acfa13ed232519","headline":"Evolution Global Acquisition Corp 8-K filing: officer or director change","summary":"Evolution Global Acquisition Corp reported a resignation of an officer and director on May 5, 2026, as per its 8-K filing with the SEC.","talent_readthrough":"A director and officer resigns at Evolution Global Acquisition Corp in the Cayman Islands. 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Stock Incentive Plan, which includes an increase in authorized shares.","talent_readthrough":"Westwood Holdings Group's annual meeting in Dallas approved changes to its stock incentive plan, with no disclosed impact on hiring or roles.","company":"Westwood Holdings Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1165002/000116500226000037/whg-20260430.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 18:45:02"},{"signal_id":"ec9886a966037b90e9403679742d18c9","headline":"Klaviyo, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Amanda Whalen announced her intention to step down as Chief Financial Officer of Klaviyo, Inc., effective August 21, 2026, after which she will transition into an advisory role.","talent_readthrough":"Klaviyo's CFO Amanda Whalen will step down in August 2026, moving to an advisory role. 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The announcement does not disclose hiring plans.","company":"RenaissanceRe Holdings Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/913144/000091314426000070/rnr-20260505.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 19:01:13"},{"signal_id":"ff27edc14a9253b00edc5adf089ee4f0","headline":"Texas Pacific Land Corp 8-K filing (Item 5.02): officer or director change","summary":"Texas Pacific Land Corporation has entered into a Board Representative Agreement with Horizon Kinetics, agreeing to nominate Peter Doyle as a designee for election to the board of directors at the 2026 annual meeting of stockholders.","talent_readthrough":"Texas Pacific Land Corporation nominates Peter Doyle for election to its board of directors, a leadership change effective May 2026.","company":"Texas Pacific Land Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1811074/000181107426000033/tpl-20260505.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 19:01:41"},{"signal_id":"9f05a37ddb681a925a982f20e127a3b1","headline":"Emerson Electric Co. 8-K filing (Item 5.02): officer or director change","summary":"Emerson Electric Co. reported a change in officer or director as per their 8-K filing with the SEC.","talent_readthrough":"A leadership change at Emerson Electric Co. affects executive roles in St. Louis.","company":"Emerson Electric Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/32604/000003260426000034/emr-20260505.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 19:01:56"},{"signal_id":"863853eb761b2ff8570c5a522a692d07","headline":"Viskase Holdings, Inc. 8-K filing: officer or director change","summary":"Peter K. Shea and Randolph C. Read resigned from the Board of Directors of Viskase Holdings, Inc., effective April 29, 2026.","talent_readthrough":"Two executives resigned from the board of Viskase Holdings in Lombard, Illinois. The departures do not signal disagreement with the company's operations or policies.","company":"Viskase Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/727510/000110465926053522/tm2613266d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:02:14"},{"signal_id":"2f1107d778390d83810818fa9186a704","headline":"Occidental Petroleum Corporation 8-K filing: officer or director change","summary":"Occidental Petroleum Corporation reported a change in its leadership team, as detailed in its 8-K filing with the SEC.","talent_readthrough":"Occidental Petroleum Corporation's leadership team sees a change in Houston. The announcement does not specify hiring plans; watch its careers page for executive roles.","company":"Occidental Petroleum Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/797468/000095015726000569/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:03:15"},{"signal_id":"ce6d22c4e4aff4bd32f36fd2150b0e56","headline":"BERKSHIRE HATHAWAY INC  (BRK-A, BRK-B) 8-K filing (Item 5.02): officer or director change","summary":"Berkshire Hathaway Inc reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Berkshire Hathaway Inc has announced a change in its executive leadership. The filing does not disclose any hiring plans.","company":"Berkshire Hathaway Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NE","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1067983/000119312526212148/d74313d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-07","captured_at":"2026-07-28 19:03:28"},{"signal_id":"94e27959f0d04e4546ba5d21c2716fee","headline":"Bionano Genomics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Bionano Genomics, Inc. announced the termination of R. Erik Holmlin, Ph.D. as President and Chief Executive Officer, effective May 5, 2026, and his resignation from the Board of Directors.","talent_readthrough":"Bionano Genomics' CEO departure in San Diego marks a leadership change in pharma and biotech.","company":"Bionano Genomics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411690/000141169026000019/bngo-20260505.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 19:04:11"},{"signal_id":"04d25940bd8da5b21ae76c36260616d6","headline":"Pagaya Technologies Ltd. 8-K filing: officer or director change","summary":"Pagaya Technologies Ltd. announced that Evangelos Perros, Chief Financial Officer, will step down effective June 15, 2026, with Jonathan Dobres, currently Chief Strategy Officer, assuming the role of Chief Financial Officer on that date.","talent_readthrough":"Pagaya Technologies Ltd. sees a CFO transition in New York, with Jonathan Dobres taking over from Evangelos Perros on June 15, 2026.","company":"Pagaya Technologies Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New 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immediate hiring or displacement indicated.","company":"VisionWave Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2038439/000173112226000660/e7601_8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:05:09"},{"signal_id":"234fbb9bbfcb7315c7abd1443226112a","headline":"CROWN CASTLE INC. 8-K filing (Item 5.02): officer or director change","summary":"Crown Castle Inc. reported a change in its officers or directors in an SEC filing dated May 1, 2026.","talent_readthrough":"A leadership change at Crown Castle Inc. affects executive roles in Houston.","company":"Crown Castle Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1051470/000105147026000052/cci-20260501.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:06:13"},{"signal_id":"5fd2edf8726663fe47bd876a30e1250b","headline":"WILLIAMS COMPANIES, INC. 8-K filing (Item 5.02): officer or director change","summary":"The Williams Companies, Inc. announced the Amendment and Restatement of its 2007 Incentive Plan, increasing the number of issuable shares and making other amendments, approved at the 2026 Annual Meeting of Stockholders.","talent_readthrough":"The Williams Companies, Inc. amended its 2007 Incentive Plan, increasing issuable shares and adjusting director equity grants, effective April 28, 2026.","company":"The Williams Companies, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OK","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/107263/000010726326000013/wmb-20260504.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:06:34"},{"signal_id":"9ccba03bbd5eb1ee327749817846643f","headline":"UNITED STATES ANTIMONY CORP 8-K filing (Item 5.02): officer or director change","summary":"United States Antimony Corporation announced the temporary leave of absence of its Chief Financial Officer, Richard Isaak, and the appointment of an interim CFO.","talent_readthrough":"United States Antimony Corporation's CFO takes a leave of absence in Dallas; an interim CFO steps in with no stated impact on hiring.","company":"United States Antimony Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101538/000110465926055951/tm2613688d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 19:06:55"},{"signal_id":"58dd3bcda6933635264aa2aa28473a3e","headline":"Lantheus Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lantheus Holdings, Inc. reported a change in its officers or directors as per its 8-K filing with the SEC, effective April 30, 2026.","talent_readthrough":"Lantheus Holdings has a leadership change in Bedford, Massachusetts, with no disclosed impact on hiring or workforce.","company":"Lantheus Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1521036/000119312526201556/d16067d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:07:14"},{"signal_id":"06b909f75fe46ef29f50242cc1d15ec6","headline":"Worksport Ltd 8-K filing (Item 5.02): officer or director change","summary":"Michael Johnston resigned as Chief Financial Officer, Principal Financial Officer, and Principal Accounting Officer of Worksport Ltd., effective April 30, 2026. The resignation was not due to any disagreement with the company.","talent_readthrough":"Michael Johnston steps down as CFO of Worksport Ltd. in West Seneca, New York. The company plans to transition to an in-house finance function.","company":"Worksport Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["finance"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1096275/000149315226020912/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:07:31"},{"signal_id":"ea269eb21dc2f9bac9a846b2cb473717","headline":"CARVANA CO. 8-K filing (Item 5.02): officer or director change","summary":"Carvana Co. held its 2026 Annual Meeting of Stockholders on May 5, 2026, where stockholders approved the Carvana Co. 2026 Omnibus Incentive Plan.","talent_readthrough":"Carvana's leadership change in Tempe involves the approval of a new incentive plan at the annual meeting.","company":"Carvana Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690820/000169082026000039/cvna-20260505.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 19:07:42"},{"signal_id":"5dae6d425c0fd7040e4bacb9ce98ecc1","headline":"Departure of Amy Howe as Chief Executive Officer of FanDuel","summary":"Amy Howe, Chief Executive Officer of FanDuel Inc., will leave the employment of FanDuel as of May 6, 2026, with Christian Genetski, President of FanDuel, assuming responsibility for leading the FanDuel business.","talent_readthrough":"FanDuel's CEO departs in New York; the president takes over leadership without disclosed changes to executive roles.","company":"Flutter Entertainment plc","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1635327/000119312526209020/d152593d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-06","captured_at":"2026-07-28 19:07:52"},{"signal_id":"88e90d20b0683e709ed71140b633b6ba","headline":"G III APPAREL GROUP LTD /DE/ 8-K filing (Item 5.02): officer or director change","summary":"The Compensation Committee of G-III Apparel Group, Ltd. awarded performance share units to named executive officers based on company performance metrics.","talent_readthrough":"Executive compensation shifts at G-III Apparel Group in New York with performance share units tied to Adjusted EBIT and ROIC.","company":"G-III Apparel Group, Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/821002/000110465926054873/giii-20260430x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:08:04"},{"signal_id":"9db33f33aace0f8634ef2e52879aada8","headline":"Edwards Lifesciences Corp 8-K filing (Item 5.02): officer or director change","summary":"Edwards Lifesciences Corporation announced the appointment of Theodora Mistras as Corporate Vice President, Chief Financial Officer, effective May 29, 2026, succeeding Scott B. Ullem.","talent_readthrough":"Theodora Mistras joins Edwards Lifesciences as CFO in Irvine, succeeding Scott B. Ullem. The announcement does not disclose broader workforce changes.","company":"Edwards Lifesciences Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1099800/000109980026000023/ew-20260502.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:08:15"},{"signal_id":"327dad32e8489b64581a24dd0e49adc3","headline":"Cogent Communications Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Cogent Communications Holdings, Inc. announced changes in its officer or director positions and approved the Third Amended and Restated Cogent Communications Holdings, Inc. 2017 Incentive Award Plan, increasing the number of shares available for issuance and extending the date for awards.","talent_readthrough":"Cogent Communications has updated its incentive award plan, increasing share availability and extending the award period. The announcement does not disclose specific hiring plans.","company":"Cogent Communications Holdings, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1158324/000110465926054817/tm2613224d2_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:09:00"},{"signal_id":"2d23090fc8cdb0c25ee0a659ba8d0ec8","headline":"Sonic Automotive, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Sonic Automotive, Inc. announced the approval of its 2026 Equity Incentive Plan by stockholders at the 2026 annual meeting, effective as of February 11, 2026.","talent_readthrough":"Sonic Automotive's new equity incentive plan takes effect in Charlotte, offering updated compensation structures for its workforce.","company":"Sonic Automotive, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1043509/000162828026029314/sah-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:09:08"},{"signal_id":"61b12450066500fe3d8e1ec14585c1c9","headline":"PodcastOne, Inc. 8-K filing (Item 5.02): officer or director change","summary":"PodcastOne, Inc. appointed Craig Christensen as Interim Chief Financial Officer, Interim Treasurer, and Interim Secretary, effective May 1, 2026, succeeding Ryan Carhart who is leaving to pursue another professional opportunity.","talent_readthrough":"PodcastOne appoints Craig Christensen as interim CFO, treasurer, and secretary, replacing Ryan Carhart who departs for another opportunity.","company":"PodcastOne, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1940177/000121390026050983/ea0288694-8k_podcast.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:09:20"},{"signal_id":"ef01d1efa82d2cb058791492d1f98522","headline":"Intuitive Surgical, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Intuitive Surgical, Inc. announced the approval of the amendment and restatement of its Amended and Restated 2010 Incentive Award Plan, increasing the number of shares reserved for issuance and extending the plan's term.","talent_readthrough":"Intuitive Surgical has amended its incentive award plan, increasing shares for issuance and extending the plan's term. The filing does not disclose hiring plans.","company":"Intuitive Surgical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1035267/000103526726000035/isrg-20260430.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:09:32"},{"signal_id":"76233bff36b932fa2484b9885ae320c3","headline":"Pasithea Therapeutics Corp. Announces Appointment of Chief Medical Officer","summary":"Pasithea Therapeutics Corp. announced the appointment of Kartik Krishnan, M.D., Ph.D. as Chief Medical Officer, effective May 1, 2026. Dr. Krishnan will oversee clinical development and medical strategy.","talent_readthrough":"Pasithea Therapeutics Corp. appoints Kartik Krishnan as Chief Medical Officer in Miami Beach, effective May 1, 2026. 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The announcement does not disclose changes to executive roles or hiring plans.","company":"DBV Technologies S.A.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"FR","hq_city":null,"hq_country":"FR","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1613780/000119312526206315/d150727d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 19:10:39"},{"signal_id":"7b9f5b5ce2da56c172b956e680f02c4e","headline":"Inspire Medical Systems, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Inspire Medical Systems, Inc. reported a change in its officers or directors as per the 8-K filing on April 30, 2026.","talent_readthrough":"Inspire Medical Systems has a leadership change in its executive team, effective April 30, 2026.","company":"Inspire Medical Systems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1609550/000160955026000026/insp-20260430.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 19:11:03"},{"signal_id":"a264954b83c2859db8da64c5bb802945","headline":"iAnthus Capital Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"iAnthus Capital Holdings, Inc. appointed Jason Ware as Chief Financial Officer effective April 29, 2026, replacing Justin Vu who resigned but will continue in a consulting role for up to six weeks.","talent_readthrough":"iAnthus Capital Holdings appoints a new CFO in Toronto, with the outgoing CFO transitioning to a consulting role.","company":"iAnthus Capital Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Toronto","hq_country":"US","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1643154/000119312526204542/ithuf-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 19:11:26"},{"signal_id":"96c922b933a261a61ee7b16e73a845c7","headline":"Arcturus Therapeutics Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"Arcturus Therapeutics Holdings Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at Arcturus Therapeutics in San Diego affects executive roles.","company":"Arcturus Therapeutics Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1768224/000119380526000573/e665435_8k-arct.htm","source_name":"SEC EDGAR","published_date":"2026-05-07","captured_at":"2026-07-28 19:11:37"},{"signal_id":"548e3e2dd31f3c3b8440f4a2cf2fa2e0","headline":"FTC Solar, Inc. 8-K filing (Item 5.02): officer or director change","summary":"FTC Solar, Inc. announced a transition in its President and Chief Executive Officer role on April 29, 2026, as per the SEC filing.","talent_readthrough":"FTC Solar's CEO transition in Austin affects executive roles. The announcement does not disclose hiring plans.","company":"FTC Solar, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"Austin","region":"North America","country":"US","hq_city":"Austin","hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828161/000119312526204973/ftci-20260429.htm","source_name":"SEC EDGAR","published_date":"2026-05-05","captured_at":"2026-07-28 19:12:01"},{"signal_id":"2f0fb249b74e04389edf4bf1f21250b3","headline":"Melinda Lackey Appointed as General Counsel and Senior Vice President of Legal Affairs at Valion Bio, Inc.","summary":"Melinda Lackey was appointed as General Counsel and Senior Vice President of Legal Affairs of Valion Bio, Inc., bringing over 18 years of legal and corporate experience.","talent_readthrough":"Melinda Lackey joins Valion Bio as General Counsel and Senior Vice President of Legal Affairs, adding her extensive legal expertise to the company's leadership.","company":"Valion Bio, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["legal_compliance"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1787740/000168316826003446/valion_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:12:11"},{"signal_id":"143037a8edfc8c7ebce26a433bbf3436","headline":"SunOpta Inc. 8-K filing (Item 5.02): officer or director change","summary":"SunOpta Inc. reported a change in officer or director as per its 8-K filing with the SEC, effective May 1, 2026.","talent_readthrough":"SunOpta Inc. has announced a leadership change, effective May 2026. The announcement does not specify the roles affected.","company":"SunOpta Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"CA","state":"MN","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/351834/000119312526202554/d365148d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:12:31"},{"signal_id":"460f3eb805ba6387c872aba99e6aaa1f","headline":"TechnipFMC plc 8-K filing (Item 5.02): officer or director change","summary":"At TechnipFMC plc's Annual General Meeting of Shareholders held on May 1, 2026, shareholders approved Amendment No. 1 to the TechnipFMC plc 2022 Incentive Award Plan.","talent_readthrough":"TechnipFMC plc's shareholders approved an amendment to the 2022 Incentive Award Plan at the Annual General Meeting. The announcement does not disclose any changes in leadership roles.","company":"TechnipFMC plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1681459/000168145926000027/fti-20260501.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:12:45"},{"signal_id":"48f5c5a3e61202f04fd778fe4441e462","headline":"RRE Ventures Acquisition Corp. 8-K filing (Item 5.02): officer or director change","summary":"RRE Ventures Acquisition Corp. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"An executive leadership change at RRE Ventures Acquisition Corp. in Boca Raton, Florida.","company":"RRE Ventures Acquisition Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2123969/000119312526201578/d77496d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-01","captured_at":"2026-07-28 19:13:15"},{"signal_id":"3c5523f1a65f577c59488080adf1d598","headline":"Power Integrations, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Power Integrations, Inc. appointed Mike Balow as Senior Vice President, Worldwide Sales, effective May 4, 2026.","talent_readthrough":"Power Integrations adds a semiconductor sales veteran to its executive team in San Jose.","company":"Power Integrations, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/833640/000083364026000076/powi-20260504x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-07","captured_at":"2026-07-28 19:13:50"},{"signal_id":"e83ad9e88dd96c748da3871981b69390","headline":"Appointment of Dr. Stuart Essig as President and Chief Executive Officer","summary":"Integra LifeSciences Holdings Corporation announced the appointment of Dr. Stuart M. 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Lauer steps into the COO role at Trex in Winchester, overseeing manufacturing, supply chain, engineering, and R&D.","company":"Trex Company Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["operations","supply_chain","manufacturing","engineering"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069878/000119312526202794/trex-20260504.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:14:35"},{"signal_id":"ed70b92c8311dfa90bfd6ce6a4a5e81a","headline":"Hawkeye Systems, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Hawkeye Systems, Inc. announced the appointment of four new directors to its Board, effective May 4, 2026, following the filing and mailing of an Information Statement on Schedule 14f-1.","talent_readthrough":"Hawkeye Systems adds four directors to its board in Charlotte, a leadership change with no stated impact on hiring or workforce.","company":"Hawkeye Systems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1750777/000168316826003457/hawkeye_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:14:44"},{"signal_id":"1fa39911784fe2ce667345a388fc765f","headline":"Lattice Semiconductor Corporation 8-K filing (Item 5.02): officer or director change","summary":"Lattice Semiconductor Corporation reported a change in its officers or directors in an 8-K filing with the SEC.","talent_readthrough":"Lattice Semiconductor Corporation announces a change in its executive leadership in Hillsboro, Oregon.","company":"Lattice Semiconductor Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/855658/000143774926014654/lscc20260408_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:15:03"},{"signal_id":"7df9f9e9c39e9ec7c45aacdbeb62a9e1","headline":"Allied Gaming & Entertainment Inc. 8-K filing (Item 5.02): officer or director change","summary":"Allied Gaming & Entertainment Inc. has entered into a Share Issuance Agreement with Yundan Xiao, its General Counsel, to grant an equity award addressing a compensation gap and recognizing her contributions.","talent_readthrough":"Allied Gaming's General Counsel receives an equity award to address below-market compensation, signaling a shift in rewards for legal, finance, and executive roles.","company":"Allied Gaming & Entertainment Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":["legal_compliance","finance","executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1708341/000117184326002981/exh_102.htm","source_name":"SEC EDGAR","published_date":"2026-05-04","captured_at":"2026-07-28 19:15:46"},{"signal_id":"356f9f4457fa592a3982eb725055236a","headline":"ADVANCED ENERGY INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Advanced Energy Industries, Inc. reported a leadership change in its 8-K filing, detailing the amendment and restatement of the Amended and Restated 2023 Omnibus Incentive Plan.","talent_readthrough":"Advanced Energy Industries, Inc. has announced a leadership change in Denver, Colorado. The announcement does not specify hiring or displacement plans.","company":"Advanced Energy Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/927003/000110465926057731/tm2612734d2_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:17:46"},{"signal_id":"62d195d117740252e80631eec8bdd399","headline":"VIP Play, Inc. 8-K filing (Item 5.02): officer or director change","summary":"VIP Play, Inc. reported changes in compensatory arrangements for certain officers, including granting stock options under their 2023 Stock Plan.","talent_readthrough":"VIP Play's VP of Operations received stock options. The filing does not disclose hiring plans.","company":"VIP Play, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1832161/000149315226022432/form8-ka.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:17:59"},{"signal_id":"ccd31827e90609a53568dcca11de0bb2","headline":"Officer or director change at Standex International Corporation","summary":"Standex International Corporation announced the promotion of Ademir Sarcevic to Executive Vice President – Corporate and Group President – Electronics, while he continues to serve as Chief Financial Officer until a successor is found.","talent_readthrough":"Ademir Sarcevic's promotion to Executive Vice President – Corporate and Group President – Electronics at Standex International Corporation marks a leadership change with no immediate impact on executive roles outside his own.","company":"Standex International Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/310354/000143774926016900/sxi20260512_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:18:17"},{"signal_id":"5d0283559dd97982ba5198bbe580ab27","headline":"Fidelity National Financial, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Fidelity National Financial, Inc. amended and restated the employment agreement of Michael J. Nolan, setting his annual base salary at $1,100,000 and his annual incentive target at 200% of his annual base salary.","talent_readthrough":"Michael J. Nolan's employment terms were updated, confirming his continued role as CEO with a set salary and incentive structure.","company":"Fidelity National Financial, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1331875/000133187526000046/fnf-20260508.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:19:14"},{"signal_id":"6a66e38f7ecb6a035f706c14abe74117","headline":"TEN Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Randolph Jones stepped down as Chief Executive Officer and Chairman of the Board of TEN Holdings, Inc. effective May 8, 2026, as mutually agreed with the Board of Directors.","talent_readthrough":"The CEO of TEN Holdings, Inc. in Langhorne, PA, has stepped down. 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Salisbury was appointed as Executive Vice President and Chief Financial Officer of Essential Properties Realty Trust, Inc., effective as of January 1, 2026, with an employment agreement effective from May 7, 2026.","talent_readthrough":"Essential Properties Realty Trust appoints a new CFO in Princeton, with an employment agreement set to begin in 2026.","company":"Essential Properties Realty Trust, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1728951/000172895126000032/eprt-20251216.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:20:02"},{"signal_id":"5b19ea5a0ae48ec3b6bcec48481ab398","headline":"European Wax Center, Inc. 8-K filing (Item 5.02): officer or director change","summary":"European Wax Center, Inc. reported a change in its officers or directors in its 8-K filing with the SEC, dated May 8, 2026.","talent_readthrough":"A leadership change at European Wax Center in Plano, Texas, affects executive roles. The announcement does not specify hiring or displacement.","company":"European Wax Center, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1856236/000119312526213462/d137291d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:20:16"},{"signal_id":"b628f11833adfd2222efadbe2ae19559","headline":"BAXTER INTERNATIONAL INC 8-K filing (Item 5.02): officer or director change","summary":"Baxter International Inc. announced the approval of the Baxter International Inc. Executive Severance and Change in Control Plan, effective as of May 4, 2026, superseding the prior severance plan.","talent_readthrough":"Baxter International updates its executive severance and change in control plan, affecting top leadership in Deerfield.","company":"Baxter International Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/10456/000119312526214680/d24051d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:20:57"},{"signal_id":"d68654a156fd244319a75d31d1c1a08a","headline":"Udemy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Udemy, Inc. reported a change in officer or director in its 8-K filing with the SEC, dated May 11, 2026.","talent_readthrough":"Udemy has announced a leadership change in its executive team. The filing does not disclose any hiring plans.","company":"Udemy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":[],"industry":"education","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1607939/000114036126020398/ef20072946_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:21:20"},{"signal_id":"0cfb1ffc80e63cce2da348b9697f9b06","headline":"Ocugen, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Effective May 8, 2026, Huma Qamar, M.D., MPH, CMI, separated from Ocugen, Inc. as its Chief Medical Officer, and Mohamed Genead, M.D., M.Sc., was appointed as Acting/Interim Chief Medical Officer.","talent_readthrough":"Ocugen's Chief Medical Officer role transitions in Malvern, Pennsylvania, with Mohamed Genead stepping in as Acting/Interim Chief Medical Officer.","company":"Ocugen, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1372299/000110465926061241/tm2614578d2_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:22:22"},{"signal_id":"a2796910cbd0efc93710e048d3d6b006","headline":"N-able, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ann Johnson resigned from the Board of Directors of N-able, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"Ann Johnson steps down from the board of N-able, Inc., a public technology company in Burlington, Massachusetts.","company":"N-able, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1834488/000183448826000030/nabl-20260507.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:22:33"},{"signal_id":"5b7c1e4099ffc14a0cf71425b420b3ec","headline":"CAMDEN NATIONAL CORP 8-K filing (Item 5.02): officer or director change","summary":"William H. Martel, Executive Vice President and Chief Technology Officer of Camden National Corporation, announced his retirement, effective July 31, 2026.","talent_readthrough":"William H. Martel, Executive Vice President and Chief Technology Officer, is retiring from Camden National Corporation in Camden, Maine.","company":"Camden National Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"ME","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/750686/000075068626000031/cac-20260511.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:23:12"},{"signal_id":"aaacb2ce0a92cfbf6d2c70f97fd90c52","headline":"WEC ENERGY GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"Gale Klappa completed his service as Chairman of the Board on May 7, 2026, and the Compensation Committee approved the acceleration of the vesting of unvested shares of restricted stock awarded to him.","talent_readthrough":"Gale Klappa steps down as Chairman of WEC Energy Group in Milwaukee, with accelerated vesting of his restricted stock.","company":"WEC ENERGY GROUP, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/783325/000078332526000056/wec-20260504.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:23:21"},{"signal_id":"dbe5e48bc5038ae2976e6675869f9744","headline":"Panamera Holdings Corp 8-K filing (Item 5.02): officer or director change","summary":"T. Benjamin Jennings will no longer serve as Chief Executive Officer of Panamera Holdings Corporation, continuing as Non-Executive Chairman, and Cristopher Proler will no longer serve as President and Board Member, effective April 30, 2026.","talent_readthrough":"Panamera Holdings' CEO and President depart; the board will cover these roles while searching for replacements in Houston.","company":"Panamera Holdings Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1620749/000164033426000844/pnht_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:23:41"},{"signal_id":"979e75e540565895c6a57694fc2e0689","headline":"InfuSystem Holdings, Inc 8-K filing (Item 5.02): officer or director change","summary":"Following the 2026 Annual Meeting of Stockholders of InfuSystem Holdings, Inc., the newly constituted Board of Directors elected Beverly Huss to serve as the Chairman of the Board of Directors.","talent_readthrough":"Beverly Huss is appointed Chairman of the Board at InfuSystem Holdings in Rochester Hills, a leadership change with no immediate hiring or displacement disclosed.","company":"InfuSystem Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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in the sector.","company":"American Cannabis Company, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/945617/000190359626000193/ammj_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:24:41"},{"signal_id":"5aeddf470c19a0776c103fb9d3b09c5f","headline":"VASO Corp 8-K filing (Item 5.02): officer or director change","summary":"Vaso Corporation entered into an agreement with Peter Castle, President of VasoTechnology Inc., for an incentive payment based on achieving specified corporate outcomes.","talent_readthrough":"Peter Castle's incentive agreement at VASO Corporation ties his compensation to strategic outcomes, with no immediate change to executive roles.","company":"VASO Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/839087/000121390026053854/ea0289903-8k_vaso.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:25:00"},{"signal_id":"acdee2dc3a2b206139c1e114b9133996","headline":"Astrana Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Dinesh Kumar, M.D., the Chief Medical Officer of Astrana Health, Inc., notified the Company of his intention to resign, effective as of June 1, 2026.","talent_readthrough":"Astrana Health's Chief Medical Officer resigns in June 2026, with no stated disagreement.","company":"Astrana Health, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1083446/000110465926058922/tm2614260d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:25:20"},{"signal_id":"d9f4edadb59afd592be940d4b346f425","headline":"Basin Electric Power Cooperative 8-K filing (Item 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EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:25:29"},{"signal_id":"9f6cf1c7c7346ed3d4579ff23204a533","headline":"WESTERN ALLIANCE BANCORPORATION  (WAL, WAL-PA) 8-K filing (Item 5.02): officer or director change","summary":"Stephen Curley, Chief Banking Officer for National Business Lines of Western Alliance Bancorporation, resigned to pursue another employment opportunity as Chief Executive Officer within the financial services industry.","talent_readthrough":"Western Alliance Bancorporation's Chief Banking Officer leaves for a CEO role elsewhere in financial services.","company":"Western Alliance Bancorporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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The filing does not disclose a successor.","company":"Terrestrial Energy Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2019804/000110465926057977/tmb-20260505x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:25:55"},{"signal_id":"1b37c7f990a6a47330511dcb01aa8979","headline":"Bruce T. Crawford to resign from Comtech Telecommunications Corp. board","summary":"Bruce T. Crawford has notified Comtech Telecommunications Corp. of his intention to resign from the company's Board of Directors, effective on or about June 15, 2026, due to his appointment as president and CEO of AFCEA International.","talent_readthrough":"Bruce T. Crawford steps down from Comtech's board in Chandler, Arizona, for a CEO role elsewhere; the departure is amicable and planned.","company":"Comtech Telecommunications Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/23197/000002319726000056/cmtl-20260512.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:26:05"},{"signal_id":"9573d167b682227085b9be78a520bc1a","headline":"Hemab Therapeutics Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Laura Tadvalkar, Ph.D., resigned from the board of directors of Hemab Therapeutics Holdings, Inc., effective immediately, with no disagreement cited.","talent_readthrough":"A board member steps down at Hemab Therapeutics in Cambridge, with no stated impact on operations or hiring.","company":"Hemab Therapeutics Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2114044/000119312526216699/d141757d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:26:14"},{"signal_id":"212448f0f198ac2aafc086db97f25333","headline":"GraniteShares Platinum Trust Announces Leadership Change","summary":"Benoit Autier will step down as Chief Accounting Officer of GraniteShares LLC, the Sponsor of GraniteShares Platinum Trust, effective June 1, 2026. Brandon Dall’Acqua has been appointed as the new Chief Accounting Officer.","talent_readthrough":"GraniteShares Platinum Trust sees a leadership change in its finance function, with Brandon Dall’Acqua taking over as Chief Accounting Officer in New York.","company":"GraniteShares Platinum Trust","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690842/000149315226022908/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:26:36"},{"signal_id":"990f7b674e12c4c8729350999867c1fa","headline":"Citizens & Northern Corporation 8-K filing (Item 5.02): officer or director change","summary":"Kelley Cwiklinski, Executive Vice President and Chief Lending Officer – Commercial of Citizens & Northern Bank, announced her retirement effective July 10, 2026.","talent_readthrough":"Kelley Cwiklinski retires from her executive role at Citizens & Northern Bank in Wellsboro, Pennsylvania, effective July 10, 2026.","company":"Citizens & Northern Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/810958/000110465926058386/cznc-20260507x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:27:01"},{"signal_id":"2aa3857e25460ef096d1bf4421b2b4f6","headline":"authID Inc. 8-K filing (Item 5.02): officer or director change","summary":"Shrikrishna Venkataraman resigned from the Board of Directors of authID Inc. for personal reasons, and Kunal Mehta was appointed to the Audit Committee.","talent_readthrough":"authID Inc. sees a board resignation and committee appointment in Denver, with no immediate impact on executive roles.","company":"authID Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1534154/000121390026054574/ea0290170-8k_authid.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:27:09"},{"signal_id":"21db874b6182a0406c5b7d541e319bde","headline":"CADENCE DESIGN SYSTEMS INC 8-K filing (Item 5.02): officer or director change","summary":"Cadence Design Systems, Inc. reports the committee assignment of Dr. Luc Van den hove, whose appointment to the Board of Directors was previously announced, effective January 1, 2026.","talent_readthrough":"Dr. Luc Van den hove joins Cadence's board in San Jose, with committee assignment details now disclosed.","company":"Cadence Design Systems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/813672/000081367226000066/cdns-20251117.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:27:19"},{"signal_id":"2f634cc85a9062dcf24db94801596463","headline":"GBank Financial Holdings Inc. 8-K filing (Item 5.02): officer or director change","summary":"GBank Financial Holdings Inc. designated Olivia M. Caley as the Company's Principal Financial Officer while Jeffery E. Whicker is on a medical leave of absence.","talent_readthrough":"GBank Financial Holdings Inc. in Las Vegas temporarily appoints Olivia M. Caley as Principal Financial Officer during Jeffery E. Whicker's medical leave, affecting finance leadership.","company":"GBank Financial Holdings Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1791145/000119312526219589/gbfh-20260511.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:27:28"},{"signal_id":"a795845e919b0f87f8ee51d88b269e61","headline":"Blue Water Acquisition Corp. IV 8-K filing (Item 5.02): officer or director change","summary":"Laurent Hermouet resigned as a member of the Board of Directors of Blue Water Acquisition Corp. IV, including any and all committee memberships, effective immediately.","talent_readthrough":"Laurent Hermouet steps down from the board of Blue Water Acquisition Corp. IV in Greenwich, Connecticut.","company":"Blue Water Acquisition Corp. IV","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2082847/000149315226023125/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:27:37"},{"signal_id":"f244c51a3cdb5beb4b09f9d6116f414c","headline":"Hall Chadwick Acquisition Corp 8-K filing (Item 5.02): officer or director change","summary":"Chris Dirckze resigned from the board of directors, the compensation committee and the audit committee of Hall Chadwick Acquisition Corp on May 6, 2026.","talent_readthrough":"A board member steps down at Hall Chadwick Acquisition Corp in Singapore.","company":"Hall Chadwick Acquisition Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":"Singapore","hq_country":"SG","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2079013/000182912626004949/hallchadwickacq_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:27:46"},{"signal_id":"62491231b8ebcb24889f41745581b203","headline":"TTM TECHNOLOGIES INC 8-K filing (Item 5.02): officer or director change","summary":"TTM Technologies, Inc. appointed Daniel G. Korte and Ryan D. McCarthy to the Board on January 29, 2026, with an effective date of May 7, 2026, and later assigned them to specific Board committees.","talent_readthrough":"TTM Technologies adds two executives to its board in Santa Ana, effective May 2026, with committee assignments confirmed then.","company":"TTM Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1116942/000119312526214701/d147030d8ka.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:28:17"},{"signal_id":"8cbeb94d7cdeb15688383e6a1e566f79","headline":"GraniteShares Gold Trust 8-K filing (Item 5.02): officer or director change","summary":"Benoit Autier will step down as the Chief Accounting Officer of GraniteShares LLC, the Sponsor of GraniteShares Gold Trust, effective June 1, 2026. Brandon Dall’Acqua has been appointed as the new Chief Accounting Officer on the same date.","talent_readthrough":"GraniteShares Gold Trust sees a leadership change in its finance function, with Brandon Dall’Acqua taking over as Chief Accounting Officer in New York.","company":"GraniteShares Gold Trust","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1690437/000149315226022910/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:28:33"},{"signal_id":"9605d441dd6893581a170c8c099f21b9","headline":"Joseph O. Eppers to Retire from Selective Insurance Group, Inc.","summary":"Joseph O. Eppers notified Selective Insurance Group, Inc. of his intent to retire from his role of Executive Vice President and Chief Investment Officer, effective June 2, 2026.","talent_readthrough":"Joseph O. Eppers, Executive Vice President and Chief Investment Officer, is retiring from Selective Insurance Group in New Jersey. The announcement does not disclose a replacement.","company":"Selective Insurance Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/230557/000110465926061133/tm2614641d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:28:46"},{"signal_id":"bfbd0c8e9e795b282d5c572c35529a65","headline":"VERDE RESOURCES, INC. 8-K filing (Item 5.02): officer or director change","summary":"Verde Resources, Inc. extended the employment terms of its CEO and COO through amendments to their respective employment agreements.","talent_readthrough":"Verde Resources extends the contracts of its CEO and COO in St. Louis, securing leadership continuity with no disclosed changes to headcount.","company":"Verde Resources, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1506929/000149315226022248/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:28:56"},{"signal_id":"69f47adea9989279c9f585b072e6ff96","headline":"MICROSOFT CORP 8-K filing (Item 5.02): officer or director change","summary":"Microsoft Corporation announced the appointment of Carmine Di Sibio to its Board of Directors, effective May 13, 2026. He will serve on the Audit Committee and the Compensation Committee.","talent_readthrough":"Microsoft adds a new director to its board in Redmond, with no immediate change to executive roles.","company":"Microsoft Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/789019/000119312526224155/d125909d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:29:32"},{"signal_id":"d7d6da28e44dcf4439cb45a0ef431901","headline":"Rare Earths Americas, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Rare Earths Americas, Inc. approved the 2026 Management Long-Term Incentive Plan program and specific equity grants for its executive officers, including the CEO, COO, and Chief Accounting Officer.","talent_readthrough":"Rare Earths Americas' executive team in Manchester, Georgia, receives equity grants under a new long-term incentive plan.","company":"Rare Earths Americas, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":"Manchester","region":"Europe","country":"GB","hq_city":"Manchester","hq_country":"GB","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2095743/000119312526218220/rea-20260507.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:29:41"},{"signal_id":"170064fc32f395da6a83aea5a3080574","headline":"AMETEK INC/ 8-K filing (Item 5.02): officer or director change","summary":"Nick L. Stanage was appointed to the Board of Directors of AMETEK, Inc., effective May 7, 2026, to serve as a Class III Director until the 2027 Annual Meeting.","talent_readthrough":"AMETEK appoints Nick L. Stanage to its Board of Directors, effective May 7, 2026. The announcement does not disclose any changes to hiring or workforce.","company":"AMETEK, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1037868/000103786826000151/ame-20260507.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:30:20"},{"signal_id":"ce26a6dc6a343abae9edb397c41f512d","headline":"SHF Holdings, Inc. 8-K filing: officer or director change","summary":"Richard Carleton informed the board of directors of SHF Holdings, Inc. of his decision not to be considered for reelection to the Board at the Company’s 2026 annual meeting of stockholders.","talent_readthrough":"Richard Carleton will not seek reelection to the board of SHF Holdings in Golden, Colorado. The announcement does not disclose plans for his replacement.","company":"SHF Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1854963/000149315226022300/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:30:46"},{"signal_id":"5d0248cac6c455fbd808d12c5e561309","headline":"BankUnited, Inc. 8-K filing (Item 5.02): officer or director change","summary":"BankUnited, Inc. amended and restated a letter agreement with James Mackey, the company's Chief Financial Officer, modifying his change in control retention bonus benefit to a 'double-trigger' severance benefit.","talent_readthrough":"BankUnited's CFO has a new severance agreement effective May 2026. The filing does not disclose hiring plans.","company":"BankUnited, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1504008/000162828026033753/bku-20260511.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:31:08"},{"signal_id":"8445b0380fb931f8fc02b5b25445a6b2","headline":"FiEE, Inc. 8-K filing (Item 5.02): officer or director change","summary":"FiEE, Inc. granted restricted stock units to its Chief Executive Officer and President, Li Wai Chung, and its Chief Financial Officer, Cao Yu, as part of the company's 2025 Equity Incentive Plan.","talent_readthrough":"FiEE's CEO and CFO received equity awards in Osaka. The announcement does not disclose broader hiring plans; watch its careers page for executive roles.","company":"FiEE, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"JP","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467761/000182912626005100/fiee_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-13","captured_at":"2026-07-28 19:31:31"},{"signal_id":"47e21980215609664c6086c3b076d62c","headline":"X1 Capital Inc. 8-K filing (Item 5.02): officer or director change","summary":"X1 Capital Inc. announced the approval of David McMurry as an independent Board Member and the stepping down of Edward Hatfield as a Board Member.","talent_readthrough":"X1 Capital Inc. appoints David McMurry to its board in Fairhope, Alabama, replacing Edward Hatfield. Watch for shifts in investment strategy.","company":"X1 Capital Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1999538/000199953826000002/form8k051026v1.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:31:54"},{"signal_id":"47f410cff2f3bfd410cbe0a9f24fa828","headline":"SOLV Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"SOLV Energy, Inc. reported a change in its officers or directors on May 12, 2026, as per the 8-K filing with the SEC.","talent_readthrough":"SOLV Energy has announced a change in its executive leadership. The filing does not disclose further details about the roles affected.","company":"SOLV Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2065636/000119312526218154/d13275d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:32:27"},{"signal_id":"dd17365ad0940dfc9df1232b052eedd5","headline":"F.N.B. Corporation Announces Retirement of Independent Lead Director","summary":"William B. Campbell, who has been a director of F.N.B. Corporation since 1975, did not stand for re-election and retired from the Board of Directors effective May 6, 2026.","talent_readthrough":"William B. Campbell retires from the board of F.N.B. Corporation in Pittsburgh. The announcement does not disclose plans to replace him.","company":"F.N.B. 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Baker II, President of Vulcan Materials Company, will retire from his position effective July 15, 2026.","talent_readthrough":"Vulcan Materials' president retires in July 2026, a planned succession in the executive team.","company":"Vulcan Materials Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1396009/000114036126020591/ef20072943_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:35:28"},{"signal_id":"c3f7f87373640a0c9e4ac6067c996ab9","headline":"Cardlytics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Nick Lynton, Chief Legal and Privacy Officer of Cardlytics, Inc., notified the company of his intent to resign, effective as of the earlier of the appointment of his successor or the close of business on July 3, 2026.","talent_readthrough":"Nick Lynton steps down as Chief Legal and Privacy Officer in Atlanta. 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Goldberg to fill the vacancy, effective May 11, 2026.","talent_readthrough":"Jeffrey D. 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Lord as Executive Chairman, effective May 4, 2026, resulting in his departure from the Compensation Committee.","talent_readthrough":"Albert L. 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The announcement does not disclose changes to the workforce.","company":"Atmus Filtration Technologies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1921963/000192196326000045/atmu-20260508.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:38:40"},{"signal_id":"2a627d533556f79dca8e00413968b0af","headline":"Xenous Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Jonathan Chan Ye Earn resigned as Chief Executive Officer and Director of Xenous Holdings, Inc., effective May 8, 2026. Mr. Dingwen Zhang was appointed to fill the vacancy on the Board and will serve as Executive Officer and Director.","talent_readthrough":"Xenous Holdings sees a leadership change in Hong Kong as Jonathan Chan steps down and Dingwen Zhang takes over as CEO and Director.","company":"Xenous Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"HK","state":null,"functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1651932/000164033426000840/xito_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:39:48"},{"signal_id":"aaa238e82a254d480b3e0b25c00c02ee","headline":"Fifth Era Acquisition Corp I 8-K filing (Item 5.02): officer or director change","summary":"Christopher Linn resigned as Chief Financial Officer of Fifth Era Acquisition Corp I on May 8, 2026.","talent_readthrough":"The CFO of Fifth Era Acquisition Corp I in the Cayman Islands has resigned. 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Scroggins' participation in the Executive Change in Control and Severance Plan as a Tier 1 Participant.","talent_readthrough":"Allison Transmission's Chief Legal Officer is now a Tier 1 Participant in the severance plan, a change in executive benefits with no stated impact on hiring or roles.","company":"Allison Transmission Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411207/000119312526214675/d29668d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:41:49"},{"signal_id":"a8d120834d91146ad29fb1a9e4bbed84","headline":"Archer-Daniels-Midland Co 8-K filing (Item 5.02): officer or director change","summary":"Archer-Daniels-Midland Company reported a change in its officers or directors in its 8-K filing with the SEC, detailing the approval of an amendment to the 2020 Incentive Compensation Plan.","talent_readthrough":"Archer-Daniels-Midland has a leadership change in its executive team, effective May 7, 2026. 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Tapio, Director, announced her retirement from the Board of Directors of Werner Enterprises, Inc., effective May 12, 2026.","talent_readthrough":"Carmen A. Tapio retires from Werner Enterprises' board in Omaha. 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Jill Hazelbaker, currently Chief Marketing Officer and Senior Vice President, Communications & Public Policy, will assume a new role of President & Chief Corporate Affairs Officer, effective immediately.","talent_readthrough":"Uber's Chief People Officer steps down in San Francisco; the Chief Marketing Officer takes on a broader role including HR and safety operations.","company":"Uber Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["hr_people","executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1543151/000155278126000320/e26247_uber-8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-11","captured_at":"2026-07-28 19:49:54"},{"signal_id":"4ac86ee9f0b980c217a22f955836752c","headline":"US ENERGY CORP 8-K filing (Item 5.02): officer or director change","summary":"Randall Keys ceased to serve as a member of the Board of Directors of U.S. Energy Corp. upon the expiration of his term at the Company’s 2026 Annual Meeting of Stockholders, having previously informed the Company that he would not stand for re-election.","talent_readthrough":"Randall Keys steps down from the board of U.S. Energy Corp. in Houston. The departure was planned and does not reflect any disagreement with the company.","company":"U.S. ENERGY CORP.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101594/000143774926015898/useg20260508_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:50:20"},{"signal_id":"121faeb31de8f5fa7c4aaccf37e56781","headline":"ExlService Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ExlService Holdings, Inc. appointed Bhupender Singh as President and Head of International Growth Markets, effective May 11, 2026.","talent_readthrough":"ExlService Holdings appoints a new President and Head of International Growth Markets, based in London.","company":"ExlService Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"professional_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1297989/000110465926059031/tm2614273d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-12","captured_at":"2026-07-28 19:50:42"},{"signal_id":"f4012a9e911d782ccbcf77c4d35312d4","headline":"Global Business Travel Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Global Business Travel Group, Inc. announced the termination of Mr. John David Thompson, EVP, Chief Technology Officer, effective May 31, 2026. 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The announcement does not specify roles affected.","company":"Newell Brands Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/814453/000119312526221779/d92625d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-13","captured_at":"2026-07-28 19:53:30"},{"signal_id":"aeb18d83c769bbfcc3d0852ce598ed1e","headline":"CarParts.com, Inc. 8-K filing (Item 5.02): officer or director change","summary":"CarParts.com, Inc. held its 2026 Annual Meeting of Stockholders on May 11, 2026, where stockholders approved the 2026 CarParts.com Stock Incentive Plan, reserving 4,700,000 shares of the Company’s common stock for issuance under the plan.","talent_readthrough":"CarParts.com has approved a stock incentive plan reserving 4.7M shares for issuance. 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Farber in that role.","talent_readthrough":"A finance leadership change at Hanover Insurance in Worcester, with no stated impact on headcount.","company":"The Hanover Insurance Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["finance"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/944695/000119312526221636/thg-20260512.htm","source_name":"SEC EDGAR","published_date":"2026-05-13","captured_at":"2026-07-28 19:54:10"},{"signal_id":"5c3919fa103c574583ec53dbe2ffd950","headline":"PLAINS GP HOLDINGS LP 8-K filing (Item 5.02): officer or director change","summary":"Cynthia B. 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Taylor was appointed as an independent member of the Board of Plains All American Pipeline, L.P., also serving on the Compensation Committee and the Health, Safety, Environmental and Sustainability Committee.","talent_readthrough":"Cynthia B. Taylor joins the board of Plains All American Pipeline, L.P. in Houston, bringing over 30 years of energy industry experience.","company":"Plains All American Pipeline, L.P.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070423/000110465926060358/tm2614302d2_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-13","captured_at":"2026-07-28 19:55:17"},{"signal_id":"79f297278a5bb5c289cb279b9ea9bc61","headline":"Signet Jewelers Ltd 8-K filing: Officer or Director Change","summary":"Signet Jewelers Limited appointed Mr. Jeffrey Gennette to the Board of Directors, effective May 6, 2026, and assigned him to the Human Capital Management & Compensation Committee and Finance Committee.","talent_readthrough":"Jeffrey Gennette joins Signet Jewelers' board and committees in Bermuda, effective immediately.","company":"Signet Jewelers Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/832988/000083298826000105/sig-20260506.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:55:29"},{"signal_id":"9f41a625d86df1c1317dd0be292c4805","headline":"MYOMO, INC. 8-K filing (Item 5.02): officer or director change","summary":"Myomo, Inc. appointed Joseph M. 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Lynch and Richard R. Lury notified the Board of Directors of Allegro MicroSystems, Inc. of their decision to not stand for reelection as Class III members of the Board at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Two board members at Allegro MicroSystems in Manchester, New Hampshire, will not stand for reelection at the 2026 Annual Meeting of Stockholders.","company":"Allegro MicroSystems, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Manchester","hq_country":"GB","state":"NH","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/866291/000119312526221635/algm-20260511.htm","source_name":"SEC EDGAR","published_date":"2026-05-13","captured_at":"2026-07-28 19:56:33"},{"signal_id":"b7e538c7daa74373926b27ae642d560d","headline":"Cushman & Wakefield Ltd. 8-K filing (Item 5.02): officer or director change","summary":"Cushman & Wakefield Ltd. shareholders approved the 2026 Omnibus Share and Cash Incentive Plan at the annual general meeting, replacing prior plans.","talent_readthrough":"Cushman & Wakefield executives in Bermuda will see changes in share and cash incentives under the new 2026 Plan.","company":"Cushman & Wakefield Ltd.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":null,"country":null,"hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1628369/000162836926000071/cwk-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:56:54"},{"signal_id":"0b51e0dbbdce0c14216810a1cc5d4ee3","headline":"Fulgent Genetics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Fulgent Genetics, Inc. announced the approval of the 2026 Equity Incentive Plan by its stockholders, replacing the prior plan and authorizing the issuance of new shares of common stock.","talent_readthrough":"Fulgent Genetics has updated its equity incentive plan, affecting compensation structures for its employees.","company":"Fulgent Genetics, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674930/000119312526224147/flgt-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-14","captured_at":"2026-07-28 19:57:05"},{"signal_id":"9b3ab8945eea60424261e74e2308706a","headline":"Promotion of Michael M. 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Collier leads enterprise operations including customer experience, corporate development and mergers and acquisitions, implementations, legal, human resources, partnerships, and business enablement at HealthStream.","company":"HealthStream, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":["hr_people","operations"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1095565/000143774926015956/hstm20260506_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 19:57:12"},{"signal_id":"b126c00fc45cd6417209a618b4489276","headline":"MDU Resources Group Inc 8-K filing (Item 5.02): officer or 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(CTLP, CTLPP) 8-K filing (Item 5.02): officer or director change","summary":"Cantaloupe, Inc. reported a change in officer or director as per its 8-K filing with the SEC, effective May 8, 2026.","talent_readthrough":"Cantaloupe's executive team changes in Troy, Michigan, with no disclosed impact on hiring or roles.","company":"Cantaloupe, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/896429/000114036126020064/ef20072798_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-08","captured_at":"2026-07-28 20:11:45"},{"signal_id":"d54670e1607e89d92f18d2f12962a6e1","headline":"Jennifer Hyman Resigns as CEO and President of Rent the Runway","summary":"Jennifer Hyman resigned as Chief Executive Officer and President of Rent the Runway, Inc., effective May 15, 2026.","talent_readthrough":"Jennifer Hyman steps down as CEO and President of Rent the Runway in Brooklyn. 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Stice stepped down as Executive Chairman of the Board of Directors of Diamondback Energy, Inc. and became non-executive Chairman of the Board, effective as of May 20, 2026.","talent_readthrough":"Travis D. Stice transitions from Executive Chairman to non-executive Chairman at Diamondback Energy, a planned leadership change in Midland.","company":"Diamondback Energy, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1539838/000153983826000090/fang-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:15:02"},{"signal_id":"888be7fa5fb6ffb63c8e35de53f88d5d","headline":"American Water Works Company, Inc. 8-K filing (Item 5.02): officer or director change","summary":"American Water Works Company, Inc. reported a change in its officers or directors and amendments to its 2017 Omnibus Equity Compensation Plan, approved by shareholders at the 2026 Annual Meeting.","talent_readthrough":"Executive roles at American Water Works in Camden are affected by changes in compensatory arrangements, with no disclosed impact on headcount.","company":"American Water Works Company, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1410636/000141063626000094/awk-20260513.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:15:12"},{"signal_id":"3ebb06b15a02d316989c7b774011e3e4","headline":"LAMAR ADVERTISING CO/NEW 8-K filing (Item 5.02): officer or director change","summary":"Lamar Advertising Company's stockholders approved an amendment to the company's 1996 Equity Incentive Plan, increasing the number of shares available for issuance by 2,000,000 shares, effective June 1, 2026.","talent_readthrough":"Lamar Advertising updates its equity incentive plan, affecting compensation for employees in Baton Rouge from June 2026.","company":"Lamar Advertising Company","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":[],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1090425/000119312526230735/d227765d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:15:22"},{"signal_id":"025f5da8b58d9eb318afece582d8eefe","headline":"Eagle Materials Inc 8-K filing (Item 5.02): officer or director change","summary":"William R. 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Otting relinquishing his title and role as Executive Chairman, President, and Chief Executive Officer.","talent_readthrough":"Flagstar Bank's leadership changes in Hicksville affect executive roles as part of long-term strategic planning and succession.","company":"Flagstar Bank, National Association","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910073/000091007326000053/nycb-20260518.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:19:41"},{"signal_id":"3fe69b02849eb0d62e1abc0d10503ebc","headline":"Wendy's Co 8-K filing (Item 5.02): officer or director change","summary":"The Wendy’s Company appointed Robert D. Wright as President and Chief Executive Officer, effective May 21, 2026, with Kenneth Cook continuing as Chief Financial Officer.","talent_readthrough":"Wendy's appoints a new CEO in Dublin, Ohio, with no immediate change to executive roles beyond the leadership transition.","company":"Wendy's Co","pillar":"leadership_change","signal_direction":"neutral","city":"Dublin","region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/30697/000119312526231809/d122885d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:20:10"},{"signal_id":"1f9bef882788fab864e7b81da562b546","headline":"CRH PUBLIC LTD CO 8-K filing (Item 5.02): officer or director change","summary":"CRH public limited company reported an officer or director change in its 8-K filing with the SEC.","talent_readthrough":"A leadership change at CRH in Dublin; the filing does not disclose hiring plans.","company":"CRH public limited company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/849395/000162828026035552/crh-20260511.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:20:55"},{"signal_id":"5d0372db802f60a927ba561c9902519c","headline":"ALTRIA GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"ALTRIA GROUP, INC. reported a change in its officers or directors in an SEC EDGAR filing dated May 13, 2026.","talent_readthrough":"Altria Group has a leadership change in Richmond, Virginia, affecting executive roles.","company":"ALTRIA GROUP, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/764180/000076418026000073/mo-20260513.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:21:05"},{"signal_id":"2f665b23902a577860caa1f7cc339cbc","headline":"Global Innovative Platforms Inc. 8-K filing (Item 5.02): officer or director change","summary":"Global Innovative Platforms Inc. has increased its Board of Directors from one to four members, appointing Elyssa Jacob Campbell, James C. Jones, Anthony (Tony) Porter, and David Mauer effective April 1, 2026.","talent_readthrough":"Global Innovative Platforms Inc. adds three new directors to its board, effective April 2026, expanding its leadership team.","company":"Global Innovative Platforms Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1837774/000137647426000390/gipl_ex99z1.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:22:36"},{"signal_id":"09d31a0628881505b93dfac03a3d75c0","headline":"SolarMax Technology, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Steve Chen resigned as a director of SolarMax Technology, Inc. for health reasons.","talent_readthrough":"Steve Chen has left the board of SolarMax Technology in California. The filing does not disclose any hiring plans.","company":"SolarMax Technology, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1519472/000164033426000928/solarmax_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:23:09"},{"signal_id":"c4cfa42be38bde9b9c0ef37f7a32ad98","headline":"Valuence Merger Corp. I 8-K filing: officer or director change","summary":"Zhe Zhang resigned from the Board of Directors of Valuence Merger Corp. I, effective immediately, with no dispute or disagreement cited.","talent_readthrough":"Zhe Zhang has left the board of Valuence Merger Corp. I in Orinda, CA. The filing does not disclose any impact on hiring or roles.","company":"Valuence Merger Corp. I","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":null,"state":"CA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1892747/000149315226024412/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:23:26"},{"signal_id":"2f653e9cf6afd91841a699d152d2f987","headline":"Allbirds, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Joseph Zwillinger, a director and co-founder of Allbirds, Inc., notified the Board of Directors of his intention to resign from the Board, effective as of May 18, 2026.","talent_readthrough":"Joseph Zwillinger, co-founder and director, steps down from Allbirds' board in San Francisco. The filing does not disclose a successor.","company":"Allbirds, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1653909/000162828026036896/bird-20260518.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:23:41"},{"signal_id":"83e67049cde5fe966ed69bec02252e28","headline":"Hawkins Inc 8-K filing (Item 5.02): officer or director change","summary":"Shirley A. Rozeboom, Vice President – Stauber, was determined to no longer be an 'executive officer' of Hawkins, Inc., effective May 13, 2026, as part of a planned transition related to the realignment of reporting segments.","talent_readthrough":"Shirley A. Rozeboom transitions out of her executive role at Hawkins, Inc. in Roseville, Minnesota, as part of a planned organizational realignment.","company":"Hawkins, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/46250/000004625026000020/hwkn-20260513.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:24:02"},{"signal_id":"8c76a23250b08eb04ce8346cc53ada04","headline":"T-REX Acquisition Corp 8-K filing (Item 5.02): officer or director change","summary":"T-REX Acquisition Corp announced the appointment of Frank Horkey as Chairman of the Board and David McPhail as Chief Executive Officer, alongside the resignations of Matthew Cohen and Katharyn Field from their respective positions.","talent_readthrough":"T-REX Acquisition Corp in Plantation, FL, sees leadership changes with new appointments and resignations at the executive level.","company":"T-REX Acquisition Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1437750/000147793226003224/trex_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:24:15"},{"signal_id":"3b6d96cba749cf8385bd0ceba4f6c07b","headline":"GENCOR INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"Eric Mellen, CFO and Treasurer of Gencor Industries, Inc., has announced his retirement effective June 10, 2026, and the company has begun a search for his replacement.","talent_readthrough":"Gencor Industries seeks a new CFO in Orlando as Eric Mellen retires.","company":"Gencor Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/64472/000119312526232121/d77849d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:24:40"},{"signal_id":"48a187cfa2e629c42d4caab61d9b0df7","headline":"UPBOUND GROUP, INC. 8-K filing (Item 5.02): officer or director change","summary":"Bryan Pechersky, Executive Vice President, General Counsel and Corporate Secretary of Upbound Group, Inc., has resigned, effective June 5, 2026, with no disagreement cited.","talent_readthrough":"Upbound Group's general counsel resigns in Plano; the executive role will need filling.","company":"Upbound Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/933036/000110465926063514/tm2614908d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:24:50"},{"signal_id":"2367523bb7db6359d56accfd706a22bf","headline":"TANDEM DIABETES CARE INC 8-K filing (Item 5.02): officer or director change","summary":"Mark Novara, the Executive Vice President and Chief Commercial Officer of Tandem Diabetes Care, Inc., is being terminated without cause, with his last day of employment scheduled to be May 18, 2026.","talent_readthrough":"Tandem Diabetes Care's EVP and Chief Commercial Officer departs in San Diego; the company's strategy and 2026 goals remain unchanged.","company":"Tandem Diabetes Care, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438133/000143813326000052/tndm-20260511.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:25:11"},{"signal_id":"192f3e8f96887f8c404b376aea12a30a","headline":"Apollo Commercial Real Estate Finance, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Scott S. Prince, a director on the Board of Directors of Apollo Commercial Real Estate Finance, Inc., informed the Company that he will not be standing for re-election to the Board at the Company’s next annual meeting of stockholders.","talent_readthrough":"Scott S. Prince will not stand for re-election to the Board of Apollo Commercial Real Estate Finance, Inc. The announcement does not disclose any impact on roles or operations.","company":"Apollo Commercial Real Estate Finance, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467760/000119312526227261/d147670d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:25:25"},{"signal_id":"bab02737558a86a49180df5eaaa16626","headline":"Destination XL Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Destination XL Group, Inc. notified Harvey S. Kanter, the Company’s President and Chief Executive Officer, that it does not intend to renew his Amended and Restated Employment Agreement, leading to his retirement and termination of employment on August 11, 2026.","talent_readthrough":"Harvey S. Kanter, President and CEO, will retire from Destination XL Group on August 11, 2026, as his employment agreement will not be renewed.","company":"Destination XL Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/813298/000119312526226858/dxlg-20260511.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:26:10"},{"signal_id":"7ab200f8b0e71f94ccb5a49a0da284b9","headline":"Universal Health Services Inc 8-K filing (Item 5.02): officer or director change","summary":"Matthew J. Peterson, Executive Vice President and President, Behavioral Health, submitted his resignation from Universal Health Services, Inc., effective June 19, 2026, to pursue an external career opportunity.","talent_readthrough":"Matthew J. Peterson leaves his executive role at Universal Health Services in King of Prussia, Pennsylvania, effective June 19, 2026.","company":"Universal Health Services, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/352915/000119312526233402/uhs-20260518.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:26:36"},{"signal_id":"7c5e938704d7e722c6af543d91fb5494","headline":"PRICE T ROWE GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"T. Rowe Price Group, Inc. announced the appointment of Eric L. Veiel as President, Co-Head of Global Investments and Chief Investment Officer, effective immediately.","talent_readthrough":"T. Rowe Price Group appoints Eric L. Veiel to executive roles in Baltimore, with no immediate change to the executive team's size.","company":"T. Rowe Price Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1113169/000162828026035912/trow-20260515.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:26:46"},{"signal_id":"66818265ffd17245e552bf7dabab1433","headline":"Tractor Supply Co 8-K filing: officer or director change","summary":"Tractor Supply Company announced the appointment of Sonia Syngal to its Board's Corporate Governance and Nominating Committee, effective immediately.","talent_readthrough":"Sonia Syngal joins Tractor Supply's board committee in Tennessee. The announcement does not disclose any hiring or displacement plans.","company":"Tractor Supply Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/916365/000091636526000034/tsco-20260210.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:27:09"},{"signal_id":"6601d84f2df223ac82349f4cf7b6b76e","headline":"HEARTLAND EXPRESS INC 8-K filing (Item 5.02): officer or director change","summary":"Heartland Express, Inc. announced compensation increases for three named executive officers, effective immediately, and granted equity awards under the Company’s 2021 Restricted Stock Award Plan.","talent_readthrough":"Heartland Express raises compensation for three executives in North Liberty, with immediate effect.","company":"Heartland Express, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"transport_logistics","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799233/000079923326000033/htld-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:27:19"},{"signal_id":"3e8660cab656551017048c40f0c8266e","headline":"PEABODY ENERGY CORP 8-K filing (Item 5.02): officer or director change","summary":"Joe W. Laymon resigned from the Board of Peabody Energy Corporation for personal health reasons, effective immediately, with no disagreement with the company.","talent_readthrough":"Joe W. Laymon steps down from the board of Peabody Energy in St. Louis, leaving his committee roles vacant.","company":"PEABODY ENERGY CORPORATION","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1064728/000106472826000032/btu-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:27:50"},{"signal_id":"6f3ee959c11239b982b12160d8f35597","headline":"LQR House Inc. 8-K filing (Item 5.02): officer or director change","summary":"Kah Loong Randy Yeo resigned from the Board of Directors of LQR House Inc., effective immediately, with no disagreement reported. Hong Chun Yeung and Yuting Luo will assume new roles within the Board's committees.","talent_readthrough":"LQR House Inc. sees a board director resignation and committee role changes in Miami Beach, with no immediate impact on executive roles disclosed.","company":"LQR House Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1843165/000121390026058430/ea0291364-8k_lqr.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:28:21"},{"signal_id":"fdce92e326002798aa5611f79097035b","headline":"Local Bounti Corporation/DE 8-K filing: officer or director change","summary":"Local Bounti Corporation notified Dane Almassy, the Chief Commercial Officer, that his employment ended effective May 14, 2026, with severance benefits specified in his employment agreement.","talent_readthrough":"Local Bounti's Chief Commercial Officer departs in Hamilton, MT. The filing does not disclose plans for a replacement.","company":"Local Bounti Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1840780/000162828026035596/locl-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:28:33"},{"signal_id":"e3a68f99c981ed65efb35a46e7ba064a","headline":"VOLITIONRX LTD 8-K filing (Item 5.02): officer or director change","summary":"Mickie Henshall notified the Board of Directors of VolitionRx Limited of her decision not to stand for re-election to the Board at the Company’s 2026 Annual Meeting of Stockholders.","talent_readthrough":"Mickie Henshall steps down from the board of VolitionRx in Henderson, Nevada, reducing the board size from eight to seven directors.","company":"VolitionRx Limited","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93314/000147793226003241/vnrx_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:28:42"},{"signal_id":"2e4e2f7b4bcf0a2a93c3755cdcdc2c06","headline":"Odysight.ai Inc. 8-K filing (Item 5.02): officer or director change","summary":"Odysight.ai Inc. approved an award to Ronen Tanami of an option to purchase 40,000 shares of common stock of the Company, following his appointment as Chief Operating Officer.","talent_readthrough":"Ronen Tanami, newly appointed COO at Odysight.ai, receives stock options as part of his compensation package.","company":"Odysight.ai Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"IL","hq_city":null,"hq_country":"IL","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1577445/000149315226024819/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:28:52"},{"signal_id":"f3c4f2383a462d518c3bb0a0f071ecb5","headline":"ALAMO GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"Richard H. Raborn, the Executive Vice President of the Vegetation Management Division of Alamo Group Inc., will be retiring from the Company on May 29, 2026. The retirement is not due to any disagreement regarding the Company’s operations, financial reporting, or accounting practices.","talent_readthrough":"Alamo Group's EVP of Vegetation Management retires in Seguin, Texas, with a planned succession and no disclosed hiring or displacement.","company":"Alamo Group Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/897077/000089707726000076/alg-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:29:02"},{"signal_id":"8d9c1c04c8e3a126c5d1f3258f535ca3","headline":"Energy Services of America CORP 8-K filing (Item 5.02): officer or director change","summary":"Energy Services of America Corporation appointed Troy Taylor as Chief Operating Officer on May 20, 2026.","talent_readthrough":"Energy Services of America appoints Troy Taylor as COO, a leadership change in the energy sector.","company":"Energy Services of America Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WV","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1357971/000110465926065181/tm2615351d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:29:36"},{"signal_id":"ddf0a514534cbfc8f075cbb1ecc5d82e","headline":"VIAVI SOLUTIONS INC. 8-K filing (Item 5.02): officer or director change","summary":"Viavi Solutions Inc. announced a rotation of Audit Committee chairpersons, with Donald Colvin stepping down and Joanne Solomon appointed as the new Chair, effective May 12, 2026.","talent_readthrough":"Viavi Solutions Inc. appoints Joanne Solomon as Audit Committee Chair, replacing Donald Colvin, in a planned leadership transition.","company":"Viavi Solutions Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North 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executive roles on an at-will basis after the agreement expires.","talent_readthrough":"Joseph Visconti will transition to at-will status as CEO, Interim CFO, and President of Twin Vee PowerCats in Florida after his employment agreement expires in July 2026.","company":"Twin Vee PowerCats Co.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1855509/000173112226000768/e7663_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:30:08"},{"signal_id":"bc3575ebeafd2dfa2a58c826feeeab5e","headline":"Cingulate Inc.  (CING, CINGW) 8-K filing (Item 5.02): officer or director change","summary":"Jeff Ervin and Jay Roberts, current Class II directors of Cingulate Inc., will not seek re-election at the 2026 Annual Meeting of Stockholders to reduce the Board size to five directors and appoint a new chairman.","talent_readthrough":"Cingulate Inc. in Kansas City will not re-elect two directors at its 2026 Annual Meeting, reducing its board size to five and appointing a new chairman.","company":"Cingulate Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1862150/000149315226024435/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:30:19"},{"signal_id":"7c2e9b2ad3da62c116a510e31d6e1367","headline":"CLEAN HARBORS INC 8-K filing (Item 5.02): officer or director change","summary":"Alan S. McKim, Executive Chairman of the Board of Directors and Chief Technology Officer of CLEAN HARBORS, INC., notified the Board of his intention to retire from the Board and his role as Chief Technology Officer, effective upon the Board’s appointment of a new Chairman.","talent_readthrough":"Alan S. McKim retires as Executive Chairman and CTO of Clean Harbors in Norwell, MA, with a new independent Chairman expected in summer 2026.","company":"CLEAN HARBORS, INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/822818/000082281826000027/clh-20260519.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:30:30"},{"signal_id":"0e9aa8c1ca6217389d60ee6b0e66c738","headline":"White Mountains Insurance Group Ltd 8-K filing (Item 5.02): officer or director change","summary":"Mr. Steven M. Yi did not stand for re-election in 2026 as a director of White Mountains Insurance Group, Ltd. and completed his tenure as a member of the Board of Directors of the Company on May 21, 2026 at the conclusion of his term.","talent_readthrough":"Steven M. Yi steps down from the board of White Mountains Insurance Group in Bermuda. The filing does not disclose a successor or any changes to the company's leadership structure.","company":"White Mountains Insurance Group, Ltd.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":null,"hq_city":null,"hq_country":"US","state":null,"functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/776867/000162828026037284/wtm-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:31:06"},{"signal_id":"53be70ad7b92f70b493c761ce50e67c2","headline":"Modular Medical, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Modular Medical, Inc. awarded stock options to its Chairman, President, Chief Financial Officer, Treasurer, and Chief Operating Officer on May 14, 2026.","talent_readthrough":"Modular Medical's top executives received stock options, a compensation shift for leadership in the healthcare sector.","company":"Modular Medical, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1074871/000121390026059557/ea0291750-8k_modular.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:31:22"},{"signal_id":"f220c58a361c4ff8580df750bd68ad71","headline":"Zai Lab Ltd 8-K filing (Item 5.02): officer or director change","summary":"Zai Lab Ltd reported a change in its officers or directors on May 18, 2026, as per their SEC 8-K filing.","talent_readthrough":"A leadership change at Zai Lab Ltd in Cambridge, MA, effective May 18, 2026. The announcement does not specify roles affected.","company":"Zai Lab Ltd","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1704292/000162828026037387/zlab-20260518.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:31:40"},{"signal_id":"0bead715d6b0d03f65fd0b5d230472ab","headline":"C4 Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mark Mossler will no longer serve as C4 Therapeutics, Inc.'s Chief Accounting Officer, effective May 15, 2026.","talent_readthrough":"Mark Mossler departs as Chief Accounting Officer at C4 Therapeutics in Watertown. The filing does not disclose a successor.","company":"C4 Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1662579/000162828026035542/cccc-20260515.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:32:03"},{"signal_id":"a1dcd4230184e441edc49646a7fa6323","headline":"ASHLAND INC. 8-K filing (Item 5.02): officer or director change","summary":"Ashland Inc. increased its Board size from eight to nine directors and appointed Mr. Bertrand Loy as an independent director, effective May 15, 2026.","talent_readthrough":"Ashland adds an independent director to its board in Wilmington, with no stated impact on hiring or workforce changes.","company":"Ashland Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1674862/000119312526228980/ash-20260515.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:32:30"},{"signal_id":"2adf5b6ec24e70bf1db2869846672c97","headline":"Fennec Pharmaceuticals Inc. 8-K filing (Item 5.02): officer or director change","summary":"Fennec Pharmaceuticals Inc. approved grants of stock options to purchase an aggregate of 50,000 common shares to three new employees under the Company’s 2026 Equity Inducement Plan.","talent_readthrough":"Fennec Pharmaceuticals has granted stock options to three new employees in Research Triangle Park, a comp shift for the pharma and biotech firm.","company":"Fennec Pharmaceuticals Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1211583/000110465926063271/fencf-20260518x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:32:40"},{"signal_id":"700acd639978d6e6eb720c3f7491a8d0","headline":"CEO Transition at Core Molding Technologies, Inc.","summary":"Core Molding Technologies, Inc. announced a transition agreement with David L. Duvall, its President and CEO, effective June 1, 2026, leading to his retirement.","talent_readthrough":"Core Molding Technologies' CEO transitions to a part-time advisory role until December 2027, with no immediate change in executive hiring.","company":"Core Molding Technologies, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1026655/000102665526000033/cmt-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:32:49"},{"signal_id":"f736f78985ad7dc8f0d237b817091f92","headline":"Ivanhoe Electric Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ivanhoe Electric Inc.'s majority-owned subsidiary Cordoba Minerals Corp. entered into a consulting agreement with Quentin Markin for his services as the interim CEO, including a monthly fee of $7,500 and expense reimbursements.","talent_readthrough":"Quentin Markin steps in as interim CEO at Cordoba Minerals under a consulting agreement, with no disclosed changes to the workforce.","company":"Ivanhoe Electric Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AZ","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1879016/000165495426005200/ie_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:33:47"},{"signal_id":"e28f9b10013b8db3a5f46820e8bdbdd9","headline":"ParkerVision, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mr. Lewis Titterton resigned from the Board of Directors of ParkerVision, Inc. due to retirement, and Anthony Bowers was appointed to fill the vacancy.","talent_readthrough":"ParkerVision's board in Jacksonville sees a retirement and a new appointment, with no disclosed impact on operations or hiring.","company":"ParkerVision, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914139/000143774926018061/prkr20260519_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:34:17"},{"signal_id":"c0995d5c94432b3fc87c6f39c834fb77","headline":"MANHATTAN ASSOCIATES INC 8-K filing (Item 5.02): officer or director change","summary":"Manhattan Associates, Inc. has approved the First Amendment to its 2020 Equity Incentive Plan, increasing the number of shares issuable under the Plan by 3,000,000 and extending the term of the Plan to March 20, 2036.","talent_readthrough":"Manhattan Associates has amended its equity incentive plan, increasing share availability and extending the plan's term, affecting compensation for eligible employees.","company":"Manhattan Associates, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"GA","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056696/000119312526232142/manh-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:34:35"},{"signal_id":"c309314c402f9acbf6991f884d60c230","headline":"STERLING INFRASTRUCTURE, INC. 8-K filing (Item 5.02): officer or director change","summary":"Sterling Infrastructure, Inc. has extended the employment of its CEO, Joseph A. Cutillo, through December 31, 2027, and granted him 40,000 restricted stock units.","talent_readthrough":"Sterling Infrastructure's CEO employment is extended through 2027 with a new stock grant, signaling stability in executive leadership.","company":"Sterling Infrastructure, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/874238/000087423826000083/strl-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:34:45"},{"signal_id":"595de67f5ea5b487decc57958b295c5b","headline":"HomeTrust Bancshares, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Robert E. James, Jr. retired as a director of HomeTrust Bancshares, Inc. and HomeTrust Bank effective at the completion of the Company's annual meeting of stockholders held on May 18, 2026.","talent_readthrough":"Robert E. 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The announcement does not disclose hiring plans.","company":"60 Degrees Pharmaceuticals, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1946563/000121390026058495/ea0291366-8k_60degrees.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:35:35"},{"signal_id":"c46cb89a8110e3e5b8844cdfedf49375","headline":"Upstart Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Upstart Holdings, Inc. announced that its Board of Directors elected Tim Wennes to serve as a Class I director on the Board, effective as of May 28, 2026.","talent_readthrough":"Upstart Holdings adds Tim Wennes to its board of directors, effective May 28, 2026.","company":"Upstart Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1647639/000164763926000048/upst-20260519.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:36:07"},{"signal_id":"a3a60798d3a2becdddce285b22cae5b4","headline":"NVR INC 8-K filing (Item 5.02): officer or director change","summary":"NVR, Inc. announced compensatory arrangements for certain executive officers, including the grant of non-qualified stock options, as approved by the Compensation Committee of the Board of Directors on May 14, 2026.","talent_readthrough":"Executive officers at NVR, Inc. received stock options as part of a compensation shift. The awards include time-based and performance-based options, with vesting conditions tied to continued employment and performance metrics.","company":"NVR, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/906163/000090616326000051/nvr-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:36:47"},{"signal_id":"a332bc6ecbae6a342f723ef4d002556d","headline":"FIRST MERCHANTS CORP  (FRME, FRMEP) 8-K filing (Item 5.02): officer or director change","summary":"First Merchants Corporation announced the retirement of Gary Lehman from the Board of Directors and the appointment of Paul Fultz to fill the vacancy, effective May 19, 2026.","talent_readthrough":"First Merchants Corporation's board sees a change with Gary Lehman's retirement and Paul Fultz's appointment in Muncie, Indiana.","company":"First Merchants Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IN","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712534/000071253426000039/frme-20260519.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:37:17"},{"signal_id":"9b5f7a87c2be91567363e5a3a4f1ed38","headline":"Accendra Health, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Accendra Health, Inc. shareholders approved the Amended and Restated 2023 Omnibus Incentive Plan at the 2026 Annual Meeting, amending the Owens & Minor, Inc. 2023 Omnibus Incentive Plan.","talent_readthrough":"Accendra Health's board approved a revised incentive plan for executives in Glen Allen, Virginia, signaling a compensation shift.","company":"Accendra Health, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/75252/000110465926061888/ach-20260514x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:38:07"},{"signal_id":"2b6474bff474145ef9adeb6dd2ae6bb7","headline":"A. 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Environmental Solutions appoints an interim CFO in Frederick, with a search for a permanent executive ongoing.","company":"TOMI Environmental Solutions, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314227/000165495426005091/tomz_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:38:55"},{"signal_id":"657ee8769218dda038ab9fdfb0833209","headline":"Primo Brands Corp 8-K filing (Item 5.02): officer or director change","summary":"Primo Brands Corporation increased its Board size from 10 to 11 directors and appointed Andrea Brimmer to fill the new vacancy, effective May 15, 2026.","talent_readthrough":"Primo Brands Corporation appoints Andrea Brimmer to its Board, effective May 15, 2026, filling a new vacancy created by the Board's expansion.","company":"Primo Brands Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"FL","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2042694/000119312526230783/d154589d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:39:04"},{"signal_id":"6cbc7c4702d9f588560de25e0899dccc","headline":"Lesaka Technologies, Inc. 8-K filing (Item 5.02): officer or director 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2024 Equity and Incentive Compensation Plan, effective May 15, 2026.","company":"Macy’s, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/794367/000079436726000038/n-20260515.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:39:30"},{"signal_id":"8158fb1c505568075a2a4aa5514dfa8b","headline":"Insperity, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Insperity, Inc. announced the approval of the Second Amendment to its Incentive Plan, increasing the number of shares reserved for issuance under the 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20:41:37"},{"signal_id":"e9349e71692ffb6c3166f321f64d936d","headline":"CALERES, INC. 8-K filing (Item 5.02): officer or director change","summary":"CALERES, INC. announced the appointment of Daniel L. Karpel as Chief Financial Officer, effective immediately, following his interim role since January 21, 2026.","talent_readthrough":"Daniel L. 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Loren, Ph.D. notified the board of directors of Cellectar Biosciences, Inc. that he does not intend to stand for reelection as a Class III director at the upcoming 2026 annual meeting of the stockholders of the Company.","talent_readthrough":"A director at Cellectar Biosciences in Florham Park steps down without disagreement; the company enters a consulting agreement with him.","company":"Cellectar Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1279704/000110465926063202/tm2614924d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:41:56"},{"signal_id":"52897c5d49db41867c999b4ec4bac259","headline":"EVEREST GROUP, LTD. 8-K filing (Item 5.02): officer or director change","summary":"Everest Group, Ltd. shareholders approved an amendment to the Everest Group, Ltd. 2020 Stock Incentive Plan, increasing the number of common shares available for delivery by 812,000 shares.","talent_readthrough":"Everest Group, Ltd. has increased equity compensation for certain officers, as approved by shareholders. 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Malcarney will retire from his position as Executive Vice President, General Counsel and Corporate Secretary of Clearway Energy LLC, effective June 1, 2026.","talent_readthrough":"Kevin P. 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The filing does not disclose any immediate hiring plans; watch its careers page for healthcare roles.","company":"Medtronic plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Galway","hq_country":"IE","state":null,"functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1613103/000162828026035959/mdt-20260518.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:42:49"},{"signal_id":"5a031b2340ec4f4e9517bb30cbc5d015","headline":"Ultragenyx Pharmaceutical Inc. 8-K filing (Item 5.02): officer or director change","summary":"Ultragenyx Pharmaceutical Inc. reported a change in its officers or directors as per its 8-K filing with the SEC, detailing the approval of the Third Amended and Restated 2023 Incentive Plan by its stockholders.","talent_readthrough":"Ultragenyx Pharmaceutical's executive team sees a change following the approval of a new incentive plan at its annual meeting.","company":"Ultragenyx Pharmaceutical Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1515673/000119312526228639/rare-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:43:47"},{"signal_id":"3f93c713dcc8a7e569f24c33da3501cf","headline":"Pixelworks, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Pixelworks, Inc. shareholders approved an amendment to the company's stock incentive plan, increasing the maximum number of shares authorized for issuance by 300,000 shares to 2,940,278 shares.","talent_readthrough":"Pixelworks increases stock-based compensation pool for directors, officers, key employees, and consultants in Portland.","company":"Pixelworks, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":[],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1040161/000104016126000036/pxlw-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:44:15"},{"signal_id":"8908f5d2b60bc9730699b34e3261faef","headline":"Bed Bath & Beyond, Inc. 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EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:44:26"},{"signal_id":"4f53ac026db73e2e92dc53eeadb91194","headline":"ACCO Brands Corp 8-K filing (Item 5.02): officer or director change","summary":"ACCO Brands Corporation's stockholders approved the third amendment to the 2022 ACCO Brands Corporation Incentive Plan, increasing the number of shares available for future grants by 4,100,000 shares and eliminating the fungible share counting ratio for new awards.","talent_readthrough":"ACCO Brands Corporation's compensation structure shifts with an increase in shares available for future grants, affecting executive roles.","company":"ACCO Brands Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2115119/000119312526226075/d157723d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:44:43"},{"signal_id":"ea3a8666cd9f643858c773d193d410ea","headline":"Travere Therapeutics, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Travere Therapeutics, Inc. reported a change in its officers or directors in its 8-K filing with the SEC, following its 2026 Annual Meeting of Stockholders.","talent_readthrough":"Travere Therapeutics' executive team changes in San Diego, with no disclosed impact on headcount.","company":"Travere Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438533/000143853326000046/tvtx-20260519.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:44:53"},{"signal_id":"8f3592814ce24bd272ea14d03d8394a6","headline":"James Hardie Industries plc 8-K filing (Item 5.02): officer or director change","summary":"James Hardie Industries plc announced the appointment of Rob Sindel as an independent, Class II director and his appointment to the Company’s Nominating and Governance Committee, effective June 1, 2026, and the resignation of Mr. Persio Lisboa from the Board, effective May 14, 2026.","talent_readthrough":"James Hardie Industries plc in Dublin appoints a new independent director to its board, effective June 2026, following the resignation of another director.","company":"James Hardie Industries plc","pillar":"leadership_change","signal_direction":"neutral","city":"Dublin","region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1159152/000162828026035264/jhx-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:45:18"},{"signal_id":"5894d5e8403c95bfd930e00a5f0ba436","headline":"CITIGROUP INC  (C, C-PN, C-PR) 8-K filing (Item 5.02): officer or director change","summary":"Citigroup Inc. reported a change in its officers or directors as per its 8-K filing with the SEC on May 20, 2026.","talent_readthrough":"Citigroup's executive team changes in New York; the filing does not disclose hiring or displacement plans.","company":"Citigroup Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New 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compensation for employees in Humble, Texas. The changes include more shares and new vesting rules.","company":"Third Coast Bancshares, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1781730/000119312526234576/tcbx-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:45:48"},{"signal_id":"708de2c7c3973198577d4cbab3a75e68","headline":"Alkermes plc. 8-K filing (Item 5.02): officer or director change","summary":"Alkermes plc's shareholders approved amendments to the Alkermes plc 2018 Stock Option and Incentive Plan, increasing the number of the Company’s ordinary shares authorized for issuance thereunder by 5,900,000.","talent_readthrough":"Alkermes plc has amended its stock option and incentive plan, increasing share authorization for issuance, a move that could affect compensation for employees in Ireland.","company":"Alkermes plc","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"Europe","country":"IE","hq_city":"Dublin","hq_country":"IE","state":null,"functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1520262/000119312526232584/alks-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:45:58"},{"signal_id":"e6200524a5a1960fcdc4da832650fd1f","headline":"ConnectOne Bancorp, Inc. 8-K filing (Item 5.02): officer or director change","summary":"ConnectOne Bancorp, Inc. announced the appointment of Ms. Elizabeth Magennis as President of the Registrant, while Mr. Frank Sorrentino continues to serve as Chairman and Chief Executive Officer.","talent_readthrough":"Elizabeth Magennis steps up to President at ConnectOne Bancorp in Englewood Cliffs, with no change to the executive team's size.","company":"ConnectOne Bancorp, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/712771/000143774926017939/cnob20260422c_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:46:08"},{"signal_id":"0b62cf5d3520d5f84de97b724aadffe7","headline":"Reinsurance Group of America, Incorporated 8-K filing (Item 5.02): officer or director change","summary":"On May 20, 2026, Reinsurance Group of America, Incorporated shareholders approved an amendment and restatement of the Company’s Employee Stock Purchase Plan, increasing the number of shares available for purchase.","talent_readthrough":"Reinsurance Group of America has amended its Employee Stock Purchase Plan, effective May 20, 2026. The announcement does not disclose hiring plans.","company":"Reinsurance Group of America, Incorporated","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MO","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/898174/000119312526234445/d136842d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 20:46:33"},{"signal_id":"5e50c39905e4dd02bb96cfb0826e5549","headline":"ProMIS Neurosciences Inc. 8-K filing (Item 5.02): officer or director change","summary":"ProMIS Neurosciences Inc. reported a change in its officers or directors in its 8-K filing, following the approval of the 2025 Plan Amendment at the Annual Meeting of Stockholders.","talent_readthrough":"ProMIS Neurosciences has a leadership change in Toronto. The filing does not disclose hiring plans; watch its careers page for pharma and biotech roles.","company":"ProMIS Neurosciences Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Toronto","hq_country":"US","state":null,"functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1374339/000110465926064545/pmn-20260520x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:46:50"},{"signal_id":"f4ebddfaf7be413e51108d0d9108e0d0","headline":"Quantum X Labs Inc. appoints Yakov Baranes as co-Chief Executive Officer","summary":"Quantum X Labs Inc. has appointed Yakov Baranes as co-Chief Executive Officer, effective May 18, 2026, joining Amihay Hadad who will continue as co-CEO.","talent_readthrough":"Quantum X Labs adds a co-CEO in Israel, with Yakov Baranes joining Amihay Hadad in leading the company's quantum solutions research and development.","company":"Quantum X Labs Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":null,"country":"IL","hq_city":null,"hq_country":"IL","state":null,"functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/797542/000149315226023849/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:47:00"},{"signal_id":"d6b0fa4f75b2b63c51799a4ff72bed01","headline":"Eagle Bancorp Montana, Inc. announces upcoming changes in roles and responsibilities of senior management","summary":"Eagle Bancorp Montana, Inc. announced changes in senior management roles as part of long-term succession planning, including the appointment of P. Darryl Rensmon as President effective June 1, 2026, in anticipation of the future retirement of current President and CEO Laura F. Clark.","talent_readthrough":"Eagle Bancorp Montana appoints a new President in Helena as part of executive succession planning, with no immediate change to the CEO role.","company":"Eagle Bancorp Montana, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1478454/000117184326003509/f8k_051626.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 20:47:10"},{"signal_id":"72358486f9e8388dfba7fb2a56fae607","headline":"Postal Realty Trust, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Postal Realty Trust, Inc. announced the approval of Amendment No. 1 to its 2019 Employee Stock Purchase Plan, increasing the number of shares authorized for issuance by 100,000 shares to 200,000 shares.","talent_readthrough":"Postal Realty Trust enhances its employee stock purchase plan in Cedarhurst, offering more shares to participants.","company":"Postal Realty Trust, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":[],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1759774/000162828026036471/pstl-20260515.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 20:47:19"},{"signal_id":"d4625540e9cf7e4eca44142c7baa2761","headline":"Enphase Energy, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Enphase Energy, Inc. held its 2026 Annual Meeting of Stockholders, where stockholders approved an amendment to the Company’s 2021 Equity Incentive Plan to increase the number of shares reserved for issuance by 2,000,000 shares.","talent_readthrough":"Enphase Energy's stockholders approved an increase in shares reserved for issuance under the 2021 Equity Incentive Plan. The announcement does not disclose any changes in hiring plans.","company":"Enphase Energy, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1463101/000146310126000049/enph-20260513.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 20:47:25"},{"signal_id":"e821e40148b72cb4339e2c5d62c434d1","headline":"NN INC 8-K filing (Item 5.02): officer or director change","summary":"NN, Inc. stockholders approved the Amended and Restated 2022 Omnibus Incentive Plan, increasing the number of shares reserved for issuance by 2,000,000 shares.","talent_readthrough":"NN, Inc. executives in Charlotte gain access to 2M more shares under the amended incentive plan.","company":"NN, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/918541/000091854126000046/nnbr-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:47:44"},{"signal_id":"7b599bbdb99b38817a9360368c9dd608","headline":"Rigel Pharmaceuticals, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Rigel Pharmaceuticals, Inc. announced the approval of an amendment to its 2018 Equity Incentive Plan, adding 500,000 shares to the number of shares of common stock authorized for issuance.","talent_readthrough":"Rigel Pharmaceuticals has amended its equity compensation plan, adding 500,000 shares for issuance. The filing does not disclose hiring plans.","company":"Rigel Pharmaceuticals, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1034842/000103484226000041/rigl-20260514.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:49:05"},{"signal_id":"aa58bcd8252931c3b8d56f7e210b0091","headline":"VERISIGN INC/CA 8-K filing (Item 5.02): officer or director change","summary":"VeriSign, Inc. stockholders approved the Amendment and Restatement of the VeriSign, Inc. 2006 Equity Incentive Plan, extending its termination date to May 21, 2036, and making technical and administrative revisions.","talent_readthrough":"VeriSign updates its equity incentive plan in Reston, extending its term and revising administrative details. 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The announcement does not specify the roles affected.","company":"Stryker Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":[],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/310764/000119312526232643/d51680d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:58:22"},{"signal_id":"0438e992fe56085d7f2cdb751f12bb46","headline":"Philip Morris International Inc. 8-K filing (Item 5.02): officer or director change","summary":"Philip Morris International Inc. reports a change in its officers or directors as per its 8-K filing with the SEC.","talent_readthrough":"Philip Morris International Inc. announces a change in its executive leadership in Stamford, Connecticut.","company":"Philip Morris International Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1413329/000162828026036721/pm-20260518.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 20:58:30"},{"signal_id":"5fd85b147334cba2272261dfd5edce9c","headline":"Knife River Corp 8-K filing (Item 5.02): officer or director change","summary":"Peggy S. Rebstock was appointed as Vice President, Chief Accounting Officer and Controller of Knife River Corporation, effective May 21, 2026.","talent_readthrough":"Peggy S. 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the announcement does not specify hiring or displacement.","company":"HEALTHY EXTRACTS INC.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NV","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1630176/000109690626000819/hyex-20260515_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 21:03:02"},{"signal_id":"8ae958a5c2d1c9ac7886969aa3ca0d22","headline":"NACCO INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"NACCO Industries, Inc. adopted the Amended and Restated Long-Term Executive Compensation Plan on March 1, 2026, as reported in their 8-K filing.","talent_readthrough":"NACCO Industries has updated its executive compensation plan, affecting top leadership roles in Cleveland.","company":"NACCO Industries, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OH","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/789933/000078993326000120/nacco-20260515.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 21:03:18"},{"signal_id":"322c2c7dea46d5d44e6fdde02e3e8046","headline":"Chiron Real Estate Inc. 8-K filing (Item 5.02): officer or director change","summary":"Chiron Real Estate Inc. appointed Charles Fitzgerald to its Board of Directors, increasing the board size from six to seven members, effective May 20, 2026.","talent_readthrough":"Chiron Real Estate adds a director to its board in Bethesda, a neutral change for executive roles.","company":"Chiron Real Estate Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"real_estate_construction","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1533615/000110465926064620/tm2615244d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 21:03:37"},{"signal_id":"10f2812268358bebb99d0afad2be46fc","headline":"Regional Management Corp. 8-K filing (Item 5.02): officer or director change","summary":"Regional Management Corp. approved compensation arrangements for its named executive officers, including grants of performance restricted stock units and restricted stock under the 2024 Long-Term Incentive Plan.","talent_readthrough":"Regional Management Corp. has approved new compensation arrangements for its executive team, including stock awards, effective May 2026.","company":"Regional Management Corp.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"SC","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1519401/000119312526230932/rm-20260513.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 21:04:56"},{"signal_id":"9a7fbdde961c2190b3e42674041d6909","headline":"Retirement of Peter H. 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The filing does not disclose any hiring plans.","company":"AMERICAN TOWER CORP","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Boston","hq_country":"US","state":"MA","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1053507/000105350726000116/amt-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 21:05:56"},{"signal_id":"4269798bf9c7d55614b2f28d59be4ec2","headline":"Research Alliance Corp III 8-K filing (Item 5.02): officer or director change","summary":"Research Alliance Corporation III reported a change in officer or director in its 8-K filing with the SEC, dated May 19, 2026.","talent_readthrough":"Research Alliance Corporation III has a change in executive leadership in New York, as disclosed in the SEC filing.","company":"Research Alliance Corporation III","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2118032/000119312526234382/d128014d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 21:06:24"},{"signal_id":"990d9cbadbf10aec15e6089f7d15901a","headline":"MERIT MEDICAL SYSTEMS INC 8-K filing (Item 5.02): officer or director change","summary":"Merit Medical Systems, Inc. shareholders approved the 2026 Equity Incentive Plan and the 2026 Employee Stock Purchase Plan at the Annual Meeting, with executive officers and directors eligible to participate.","talent_readthrough":"Merit Medical Systems executives in Utah gain new equity and stock purchase options under approved plans.","company":"Merit Medical Systems, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":["executive"],"industry":"healthcare","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/856982/000085698226000030/mmsi-20260513x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 21:06:33"},{"signal_id":"05bc1c130bbb3d89073c924a48a579c0","headline":"Digimarc Corporation Announces Officer or Director Change","summary":"Digimarc Corporation reported a change in its officers or directors as per the SEC EDGAR filing.","talent_readthrough":"A leadership change at Digimarc Corporation affects executive roles in Beaverton, Oregon.","company":"Digimarc Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1438231/000143774926017528/dmrc20260427c_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-18","captured_at":"2026-07-28 21:07:18"},{"signal_id":"238a36450273115830c058fc72dd2425","headline":"FOSTER L B CO 8-K filing (Item 5.02): officer or director change","summary":"L.B. Foster Company announced executive management changes, including the appointment of Mr. William M. Thalman as Executive Vice President and Chief Operating Officer, effective June 1, 2026.","talent_readthrough":"L.B. Foster Company in Pittsburgh appoints a new executive vice president and chief operating officer from within its ranks, effective June 2026.","company":"L.B. 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Smith to serve as Interim Chief Financial Officer, effective May 20, 2026, until the appointment of a permanent CFO or approximately six weeks later.","talent_readthrough":"Portillo’s appoints an interim CFO in Oak Brook, stabilizing the finance function during transition.","company":"Portillo’s Hot Dogs, LLC","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["finance"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1871509/000187150926000037/exhibit101-independentcont.htm","source_name":"SEC EDGAR","published_date":"2026-05-21","captured_at":"2026-07-28 21:08:59"},{"signal_id":"97fb3dfc1e2cae3b13eb9c412bac32b3","headline":"MasterCraft Boat Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"MasterCraft Boat Holdings, Inc. reported a leadership change in its 8-K filing, detailing the completion of transactions under the Merger Agreement.","talent_readthrough":"MasterCraft Boat Holdings has announced a leadership change in Tennessee. The filing does not disclose any immediate hiring plans.","company":"MasterCraft Boat Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TN","functions":[],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1638290/000119312526226778/d123539d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-15","captured_at":"2026-07-28 21:09:08"},{"signal_id":"e6e98fa72f0098f85c139107364110bb","headline":"Gentherm Inc 8-K filing (Item 5.02): officer or director change","summary":"Gentherm Incorporated shareholders approved an amendment to the 2023 Equity Incentive Plan, increasing the maximum number of shares of common stock that may be issued pursuant to awards granted under the plan by 1,700,000.","talent_readthrough":"Gentherm Incorporated has increased the share limit for equity awards, affecting compensation structures for employees.","company":"Gentherm Incorporated","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":[],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/903129/000119312526231132/d90313d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-19","captured_at":"2026-07-28 21:09:58"},{"signal_id":"cf3c97e73ee255ff4c1b729d2cd1323f","headline":"Envirotech Vehicles, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Envirotech Vehicles, Inc. reported a leadership change in its 8-K filing, detailing an Agreement and Plan of Merger with Azio AI Corporation.","talent_readthrough":"Envirotech Vehicles announces a leadership change in Houston, with no disclosed impact on hiring or roles.","company":"Envirotech Vehicles, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1563568/000143774926017874/adom20260520_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-20","captured_at":"2026-07-28 21:10:30"},{"signal_id":"65a0a0cc3ddbe1c1c21094e3bfc45c56","headline":"Radian Group Inc. appoints Michael Weinbach as CEO-Elect","summary":"Radian Group Inc. has appointed Michael Weinbach as CEO-Elect, effective June 1, 2026, with plans for him to assume the role of Chief Executive Officer and join the Board on August 13, 2026, succeeding Richard G. 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Smith joins Core Scientific's board in Dover, adding executive leadership to the Delaware-based technology firm.","company":"Core Scientific, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"DE","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1839341/000183934126000005/core-20260526.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:13:20"},{"signal_id":"7fecd30c021c852310af8fb9b7dafd63","headline":"BLUSKY AI INC. 8-K filing (Item 5.02): officer or director change","summary":"BluSky AI Inc. appointed Theodore P. 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Parent retired from the Board of Directors of Zoetis Inc. effective May 20, 2026, in accordance with the company's director retirement policy.","talent_readthrough":"Louise M. Parent retires from Zoetis's board in Parsippany, NJ, in a planned succession.","company":"Zoetis Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NJ","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1555280/000155528026000029/zts-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:14:22"},{"signal_id":"0f5cca80cab253939765f80dccfc9a8f","headline":"Six Flags Entertainment Corporation appoints Ash Walia as Chief Financial Officer","summary":"Six Flags Entertainment Corporation announced the appointment of Ash Walia as Chief Financial Officer, effective June 17, 2026. Walia previously served as CFO of Hot Topic and 99 Cents Only Stores.","talent_readthrough":"Six Flags appoints a new CFO in Charlotte, bringing in finance leadership from retail and hospitality backgrounds.","company":"Six Flags Entertainment Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NC","functions":["finance"],"industry":"hospitality_travel","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1999001/000119312526242212/d60181d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:14:31"},{"signal_id":"2a1b8d01cb42a14cec63cb7fbebd5be3","headline":"Nakamoto Inc.  (NAKA, NAKAW) 8-K filing (Item 5.02): officer or director change","summary":"Nakamoto Inc. reported a change in its board of directors or certain officers on May 21, 2026, as per its 8-K filing with the SEC.","talent_readthrough":"Nakamoto Inc. in Nashville has a change in its board of directors or certain officers, as disclosed in the SEC filing. 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Roller resigned from the Board of Directors of Pure Cycle Corporation, effective immediately, with no disagreement cited.","talent_readthrough":"Daniel J. Roller steps down from the board of Pure Cycle Corporation in Watkins, Colorado.","company":"Pure Cycle Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CO","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/276720/000110465926066072/pcyo-20260521x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:16:12"},{"signal_id":"2ff3e1f08d62ff01d47bb179646fccb0","headline":"BORGWARNER INC 8-K filing (Item 5.02): officer or director change","summary":"BorgWarner Inc. appointed Stefan Demmerle as Vice President, President and General Manager of Battery Energy Systems, and Chief Technology Officer, effective July 1, 2026.","talent_readthrough":"Stefan Demmerle moves into executive roles at BorgWarner in Michigan, effective July 2026.","company":"BorgWarner Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/908255/000090825526000037/bwa-20260526.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:16:48"},{"signal_id":"1a6ca3b39afa2ac0630b1ccc273e261c","headline":"Provident Financial Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"David S. Weiant has resigned from his position as Senior Vice President and Chief Lending Officer of Provident Savings Bank, F.S.B., effective July 15, 2026, in connection with his retirement. A search for his successor has been initiated.","talent_readthrough":"Provident Financial's chief lending officer retires in Riverside; the bank seeks a successor while current staff cover the role.","company":"Provident Financial Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1010470/000093905726000120/provform8-kres.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:16:57"},{"signal_id":"73f37d5f225f8b65909f7eead8fb97df","headline":"INTUITIVE SURGICAL INC 8-K filing (Item 5.02): officer or director change","summary":"Henry L. Charlton transitions from Chief Commercial and Marketing Officer to Senior Vice President of Global Business Operations, with Taylor Patton succeeding him as Chief Commercial and Marketing Officer.","talent_readthrough":"Intuitive Surgical's executive team in Sunnyvale changes as Henry L. 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The company will fill vacancies according to its bylaws and Oregon law.","company":"Schmitt Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"OR","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/922612/000139834426009932/fp0099099-1_8kixbrl.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:17:25"},{"signal_id":"da5a0b619acdec91d5836ac12855c20a","headline":"General Motors Co 8-K filing (Item 5.02): officer or director change","summary":"Jonathan McNeill, a member of the Board of Directors of General Motors Company, will not stand for reelection and will retire from the Board upon the conclusion of the Company’s 2026 Annual Meeting of Shareholders.","talent_readthrough":"General Motors' board will shrink by one director after Jonathan McNeill retires in Detroit.","company":"General Motors Co","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MI","functions":["executive"],"industry":"automotive","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467858/000119312526239340/d110158d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:17:34"},{"signal_id":"ebd61ae1eda339ba4c1b55ba691fedfe","headline":"EDGEWELL PERSONAL CARE Co 8-K filing (Item 5.02): officer or director change","summary":"Edgewell Personal Care Company announced the departure of Paul R. Hibbert as Chief Supply Chain Officer, effective June 1, 2026, and the appointment of Anthony Freve to the same role.","talent_readthrough":"Edgewell Personal Care Company's Chief Supply Chain Officer role changes hands in June 2026.","company":"Edgewell Personal Care Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1096752/000162828026037995/epc-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:17:52"},{"signal_id":"8464cf1ef2ea3924f8fb0c47c69c5c02","headline":"Silver Bow Mining Corp. 8-K filing (Item 5.02): officer or director change","summary":"Silver Bow Mining Corp. granted stock options to certain named executive officers, including the Chief Financial Officer and the Vice President of Exploration, under the company's 2022 long term incentive plan.","talent_readthrough":"Silver Bow Mining Corp. has granted stock options to its CFO and VP of Exploration, affecting executive compensation in Montana.","company":"Silver Bow Mining Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MT","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/2067674/000153949726001543/n5138_x23-8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:18:10"},{"signal_id":"5376fa4a4e50bda795817add86206ed8","headline":"Beeline Holdings, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Eric Finnsson, a member of the Board of Directors of Beeline Holdings, Inc., notified the Company of his decision to resign from the Board, effective June 30, 2026.","talent_readthrough":"Beeline Holdings' board loses one director in Providence, leaving five.","company":"Beeline Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"RI","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1534708/000149315226025601/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:18:55"},{"signal_id":"4d5268e4eede58916f7cd47e8602607a","headline":"CLOROX CO /DE/ 8-K filing (Item 5.02): officer or director change","summary":"Linda Rendle, Chair of the Board of Directors and CEO of The Clorox Company, has decided to step down for health reasons and will remain in her roles until a new CEO is appointed.","talent_readthrough":"Clorox CEO Linda Rendle steps down for health reasons; the board will search for a successor while she remains in an advisory role.","company":"The Clorox Company","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/21076/000120677426000296/clx4644261-8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:19:05"},{"signal_id":"b839ecf509c44244d364728d593712d0","headline":"Microvast Holdings, Inc. 8-K filing: officer or director change","summary":"Eric N. Garcia ceased to be employed as Chief Accounting Officer of Microvast Holdings, Inc. on May 27, 2026.","talent_readthrough":"Microvast's Chief Accounting Officer departs in Stafford, Texas, with no stated impact on hiring or workforce.","company":"Microvast Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":"$25.0 million","funding_amount_usd":25000000,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1760689/000094787126000585/ss6384648_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:19:38"},{"signal_id":"52dcba3947185a2e65afd4d162057519","headline":"Nuvera Communications, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Nathan D. Knuth resigned from the Board of Directors of Nuvera Communications, Inc. to focus on other professional commitments, with no disagreement with the company.","talent_readthrough":"A director steps down from Nuvera Communications in Minnesota, with no stated impact on roles or operations.","company":"Nuvera Communications, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/71557/000143774926018291/nuvr20260522_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:19:58"},{"signal_id":"8a75f70414cfeb41dd1c21ad324848e2","headline":"UNITED FIRE GROUP INC 8-K filing (Item 5.02): officer or director change","summary":"At the 2026 Annual Meeting of Shareholders of United Fire Group, Inc., shareholders approved amendments to the Non-Employee Director Stock Plan, increasing the number of shares available for future awards and extending the expiration date of the Plan.","talent_readthrough":"United Fire Group's board approved changes to its director stock plan, affecting executive roles. The announcement does not disclose any hiring or displacement plans.","company":"United Fire Group Inc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/101199/000010119926000037/ufcs-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:20:13"},{"signal_id":"78e5353b1a67b9ba4409ad8bddb60ec2","headline":"F&M Bank Corp 8-K filing (Item 5.02): officer or director change","summary":"F&M Bank Corp. approved an amendment to its 2020 Stock Incentive Plan, introducing a new defined term 'Retirement' and granting the Compensation Committee discretionary authority to accelerate the vesting of unvested awards upon a participant's Retirement.","talent_readthrough":"F&M Bank Corp. updates its stock incentive plan in Timberville, Virginia, affecting compensation for employees reaching retirement age with at least five years of service.","company":"F&M Bank Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/740806/000165495426005428/fmbm_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:20:42"},{"signal_id":"26b5ebb6e588cc2c357255b266cba9e5","headline":"MCCORMICK & CO INC  (MKC, MKC-V) 8-K filing (Item 5.02): officer or director change","summary":"McCormick & Co Inc. appointed Cindy Hoots to the Board of the Company, effective June 1, 2026, where she will also join the Audit Committee.","talent_readthrough":"Cindy Hoots joins McCormick's board in Hunt Valley, bringing executive experience from AstraZeneca and Zoom.","company":"McCormick & Co Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/63754/000006375426000232/mkc-20260519.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:21:19"},{"signal_id":"fc9bbf86d7d7e3fbc73c185ed0ad50e4","headline":"Zion Oil & Gas Inc  (ZNOG, ZNOGW) 8-K filing (Item 5.02): officer or director change","summary":"John Brown, Executive Chairman of the Board of Directors of Zion Oil and Gas, Inc., passed away on May 22, 2026, with memorial services to be held on May 28, 2026.","talent_readthrough":"Zion Oil & Gas's executive chairman has passed away; the company's leadership in Texas transitions as it continues its oil and gas mission in Israel.","company":"Zion Oil & Gas, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1131312/000143774926018331/znog20260525_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:21:30"},{"signal_id":"18db6cae3c68e06483d8853b23c22363","headline":"BILL Holdings, Inc. announces executive leadership and organizational updates","summary":"BILL Holdings, Inc. announced the transition of John Rettig to Chief Strategy and Transformation Officer and the departures of Ken Moss and Mary Kay Bowman, effective June 30, 2026, with both continuing in advisory roles through June 30, 2027.","talent_readthrough":"BILL Holdings' CTO and EVP of Payments and Financial Services depart in June 2026, with the President moving to a new strategy role.","company":"BILL Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1786352/000119312526239245/d931634d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:21:40"},{"signal_id":"c621ec24eb3088721d3559496e08e81b","headline":"HOME BANCORP, INC. 8-K filing (Item 5.02): officer or director change","summary":"Home Bancorp, Inc. and Home Bank, N. A. extended the term of existing employment agreements for several executive officers, including John W. Bordelon, to May 20, 2029, and May 20, 2028 for others, with no other changes made to the agreements.","talent_readthrough":"Executive roles at Home Bancorp in Lafayette have extended employment agreements through 2028 and 2029, signaling stability in leadership compensation.","company":"Home Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1436425/000162828026037637/hbcp-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:22:00"},{"signal_id":"7a080a3e2dad3909172b7d59e5e4870b","headline":"Cineverse Corp. 8-K filing (Item 5.02): officer or director change","summary":"Cineverse Corp. announced that Mark Lindsey would transition out of the Chief Financial Officer role effective as of May 10, 2026, with a separation letter and consulting agreement in place.","talent_readthrough":"Mark Lindsey transitions out of the CFO role at Cineverse Corp. in New York. The announcement does not indicate any broader workforce changes.","company":"Cineverse Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1173204/000119312526245350/cnvs-20260528.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:22:16"},{"signal_id":"e8fc99f761a62d26cff774acf89f853c","headline":"Marathon Bancorp, Inc. /MD/ 8-K filing (Item 5.02): officer or director change","summary":"Marathon Bancorp, Inc. stockholders approved the 2026 Equity Incentive Plan, which provides for the grant of stock-based awards to officers, employees, and directors.","talent_readthrough":"Marathon Bancorp introduces stock-based awards for officers, employees, and directors, effective May 2026.","company":"Marathon Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"WI","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1835385/000094337426000217/form8k_052826.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:22:39"},{"signal_id":"0ef789d2553ab8bf94b9f5010c310d16","headline":"NorthEast Community Bancorp, Inc./MD/ 8-K filing (Item 5.02): officer or director change","summary":"NorthEast Community Bancorp, Inc. stockholders approved the 2026 Equity Incentive Plan, as detailed in the company's proxy statement.","talent_readthrough":"Executives at NorthEast Community Bancorp in White Plains gain new equity incentives under the approved 2026 plan.","company":"NorthEast Community Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1847398/000110465926066282/tm2615655d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:22:48"},{"signal_id":"fd258e2cae2bdb016f2b7752169ac434","headline":"LENNOX INTERNATIONAL INC 8-K filing (Item 5.02): officer or director change","summary":"Sivasankaran Somasundaram resigned from the Board of Directors of Lennox International Inc., effective immediately, due to other professional responsibilities and time commitments. The Board size was reduced from nine to eight members.","talent_readthrough":"A board member has resigned at Lennox International, reducing the board size from nine to eight. The announcement does not indicate any broader workforce changes.","company":"Lennox International Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1069202/000106920226000076/lii-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:23:05"},{"signal_id":"db661f682ddfc37e23481dd3ce445afc","headline":"Integral Technologies Inc. 8-K filing (Item 5.02): officer or director change","summary":"Integral Technologies Inc. appointed Michael Pruitt to serve as a member of the Board of Directors.","talent_readthrough":"Integral Technologies adds a board member in Evansville, with no immediate change to executive roles.","company":"Integral Technologies Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1018281/000143774926018590/itkg20260527_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:23:46"},{"signal_id":"e4814446ed93041ba3ebf6bb5ed8a02a","headline":"FULTON FINANCIAL CORP  (FULT, FULTP) 8-K filing (Item 5.02): officer or director change","summary":"George K. 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21:26:52"},{"signal_id":"7297f143f329b6e2f63d6c36799ceceb","headline":"NEUROCRINE BIOSCIENCES INC 8-K filing (Item 5.02): officer or director change","summary":"Neurocrine Biosciences, Inc. reported a change in its officers or directors in its 8-K filing with the SEC, detailing the departure and appointment of certain officers and compensatory arrangements.","talent_readthrough":"Neurocrine Biosciences has announced changes in its executive leadership. The filing does not disclose specific hiring plans; monitor the company's announcements for updates.","company":"Neurocrine Biosciences, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/914475/000091447526000029/nbix-20260527.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:27:05"},{"signal_id":"ab95b937b1fa656a2fb6f548057a1518","headline":"EnerSys 8-K filing (Item 5.02): officer or director change","summary":"EnerSys announced a segment realignment effective May 28, 2026, resulting in changes to executive titles for Keith D. 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21:28:19"},{"signal_id":"aaf26e7b5b14d9355ee7e9dd8b6a28d0","headline":"Laureate Education, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Laureate Education, Inc. held its 2026 Annual Meeting of Stockholders on May 21, 2026, where stockholders approved the 2026 Long-Term Incentive Plan, authorizing the Compensation Committee to grant incentive compensation to directors, officers, employees, consultants, and advisors.","talent_readthrough":"Laureate Education's board approved a long-term incentive plan for executives and others, effective May 2026.","company":"Laureate Education, Inc.","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North 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executive officers in Eagan, Minnesota, gain severance benefits under a new plan effective June 2026.","company":"Solventum Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1964738/000196473826000031/solv-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:28:57"},{"signal_id":"5c3ab0d5b5ab5b3ab6f4636b69f4673e","headline":"Xerox Holdings Corp  (XRX, XRXDW) 8-K filing (Item 5.02): officer or director change","summary":"Xerox Holdings Corporation shareholders approved an amendment to the 2024 Equity and Performance 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21:29:30"},{"signal_id":"0c02437beed3071e32bd70dbfd0bcbf4","headline":"Red River Bancshares Inc 8-K filing (Item 5.02): officer or director change","summary":"Red River Bancshares, Inc. appointed A. Peyton Bush, IV and R. 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shareholder approval of incentive plan amendments.","company":"LyondellBasell Industries N.V.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"Europe","country":"NL","hq_city":"Rotterdam","hq_country":"NL","state":null,"functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1489393/000148939326000034/lyb-20260522.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:38:01"},{"signal_id":"5f2681c0e6889023e94a747b483d9509","headline":"PRECISION BIOSCIENCES INC 8-K filing (Item 5.02): officer or director change","summary":"Precision BioSciences, Inc. held its annual meeting of stockholders where the amendment and restatement of the 2019 Incentive Award 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Royalty Corporation convened its 2026 Annual Meeting of Stockholders, marking a leadership change as reported in the 8-K filing.","talent_readthrough":"XOMA Royalty Corp's executive team changes at the 2026 Annual Meeting in Emeryville, with no disclosed impact on headcount.","company":"XOMA Royalty Corp","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/791908/000119312526235401/d143329d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:38:19"},{"signal_id":"0f6ef9cb6ad7ff845ba2da3dc820f7f0","headline":"Wendy's Co 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21:38:29"},{"signal_id":"1a2e8bc728fb1aaa5ec7fa41881d4f2f","headline":"First Northwest Bancorp 8-K filing (Item 5.02): officer or director change","summary":"First Northwest Bancorp shareholders approved the Amended and Restated 2020 Equity Incentive Plan, increasing the number of shares available for issuance from 520,000 to 820,000.","talent_readthrough":"First Northwest Bancorp updates its equity incentive plan, increasing available shares for compensation in Port Angeles.","company":"First Northwest Bancorp","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North 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The announcement does not disclose any broader workforce changes.","company":"Allogene Therapeutics, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737287/000119312526245484/d65280d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:38:56"},{"signal_id":"496529952d0cc7b893da1be74e409466","headline":"Customers Bancorp, Inc. 8-K filing: officer or director change","summary":"Customers Bancorp, Inc. shareholders approved an amendment to the Company’s 2019 Stock Incentive Plan, increasing the total number of shares authorized under that plan by 750,000 and raising the limit on non-employee Director compensation.","talent_readthrough":"Customers Bancorp has amended its stock incentive plan to increase share authorization and non-employee Director compensation limits. The filing does not disclose hiring plans.","company":"Customers Bancorp, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1488813/000148881326000073/cubi-20260526.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:39:02"},{"signal_id":"535f40d0441a3138472c919864e2c6f5","headline":"Karyopharm Therapeutics Inc. 8-K filing (Item 5.02): officer or director change","summary":"Karyopharm Therapeutics Inc. stockholders approved an amendment to the 2022 Equity Incentive Plan, increasing the number of shares available for issuance by 3,000,000 shares.","talent_readthrough":"Karyopharm Therapeutics Inc. has amended its 2022 Equity Incentive Plan, increasing the number of shares available for issuance. The announcement does not disclose specific impacts on roles or hiring plans.","company":"Karyopharm Therapeutics Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1503802/000150380226000027/kpti-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:39:10"},{"signal_id":"c03bb6e608ce93569a6125bdb7c4d17e","headline":"Investar Holding Corp 8-K filing (Item 5.02): officer or director change","summary":"Investar Holding Corporation's shareholders approved the Second Amended and Restated Investar Holding Corporation 2017 Long-Term Incentive Compensation Plan, aimed at motivating high performance and aligning employees' and directors' interests with stockholders.","talent_readthrough":"Investar Holding Corporation in Baton Rouge has updated its long-term incentive compensation plan for employees and directors, aligning their interests with stockholders.","company":"Investar Holding Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1602658/000143774926018275/istr20260515c_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:39:19"},{"signal_id":"4e1f8fabd0e98a8b69c45125252999dd","headline":"SPORTSMAN'S WAREHOUSE HOLDINGS, INC. 8-K filing (Item 5.02): officer or director change","summary":"Sportsman's Warehouse Holdings, Inc. reported a change in its Board of Directors and amendments to its 2019 Performance Incentive Plan, approved by stockholders at the 2026 annual meeting.","talent_readthrough":"Sportsman's Warehouse Holdings, Inc. has updated its Board of Directors and amended its 2019 Performance Incentive Plan, with no disclosed impact on hiring or workforce.","company":"Sportsman's Warehouse Holdings, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"UT","functions":[],"industry":"retail_ecommerce","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1132105/000119312526245199/spwh-20260527.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:39:31"},{"signal_id":"10aeb4170f2db67a32495bf1ce420e08","headline":"Lumen Technologies, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lumen Technologies, Inc. shareholders approved the Amended and Restated 2024 Equity Incentive Plan, increasing the number of shares of the Company’s common stock that may be issued under the plan by an additional 45,600,000 shares.","talent_readthrough":"Lumen Technologies has increased its equity incentive plan by 45.6 million shares, signaling a compensation shift for employees in Monroe.","company":"Lumen Technologies, Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"LA","functions":[],"industry":"telecom","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/18926/000119312526240338/d115129d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:39:55"},{"signal_id":"0c219cee3e37674e85787d10016823b7","headline":"First Busey Corporation 8-K filing: officer or director change","summary":"First Busey Corporation's stockholders approved the Second Amended 2020 Equity Incentive Plan at the 2026 Annual Meeting of Stockholders.","talent_readthrough":"First Busey Corporation updated its equity incentive plan. The filing does not disclose hiring plans.","company":"First Busey Corporation","pillar":"rewards_comp","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"KS","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/314489/000031448926000036/buse-20260520.htm","source_name":"SEC EDGAR","published_date":"2026-05-22","captured_at":"2026-07-28 21:40:03"},{"signal_id":"6398ed2989ca8248f132df64fb50fb60","headline":"Sleep Number Corp 8-K filing (Item 5.02): officer or director change","summary":"Sleep Number Corporation's shareholders approved an amendment to the Company's 2020 Equity Incentive Plan to increase the number of shares reserved for issuance thereunder by 750,000 shares.","talent_readthrough":"Sleep Number Corporation has amended its 2020 Equity Incentive Plan to increase share reserves, signaling a compensation shift for certain officers.","company":"Sleep Number Corporation","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MN","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/827187/000082718726000045/snbr-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:40:10"},{"signal_id":"ce544d5c035f3cc71086d88012b4c4c5","headline":"Lincoln International, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Lincoln International, Inc. reported a change in officer or director in its 8-K filing with the SEC.","talent_readthrough":"Lincoln International has a leadership change in Chicago. The filing does not disclose hiring plans.","company":"Lincoln International, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1925283/000162828026038219/lincolninternational-closi.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:40:25"},{"signal_id":"a730dccc9f6373a0002b3cce21b6aea1","headline":"MEDIFAST INC 8-K filing (Item 5.02): officer or director change","summary":"Medifast, Inc. stockholders approved an amendment to the Amended and Restated 2012 Share Incentive Plan to increase the number of shares authorized for issuance by 250,000 shares, effective immediately upon approval at the 2026 annual meeting.","talent_readthrough":"Medifast's stockholders approved a 250,000-share increase in its incentive plan, signaling a compensation shift for executives in Baltimore.","company":"MEDIFAST, INC.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"MD","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/910329/000162828026038109/med-20260519.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:40:32"},{"signal_id":"7746ee72461873f9585968ab10f9b293","headline":"PEOPLES FINANCIAL SERVICES CORP. 8-K filing (Item 5.02): officer or director change","summary":"Peoples Financial Services Corp. shareholders approved an amendment to the 2023 Equity Incentive Plan to increase the number of shares of the company's common stock that may be issued under the Plan.","talent_readthrough":"Peoples Financial Services Corp. has amended its equity incentive plan to issue more shares, affecting compensation for eligible employees in Moosic.","company":"Peoples Financial Services Corp.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1056943/000110465926066622/tm2615664d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:40:39"},{"signal_id":"7222b644b90545dacb21beaa5daad411","headline":"KEMPER Corp  (KMPB, KMPR) 8-K filing (Item 5.02): officer or director change","summary":"Kemper Corporation appointed Stephen J. McAnena as President and Chief Executive Officer and as a member of the Board, effective June 1, 2026.","talent_readthrough":"Stephen J. 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Glassman, President and Chief Executive Officer of Leggett & Platt Incorporated, delivered a notice of termination of the Aircraft Time Sharing Agreement, effective May 30, 2026.","talent_readthrough":"Karl G. Glassman, CEO of Leggett & Platt, terminates the Aircraft Time Sharing Agreement. 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Kabbash did not stand for re-election at the annual meeting of stockholders held on May 21, 2026, ending their terms on the Board of Directors of Primis Financial Corp. and Primis Bank.","talent_readthrough":"Two directors depart from Primis Financial Corp.'s board in McLean, Virginia, effective May 21, 2026.","company":"Primis Financial Corp.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"VA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1325670/000110465926067031/tm2615814d1_8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:42:05"},{"signal_id":"08cf17933e65d1f1a53fbf7cc530587b","headline":"Groupon, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Groupon, Inc. announces a restructuring plan including a reduction of up to 400 positions globally, with most reductions expected by the end of the third quarter 2026.","talent_readthrough":"Groupon cuts up to 400 roles globally, mostly by Q3 2026, as it restructures to focus on AI.","company":"Groupon, Inc.","pillar":"company_development","signal_direction":"displacement","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"IL","functions":[],"industry":"retail_ecommerce","headcount":400,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1490281/000149028126000013/grpn-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:42:25"},{"signal_id":"f16c68dcd3c050e54fb243ca86891fb7","headline":"DROPBOX, INC. 8-K filing (Item 5.02): officer or director change","summary":"Dropbox, Inc. appointed Ashraf Alkarmi as Co-Chief Executive Officer and as a member of the Board, effective May 26, 2026, with Andrew Houston remaining as Co-Chief Executive Officer for a transition period before moving into the role of Executive Chairman.","talent_readthrough":"Dropbox adds a co-CEO in San Francisco, with no immediate change to executive roles announced.","company":"Dropbox, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"San Francisco","region":"North America","country":"US","hq_city":"San Francisco","hq_country":"US","state":"CA","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1467623/000146762326000034/dbx-20260521.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:42:34"},{"signal_id":"cac313a942339edc175868be852cb282","headline":"NL INDUSTRIES INC 8-K filing (Item 5.02): officer or director change","summary":"NL Industries, Inc. reported a change in its officer or director as per its 8-K filing with the SEC, indicating a leadership change within the company.","talent_readthrough":"NL Industries has a leadership change in Dallas, with no disclosed impact on hiring or roles.","company":"NL Industries, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/72162/000007216226000034/nl-20260519x8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-26","captured_at":"2026-07-28 21:42:52"},{"signal_id":"33028e857cc24d47764203193665faf8","headline":"BuzzFeed, Inc.  (BZFD, BZFDW) 8-K filing (Item 5.02): officer or director change","summary":"BuzzFeed, Inc. reported an officer or director change in its 8-K filing with the SEC, dated May 22, 2026.","talent_readthrough":"BuzzFeed's executive team changes in New York; the filing does not disclose hiring or displacement plans.","company":"BuzzFeed, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"media_entertainment","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1828972/000182897226000078/bzfd-20260522.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:43:10"},{"signal_id":"ea90885ed897f400df68d0fd8ba09af5","headline":"Vishay Precision Group, Inc. 8-K filing (Item 5.02): officer or director change","summary":"William M. Clancy, the Executive Vice President and Chief Financial Officer of Vishay Precision Group, Inc., notified the Company of his retirement and the related resignation of his employment with the Company, effective December 31, 2026.","talent_readthrough":"Vishay Precision Group's CFO retires in December 2026, with a transition agreement ensuring salary continuation and benefits through June 2028.","company":"Vishay Precision Group, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"manufacturing","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1487952/000143774926018276/vpg20260522_8k.htm","source_name":"SEC 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Pennsylvania, will receive long-term incentive awards under the newly approved 2026 Equity Compensation Plan.","company":"Radian Group Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"PA","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/890926/000119312526241992/d126234d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-27","captured_at":"2026-07-28 21:45:14"},{"signal_id":"9086ad6dc6aab32318e78017462f2e5f","headline":"PBF Energy Inc. 8-K filing (Item 5.02): officer or director change","summary":"PBF Energy Inc. has filed an 8-K form with the SEC, indicating a change in its officers or directors.","talent_readthrough":"PBF Energy Inc. has announced a change in its executive leadership, as disclosed in its SEC filing.","company":"PBF Energy Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":null,"functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1534504/000119312526245390/d16410dex41.htm","source_name":"SEC EDGAR","published_date":"2026-05-28","captured_at":"2026-07-28 21:45:23"},{"signal_id":"7d07bd5f8a8b8032145c4fbc866a05ea","headline":"ACADIA PHARMACEUTICALS INC 8-K filing (Item 5.02): officer or director change","summary":"Acadia Pharmaceuticals Inc. held its 2026 Annual Meeting of Stockholders, where stockholders approved an amendment to the Company’s 2024 Equity Incentive Plan to increase the aggregate number of shares of common stock authorized for issuance under the Plan by 5,209,670 shares.","talent_readthrough":"Acadia Pharmaceuticals in San Diego amended its equity incentive plan, increasing shares for issuance, a move affecting compensation structures.","company":"Acadia Pharmaceuticals Inc.","pillar":"rewards_comp","signal_direction":"comp_shift","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1070494/000119312526248242/d140910d8k.htm","source_name":"SEC 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Inc. 8-K filing (Item 5.02): officer or director change","summary":"On May 29, 2026, several individuals including Henry R. Kravis and George R. Roberts were elected to the Board of Directors of KKR & Co. Inc.","talent_readthrough":"KKR's board adds new directors in New York, a leadership change with no stated impact on hiring or roles.","company":"KKR & Co. 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The filing does not disclose any hiring or displacement plans.","company":"Ellington Financial Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CT","functions":[],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1411342/000162828026039181/efc-20260528.htm","source_name":"SEC EDGAR","published_date":"2026-05-29","captured_at":"2026-07-28 21:46:37"},{"signal_id":"c2fab38e3fcc3fc9063f57d6c1b04062","headline":"SkyAI, Inc. 8-K filing (Item 5.02): officer or director change","summary":"SkyAI, Inc. appointed Arthur Levine as the Chief Financial Officer, effective immediately, as reported in their 8-K filing.","talent_readthrough":"Arthur Levine is now CFO at SkyAI in Melville, a change in executive leadership with no stated impact on hiring.","company":"SkyAI, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"NY","functions":["executive"],"industry":"technology","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1737995/000149315226026381/form8-k.htm","source_name":"SEC EDGAR","published_date":"2026-05-29","captured_at":"2026-07-28 21:46:47"},{"signal_id":"d00951f140774d73a7d4660cd44ca828","headline":"AMERICAS CARMART INC 8-K filing (Item 5.02): officer or director change","summary":"America’s Car-Mart, Inc. announced the appointment of Adam Paul as an independent director and Chair of the Special Committee to oversee the company’s review of strategic alternatives.","talent_readthrough":"America’s Car-Mart appoints Adam Paul as an independent director and Chair of the Special Committee, focusing on strategic alternatives.","company":"America’s Car-Mart, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"AR","functions":[],"industry":null,"headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/799850/000117184326003809/f8k_052926.htm","source_name":"SEC EDGAR","published_date":"2026-05-29","captured_at":"2026-07-28 21:46:57"},{"signal_id":"2162f7e53eb6c94c886b54084d408c9c","headline":"Mission Produce, Inc. 8-K filing (Item 5.02): officer or director change","summary":"Mission Produce, Inc. reported a change in its officers or directors in an 8-K filing with the SEC, effective May 28, 2026.","talent_readthrough":"Mission Produce's executive team changes in Oxnard, with no disclosed impact on hiring or workforce.","company":"Mission Produce, Inc.","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"CA","functions":["executive"],"industry":"food_beverage","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1802974/000119312526246175/d227819d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-29","captured_at":"2026-07-28 21:47:22"},{"signal_id":"c70c143af71ebdd73a64ae834e68b9ea","headline":"CHEVRON CORP 8-K filing (Item 5.02): officer or director change","summary":"R. Hewitt Pate notified the Board of Directors of Chevron Corporation of his decision to resign as Chief Legal Officer, effective December 31, 2026, in connection with his expected retirement in June 2027.","talent_readthrough":"Chevron's Chief Legal Officer will step down in December 2026, with a transition period through his retirement in June 2027.","company":"Chevron Corporation","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":null,"hq_country":"US","state":"TX","functions":["executive"],"industry":"energy_utilities","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/93410/000009341026000123/cvx-20260527.htm","source_name":"SEC EDGAR","published_date":"2026-05-29","captured_at":"2026-07-28 21:48:00"},{"signal_id":"fbe3d0e9969f16a22b96b66dbf08481e","headline":"Morgan Stanley Direct Lending Fund 8-K filing (Item 5.02): officer or director change","summary":"Jonathan Frohlinger resigned as Principal Accounting Officer of Morgan Stanley Direct Lending Fund, effective May 26, 2026, with no disagreement cited.","talent_readthrough":"Morgan Stanley Direct Lending Fund's Principal Accounting Officer resigns in New York, with no stated impact on hiring or roles.","company":"Morgan Stanley Direct Lending Fund","pillar":"leadership_change","signal_direction":"neutral","city":"New York","region":"North America","country":"US","hq_city":"New York","hq_country":"US","state":"NY","functions":["executive"],"industry":"financial_services","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1782524/000119312526248218/d146599d8k.htm","source_name":"SEC EDGAR","published_date":"2026-05-29","captured_at":"2026-07-28 21:48:10"},{"signal_id":"eccad7b86efd082edccfebc7c99d5cf4","headline":"Jazz Pharmaceuticals plc 8-K filing (Item 5.02): officer or director change","summary":"Anne O’Riordan, a Class III director at Jazz Pharmaceuticals plc, informed the board she will not stand for re-election at the 2026 annual meeting of shareholders.","talent_readthrough":"Anne O’Riordan steps down from the board of Jazz Pharmaceuticals plc in Dublin. The announcement does not disclose any immediate changes to the workforce.","company":"Jazz Pharmaceuticals plc","pillar":"leadership_change","signal_direction":"neutral","city":null,"region":"North America","country":"US","hq_city":"Dublin","hq_country":"IE","state":null,"functions":[],"industry":"pharma_biotech","headcount":null,"funding_amount":null,"funding_amount_usd":null,"funding_stage":null,"predicted_outcome":null,"check_after_date":null,"outcome_observed":null,"archive_url":null,"materiality":null,"confidence":"verified","source_url":"https://www.sec.gov/Archives/edgar/data/1232524/000162828026039147/jazz-20260525.htm","source_name":"SEC EDGAR","published_date":"2026-05-29","captured_at":"2026-07-28 21:48:36"},{"signal_id":"963d0f5a8e73b4e28c6408c76288b45e","headline":"DraftKings Inc. 8-K filing (Item 5.02): officer or director change","summary":"DraftKings Inc. announced that Alan Ellingson, the company's Chief Financial Officer, will assume the role of principal accounting 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